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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. Median
Slides
The mid-point of the distribution - 50% of the values are above/below this value
The outcome that depends on the independent variable and covariates
Learner-centered - content-centered

2. What is the primary reason for 360-degree feedback
Language - speech - environmental - and psychological
Charts - graphs
To aid in career planning
Rote skills

3. The HPI tool that can gather both qualitative and quantitative data
Surveys
The sum of the numbers divided by the total number of values
Groupthink
Managers are responsible for their own development - executives are responsible for the development of their subordinates - the organization is responsible for providing growth opportunities

4. Mentoring
Inputs - outputs - process controls - and resources.
The sum of the numbers divided by the total number of values
Long-term process for performance improvement based on 1-on-1 interactions where mentee retains the responsibility for improvement
Polling questions

5. Qualitative
Measures looking at opinions - behaviors - and attributes
When the cause of the problem is a lack of knowledge or skills
Adult learning theories - instructional design techniques
Analytical - amiable - drivers - expressive

6. The requirements of the ADA
Failure to partner - failure to consider culture - failure to manage change - and failure to adapt to the client.
Long-term process for performance improvement based on 1-on-1 interactions where mentee retains the responsibility for improvement
Mentoring is longer term - and mentors do not have responsibility for participants improvement.
Do not discriminate in any aspect of employment based on disabilities - with reasonable accommodations such as interpreters - reading aids - instructional material modifications - etc.

7. Triple-loop learning
Hard data
Focused on fundamental shifts in how people view themselves - and intentional alterations of beliefs and values about the world and themselves
Learning Content Management System. Software that packages courses and learning materials for print - CD-ROM - and electronic publication.
Presentation software

8. Things a forcefield analysis ensures
Facilitators establish the initial mood or climate of the class experience - and clarify the purpose of individuals as well as the general purposes of the group
No area is overlooked - forces to be used are known - there is time to develop other strategies if the analysis reveals the need
Maslow's hierarchy - McGregor's Theory X and Y of management
Agreeing with the client when another response would be better - being judgmental or too rigid - progressing at the wrong pace (too fast/too slow) for the client

9. Describe how facilitation differs from training
A variable whose quantification can be broken down into very small units - often called analog (opposed to discrete)
Facilitation is used to involve participants - and to help them learn from one another.
Results
The outcome that depends on the independent variable and covariates

10. The tasks involved in the formulation phase of strategic development
Identify organizational values - development mission - develop vision - develop value statements
Synchrononous occurs at a given time with a live instructor. Asynchronous is self-paced and available at any time.
Websites where users post questions - thoughts and observations - and can reply to other users postings of the same
Return-on-investment ( (Benefits - Costs) / Costs) * 100

11. The other names for a cause-and-effect diagram
Ishikawa - fishbone
Perform a front-end analysis
Reliability
The world is created in conversation

12. What does proxemics refer to?
Charts - graphs
Numbers or variables used to rank order a system
The process that enables organizations to create short reference materials with relevant information by reducing information into codified - categorized - and reusable content.
Personal space

13. Systems thinking
Phone - VoIP - online meetings - email - specialized software
Information that combined with understanding enables understanding
Monetary impact/ROI
Thinking about the whole organization - rather than individuals - and looking primarily at processes

14. Examples of internal factors that influence an organization
The selection of measurement points which can have a large impact on the research's ability to be generalized
Convergers - divergers - assimilators - and accommodators
Technology - new products - shareholders - financial conditions - system challenges - process challenges - policies
Mentoring is longer term - and mentors do not have responsibility for participants improvement.

15. The use of electronic technologies to deliver information and facilitate the development of skills
Structures - patterns - events
Formative evaluation
Learning technologies
Terminal objectives

16. The four most important skills for a coach
Economic - social - political and legislative - workforce - technological - and competitive.
Inputs - outputs - process controls - and resources.
Communication - client motivation - self-management - technical skills
Sorting - tabulating - and comparing raw to summarized data

17. The tasks involved in the implementation phase of strategic development
Andragogy - time pressures - goal orientation - previous knowledge and experience - relevent content - levels of motivation - and different learning styles
The world is created in conversation
Establish short-term objectives - create an action plan to achieve short-term objectives - allocate resources to the objectives - motivate employees to reach the objectives
External coaching - internal coaching

18. Level 2 evaluation
Performance records - direct observation - supervisor checklists
Learning
In statistics - it means probably true
Validity

19. The three major tasks of analyzing data
Sorting - tabulating - and comparing raw to summarized data
Psychomotor skills
Reliability
DMAIC methodology - IPO model - flowcharting - evaluation models

20. Three advantages of interviews as a data gathering technique
No area is overlooked - forces to be used are known - there is time to develop other strategies if the analysis reveals the need
Learner-centered - content-centered
Reliability
Rich data - comparable data across interviews with proper construction of interview protocol - and adds depth to quantative methods

21. Three tools for determining learner preferences
Ishikawa - fishbone
Productivity Environmental Preference Survey (PEPS) - Canfield Learning Style Inventory - and Learning Style Questionnaire
Synchrononous occurs at a given time with a live instructor. Asynchronous is self-paced and available at any time.
Extroversion/Introversion - Sensing/Intuition - Thinking/Feeling - Judgment/Perception

22. List six categories of HPI solutions
Cost or budget - lesson content - learner background and expectations - time available - and facilities/equipment/materials
Structure and processes - resources - information - knowledge and skills - motives - and wellness.
Diagnose the problem - generate alternative actions/behaviors - identify consequences for those actions/behaviors
Numbers or variables used to rank order a system

23. Information
Data that has been given context
L = P + Q + R. Learning - Programmed instruction - Questioning - Reflection
Enabling objectives
Benefit-to-cost ratio (Total Benefit / Total Program Cost)

24. Three basic management styles
Written tests - oral Q&A - performance tests - role plays
Accelerated Learning
The sum of the numbers divided by the total number of values
Dictatorship - anarchy - democracy

25. Quantitative
Cross-functional - cross-country/international
HPI uses a results-based - systematic approach - HPI focuses on accomplishments before behavior - Organizations are systems.
Inputs - outputs - process controls - and resources.
Measures of quantity or numbers

26. The five factors that affect human performance
Formative evaluation
Walk towards a participant as they speak
Raw and non-contextual - and can exist in forms usable or not
Knowledge - skills - desire - environment - and opportunity

27. The process where each member of a group makes their opinions conform to the perceived group consensus
Identify organizational values - development mission - develop vision - develop value statements
Groupthink
Virtual Reality. Computer-based technology that gives the user a realistic - 3-D - interactive experience that engages as many senses as possible.
A description or design specification for how information should be treated and organized.

28. The elements of the 4-D cycle
Facilitators establish the initial mood or climate of the class experience - and clarify the purpose of individuals as well as the general purposes of the group
Presentation software
Determine business impact - improve the design of the learning experience - determine the content's adequacy
Discovery - Dream - Design - and Destiny

29. Two types of job rotations
Philosophy of coaching - definition of coaching - standards of ethical coaching conduct - pledge of coaching ethics
Cross-functional - cross-country/international
Electronic performance support system (EPSS)
Ginzberg's theory

30. Sampling

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31. When a WLP professional - prior to a learning session - plans seating arrangement - arranges refreshments - determines goals and expectations for the class - what are they attempting to affect
Something that disrupts the flow of information between source and receiver
Visual - Auditory - and Kinestethic
External and environmental influences
Opener - bridge - main body - and close

32. The HPI tool used to collect current performance - learner analysis - and business needs
HPI uses a results-based - systematic approach - HPI focuses on accomplishments before behavior - Organizations are systems.
Interviews
- measure - analyze - improve - control
Validity

33. The three parts of the problem-solving model
Eager to succeed - open to support - interested in different tactics/methods and trying those out - learning oriented
Diagnose the problem - generate alternative actions/behaviors - identify consequences for those actions/behaviors
Observe body language
Matching current - usually high-potential employees - with future roles within the company to systematic prepare them for a future role

34. List six external factors that may affect an organization
Opportunity-centered
Robert Mager
Economic - social - political and legislative - workforce - technological - and competitive.
Management - performance

35. The theory that describes a person starting at age 18 - moving from career exploration to a series of events including educational specialization that leads to a career path and a final career commitment

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36. Four characteristics of highly motivated clients
Rote skills
Philosophy of coaching - definition of coaching - standards of ethical coaching conduct - pledge of coaching ethics
Eager to succeed - open to support - interested in different tactics/methods and trying those out - learning oriented
Language - speech - environmental - and psychological

37. Two types of personality inventory instruments
Questions that check for understanding or test for consensus
Change Management
Myer-Briggs Type Indicator (MBTI) - DiSC personality profile
Data from archival records - existing records - report - and data

38. Types of formative evaluation
Pilot tests - technical reviews - production reviews
Breakeven ( ( Program Costs / Investment ) / ( Benefits / Cash Inflow) )
Opportunity-centered
Icebreakers do not have to relate to the session materials. Opening exercise introduces the session materials being taught.

39. DMAIC
Results
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
Rehersal
- measure - analyze - improve - control

40. Covariates
Knowledge in one's personal memory - includes judgment - insights - experience - know-how - personal beliefs - and personal values.
Performance records - direct observation - supervisor checklists
The multiple dependent variables in a study with multiple independent variables
Presentation software

41. Knowledge
Information that combined with understanding enables understanding
Psychomotor skills
Managerial/administrative - supervisory - functional
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

42. The four quadrants in W.E. (Ned) Herrmann's learning brain model
Discovery - Dream - Design - and Destiny
Identify performance gaps - gains commitment to learning - constructs practice to close gaps - drives application and reflection to improve competence
Monetary impact/ROI
Upper-left cerebral - lower-left limbic - upper-right cerebral - and lower-right limbic

43. The components of the action learning formula
Multiple intelligences theory
L = P + Q + R. Learning - Programmed instruction - Questioning - Reflection
Image oriented - interactive - immediate - and intimate.
Job aids - and EPSS

44. Knowledge management
Andragogy - time pressures - goal orientation - previous knowledge and experience - relevent content - levels of motivation - and different learning styles
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
Self-study guides - job aids - instructor-led materials - technology-delivered training deliverables - assessments
To systematically plan an organization's future

45. The method used to identify all duties - responsibilities - and tasks that make up a single job function or role
Performance audit
Job analysis
Multiple intelligences theory
Raw and non-contextual - and can exist in forms usable or not

46. Five ways to use storytelling
A collection of code containing instructions for a computer to perform a specific action
Electronic performance support system (EPSS)
Capture attention - help message to be remembered - establish rapport - build credibility - and build team unity.
Organization - process - and job/performer.

47. Steps of managing a change project
Socratic questioning
Initiating - planning - executing - controlling - closing
Behavorism
An effective - structured way that captures people's learning from an experience.

48. The kinds of objectives that support the final behavioral outcomes by breaking them down into more manageable chunks
The minimum time schedule for completing all the tasks in a project with several overlapping or dependent tasks.
Communication - client motivation - self-management - technical skills
Phone - VoIP - online meetings - email - specialized software
Enabling objectives

49. ROI
Economic - social - political and legislative - workforce - technological - and competitive.
The extent to which an instrument represents the program's content
The process that enables organizations to create short reference materials with relevant information by reducing information into codified - categorized - and reusable content.
Return-on-investment ( (Benefits - Costs) / Costs) * 100

50. The mode of training for which classroom training is most effective
Learning Management System (LMS)
Solution Selection
Psychomotor skills
Organization - process - and job/performer.