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Certified Professional In Learning And Performance Cplp

Instructions:

Answer 50 questions in 15 minutes.
If you are not ready to take this test, you can study here.
Match each statement with the correct term.
Don't refresh. All questions and answers are randomly picked and ordered every time you load a test.

This is a study tool. The 3 wrong answers for each question are randomly chosen from answers to other questions. So, you might find at times the answers obvious, but you will see it re-enforces your understanding as you take the test each time.

1. The five factors that affect human performance
Knowledge - skills - desire - environment - and opportunity
When the cause of the problem is a lack of knowledge or skills
Cost or budget - lesson content - learner background and expectations - time available - and facilities/equipment/materials
A measure of the variability of scores from the mean

2. The ability of the same measurement to produce consistent results over time
Image oriented - interactive - immediate - and intimate.
Knowledge that has been documented - includes books - manuals - training courses - job aids - software rules - databases - etc.
Knowledge in one's personal memory - includes judgment - insights - experience - know-how - personal beliefs - and personal values.
Reliability

3. The components of the VAK model
Eager to succeed - open to support - interested in different tactics/methods and trying those out - learning oriented
Learner characteristics like age - educational background - cultural background - learner expectations - and learn motivation to attend
Visual - Auditory - and Kinestethic
Awareness - modeling - targeted interventions - desensitization - training

4. Two types of personality inventory instruments
Myer-Briggs Type Indicator (MBTI) - DiSC personality profile
Gain understanding or learning objectives - learn the materials - practice the delivery - prepare questions to stimulate learning.
Solution Selection
Review strategies - measure performance - take correction action

5. succession planning
The most frequently occurring value
Convergers - divergers - assimilators - and accommodators
Matching current - usually high-potential employees - with future roles within the company to systematic prepare them for a future role
Separation of place - time - or both among learners - instructors - and learning resources; Interactions are conducted through one or mode media.

6. Four characteristics of tasks that are well-suited for job aids
Low frequency - high complexity - high consequence of error - high probability of change in the future
An HTML tag identifying the context of the contents on a website or knowledge base.
The whole is more than the sum of the parts - patterns are everywhere in the system - cause and effect is never simple - history does and does not repeat itself - change come from chaos - the future can and cannot be predicted
The most frequently occurring value

7. Three basic management styles
Adult learning theories - instructional design techniques
Dictatorship - anarchy - democracy
Design
Ideas - processes - procedures - methods of operation - concepts - principles - and discoveries

8. The first component of the ASTD HPI model
Low frequency - high complexity - high consequence of error - high probability of change in the future
Feedback
Chaos is simple systems generating complicated behavior. Complexity is complicated systems generating simple behavior.
Business Analysis

9. Compare/contrast chaos and complexity
Chaos is simple systems generating complicated behavior. Complexity is complicated systems generating simple behavior.
Matching current - usually high-potential employees - with future roles within the company to systematic prepare them for a future role
Learning Management System (LMS)
Problem - action learning group - emphasis on careful questioning and listening - resolution to take action - commitment to learning - group facilitator/learning coach

10. Types of Level 3 instruments
Action plans - interviews - questionnaires - focus groups - performance contracts
Learning Management System (LMS)
Behavorism
The whole is more than the sum of the parts - patterns are everywhere in the system - cause and effect is never simple - history does and does not repeat itself - change come from chaos - the future can and cannot be predicted

11. Sequencing and structure are closely related. What is the order in which skills and information are taught
Questions that check for understanding or test for consensus
Sequence
Socratic questioning
Mentoring is longer term - and mentors do not have responsibility for participants improvement.

12. Sequencing and structure are closely related. What refers to the relationship among skills and topics
Structure
Meta-evaluation
Disengagement - disidentification - disorientation - and disenchantment.
Computer-based training. Any learning event that uses computers as the primary distributions method.

13. ROI
Observe body language
Return-on-investment ( (Benefits - Costs) / Costs) * 100
Identify performance gaps - gains commitment to learning - constructs practice to close gaps - drives application and reflection to improve competence
Program Evaluation Review Technique. A diagramming technique that enables project managers to estimate a range of task durations by estimating optomistic - pessimistic - and likely durations for each task.

14. Five conflict responses
Focused on fundamental shifts in how people view themselves - and intentional alterations of beliefs and values about the world and themselves
Seels and Glasgow instructional systems design model
Competing - accommodating - avoiding - collaborating - and compromising.
Managerial/administrative - supervisory - functional

15. Describe noise - in communication theory
Something that disrupts the flow of information between source and receiver
A collection of code containing instructions for a computer to perform a specific action
Experiential learning
Chat rooms are essentially synchronous (real-time) message boards.

16. The criteria for determining if a project is appropriate for action learning
DMAIC methodology - IPO model - flowcharting - evaluation models
The sum of the numbers divided by the total number of values
Feedback
Reality - feasibility - authority - and learning opportunities

17. The learning domain that focuses on the skills and knowledge relating to an activity such as changing a car's oil
Weak manager judgments or experience levels - identified talent shortages - organization culture suports structured programs
Cognitive
Rich data - comparable data across interviews with proper construction of interview protocol - and adds depth to quantative methods
Sequence

18. Content validity

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19. The HPI tool that can gather both qualitative and quantitative data
Surveys
Simulations
A variable that can have one of two possible values.
Ishikawa - fishbone

20. Knowledge
Information that combined with understanding enables understanding
The extent to which an instrument represents the program's content
Perform a front-end analysis
Determining needs - defining scope and budget - creating and sending the RFP - evaluating proposals and selecting vendors - notifying the vendor and negotiating the contract - implementing the project - monitoring the project - completing and evaluat

21. Four cases when a trainer should not use a chart pack
Disengagement - disidentification - disorientation - and disenchantment.
Psychomotor skills
Room size or number of participants is too large - when trainer wants to be more formal - when trainer has illegible handwriting - when the trainer presents the same program regularly.
Identify business goals - clarify those goals - determine specificity and measurability of the goals.

22. Steps in Pfeiffer and Jones' experiential learning cycle
Eager to succeed - open to support - interested in different tactics/methods and trying those out - learning oriented
Walk towards a participant as they speak
Design
Experiencing - publishing - processing - generalizing - and applying

23. The four components of a learning objective
The world is created in conversation
Audience - Behavior - Condition - and Degree
Indicate whether response was correct - explain an incorrect response or clarify a correct response - give instructions on how to proceed
Facilitation is used to involve participants - and to help them learn from one another.

24. The six factors an instructional designer must consider before choosing techniques and training materials
Groupthink
Cost or budget - lesson content - learner background and expectations - time available - and facilities/equipment/materials
The process that connects information - education - expertise - and practical application of people in an organization for the purposes of sharing and access.
Andragogy - time pressures - goal orientation - previous knowledge and experience - relevent content - levels of motivation - and different learning styles

25. Software that automates the administration of training
Chat rooms are essentially synchronous (real-time) message boards.
Performance Analysis
Learning Management System (LMS)
Current organization climate - available resources

26. Examples of courseware
Surveys
Accelerated Learning
Learning organizations - systems thinking
Self-study guides - job aids - instructor-led materials - technology-delivered training deliverables - assessments

27. Community of practice
Audience - behavior - condition - and degree
A description or design specification for how information should be treated and organized.
A group of people who share a common interest - and are willing to share the experiences of their common interest.
Economic - social - political and legislative - workforce - technological - and competitive.

28. The sixth component of the ASTD HPI model
Evaluation
Do not discriminate in any aspect of employment based on disabilities - with reasonable accommodations such as interpreters - reading aids - instructional material modifications - etc.
Harless' front-end analysis model
A variable in whole number or distinct units (opposed to continuous)

29. The method where instruction is provided in a self-directed format that is available at all times - even with a facilitator is not online
Engage learner's attention - present materials as input to brain - practice with ideas and skills - review to create new connections and applications
Adult learning theories - instructional design techniques
Business needs - performance needs - learning needs - and learner needs
Asynchronous

30. The two criteria for a successful training program that must be accounted for by the WLP professional
Current organization climate - available resources
The world is created in conversation
Silence
Rote skills

31. The second component of the ASTD HPI model
Design
Convergers - divergers - assimilators - and accommodators
Performance Analysis
Cognitive

32. Five ways to use storytelling
Balanced scorecard
Philosophy of coaching - definition of coaching - standards of ethical coaching conduct - pledge of coaching ethics
Analytical - amiable - drivers - expressive
Capture attention - help message to be remembered - establish rapport - build credibility - and build team unity.

33. The seven characteristics of good dialog
Central tendency
Relevance - inquiry - freedom - connectedness - reception - empowerment - play
Identify performance gaps - gains commitment to learning - constructs practice to close gaps - drives application and reflection to improve competence
Polling questions

34. The four quadrants in W.E. (Ned) Herrmann's learning brain model
Language - speech - environmental - and psychological
The explicit and systematic management of intellectual capital and organizational knowledge for the purpose of improving organizations and the people in the organizations; as well as - associated processes like creating - gathering - organizing - ret
Upper-left cerebral - lower-left limbic - upper-right cerebral - and lower-right limbic
Sorting - tabulating - and comparing raw to summarized data

35. The reliability test where one test is split into two shorter ones - by randomly assigning test items to one half or the other
Perform a front-end analysis
Learner-centered - content-centered
Two-aix matrixes - flowcharts - dichotomy - graphic models
Split-half

36. The four Cs of change
Opener - bridge - main body - and close
Job aids - and EPSS
Cognitivism
Create a vision - communicate the plan - connect the people - congratulate success

37. The seventh component of the ASTD HPI model
Change Management
The mid-point of the distribution - 50% of the values are above/below this value
Experiential learning
Job analysis

38. Two examples of performance support systems
Create new hire training - develop behavior-based interview questions - write performance objectives - prepare employees for career progression
Eager to succeed - open to support - interested in different tactics/methods and trying those out - learning oriented
Business needs - performance needs - learning needs - and learner needs
Job aids - and EPSS

39. Things a forcefield analysis ensures
Opener - bridge - main body - and close
Organization - process - and job/performer.
No area is overlooked - forces to be used are known - there is time to develop other strategies if the analysis reveals the need
Charts - graphs

40. Describe a chat room
Chat rooms are essentially synchronous (real-time) message boards.
Identify organizational values - development mission - develop vision - develop value statements
Determining needs - defining scope and budget - creating and sending the RFP - evaluating proposals and selecting vendors - notifying the vendor and negotiating the contract - implementing the project - monitoring the project - completing and evaluat
Learning Management System (LMS)

41. The mode of training for which classroom training is most effective
Enabling objectives
Psychomotor skills
Behavorism
The world is created in conversation

42. List seven things that cannot be copyrighted
Ideas - processes - procedures - methods of operation - concepts - principles - and discoveries
Presentation software
Learning
Self-contained chunk of instructional material

43. LMS
Andragogy - time pressures - goal orientation - previous knowledge and experience - relevent content - levels of motivation - and different learning styles
Driving forces - restraining forces - current state - desired state
Learning Management System. Software that automates administration - tracking - and reporting of learning events (ILT and online).
The multiple dependent variables in a study with multiple independent variables

44. The diagnostic model that identifies the performance problem cause - based on cause driving solution

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45. The phases of strategic development
Formulation - Development - Implementation - Evaluation
Time and resource intensive - undue influence of vocal member(s) - difficult to facilitate with a single facilitator to encourage participation and take notes
L = P + Q + R. Learning - Programmed instruction - Questioning - Reflection
Breakeven ( ( Program Costs / Investment ) / ( Benefits / Cash Inflow) )

46. Information Chunking
The process that enables organizations to create short reference materials with relevant information by reducing information into codified - categorized - and reusable content.
Enabling objectives
Sequence
The selection of measurement points which can have a large impact on the research's ability to be generalized

47. List seven principles of adult learning
Misplacing ownership - misaligning incentives - saving recognition - playing favorites - misspeaking praise
Job analysis
Measures looking at opinions - behaviors - and attributes
Andragogy - time pressures - goal orientation - previous knowledge and experience - relevent content - levels of motivation - and different learning styles

48. Five mistakes managers can make to negatively impact employee motivation
No right or final answers - cause and effect not related to space and time - all solutions require careful consideration - behavior gets worse before it gets better - all systems have limits - foresight benefits the organization
Solution Selection
Misplacing ownership - misaligning incentives - saving recognition - playing favorites - misspeaking praise
Data - Information - Knowledge

49. DMAIC
Reliability
Measures looking at opinions - behaviors - and attributes
Self-contained chunk of instructional material
- measure - analyze - improve - control

50. Four tools and techniques related to six sigma
Organization - process - and job/performer.
DMAIC methodology - IPO model - flowcharting - evaluation models
The selection of measurement points which can have a large impact on the research's ability to be generalized
Slides