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Certified Professional In Learning And Performance Cplp

Instructions:

Answer 50 questions in 15 minutes.
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Match each statement with the correct term.
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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 model (a pyramid) from bottom to top is: physiology - safety - belongingness - esteem - and self-actualization

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2. DMAIC
Learning Management System (LMS)
- measure - analyze - improve - control
Solution Implementation
Image oriented - interactive - immediate - and intimate.

3. The measure that is defined by mean - median - and mode
No area is overlooked - forces to be used are known - there is time to develop other strategies if the analysis reveals the need
Icebreakers do not have to relate to the session materials. Opening exercise introduces the session materials being taught.
Central tendency
Charts - graphs

4. Closed questions
Managerial/administrative - supervisory - functional
Pedagogy
Questions that check for understanding or test for consensus
Sorting - tabulating - and comparing raw to summarized data

5. The five principles of andragogy
Learner self-concept - Learner prior experience - Readiness to learn - Orientation to learning - and Motivation to learn
The world is created in conversation
Performance Analysis
Job aids - and EPSS

6. Four activites to consider when closing a presentation
Audience - Behavior - Condition - and Degree
Request for proposal. A communication from an organization to potential vendors that defines the organizations needs and how to respond to those needs.
Multiple intelligences theory
Review of objective and key points - review participant benefits - call participants to action - ask participants if they have any questions.

7. The process that measures if the practitioner measured what they intended to measure
Structures - patterns - events
Validity
Knowledge - skills
Presentation software

8. Three basic management styles
Lack of knowledge or skills - lack of physical resources - process problems - lack of information - lack of leadership - lack of information on consequences - lack of motivation - inadequate feedback - inadequate incentives - performer's lack of capa
Dictatorship - anarchy - democracy
Eager to succeed - open to support - interested in different tactics/methods and trying those out - learning oriented
Polling questions

9. Training that related to actual job circumstances
A measure of the variability of scores from the mean
Bloom's Taxonomy
problem - establish action plan - clarify values - identify alternatives - discover probable outcomes - eliminate alternatives systematically - start action
Functional context

10. The facilitation tool that can create just enough tension to get people thinking
Solution Selection
Entertainment - interaction - control - usability - and customization
Silence
Analytical - amiable - drivers - expressive

11. The technique that allows a WLP professional to present material in a professional manner - and keep a class focused on the correct topic
The process that enables organizations to create short reference materials with relevant information by reducing information into codified - categorized - and reusable content.
Preparation
Measures looking at opinions - behaviors - and attributes
The expected range of a measurement

12. The HPI tool that can gather both qualitative and quantitative data
Seels and Glasgow instructional systems design model
Surveys
Semantic differential
problem - establish action plan - clarify values - identify alternatives - discover probable outcomes - eliminate alternatives systematically - start action

13. The six steps in a training needs assessment
Review strategies - measure performance - take correction action
Defining objectives - identifying necessary data - selecting data collection methods - collecting data - analyzing and confirming data - and reporting on the data
Time and resource intensive - undue influence of vocal member(s) - difficult to facilitate with a single facilitator to encourage participation and take notes
A visual tools used to systematically describe actions/behaviors in a sequential flow - including all the steps and tasks for that process flow.

14. The method used to identify all duties - responsibilities - and tasks that make up a single job function or role
Performance Analysis
Defining objectives - identifying necessary data - selecting data collection methods - collecting data - analyzing and confirming data - and reporting on the data
Job analysis
Feedback

15. The six interactive and interdependent components of an action learning program
Asynchronous
Problem - action learning group - emphasis on careful questioning and listening - resolution to take action - commitment to learning - group facilitator/learning coach
Sequence
Establish scope - create plan - implement plan - monitor/evaluate/revise plan

16. An assessment done during formation
Formative evaluation
Organization - process - and job/performer.
Technical competence - people skills - conceptual skills - results - taste - judgment - character
Identify business goals - clarify those goals - determine specificity and measurability of the goals.

17. BCR
Benefit-to-cost ratio (Total Benefit / Total Program Cost)
Theatre style
A variable that can have one of two possible values.
Identify performance gaps - gains commitment to learning - constructs practice to close gaps - drives application and reflection to improve competence

18. The three major tasks of analyzing data
Howard Gardner
Sorting - tabulating - and comparing raw to summarized data
Create a vision - communicate the plan - connect the people - congratulate success
Electronic Performance Support System. Software that provides just-in-time help - guidance - coaching - or assistance to improve job performance.

19. Skills / knowledge areas that SMEs may lack
Learning style
Adult learning theories - instructional design techniques
Initiating - planning - executing - controlling - closing
Performance Analysis

20. The five elements of learner engagement
Learner-centered - content-centered
Entertainment - interaction - control - usability - and customization
Pedagogy
Cross-functional - cross-country/international

21. The use of electronic technologies to deliver information and facilitate the development of skills
Learning technologies
An effective - structured way that captures people's learning from an experience.
A variable whose quantification can be broken down into very small units - often called analog (opposed to discrete)
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

22. The two criteria for a successful training program that must be accounted for by the WLP professional
Current organization climate - available resources
Information - feedback
Growth - exploratory - establishment - maintenance - decline
Mentoring is longer term - and mentors do not have responsibility for participants improvement.

23. The five stages of D. E. Super's developmental framework
Growth - exploratory - establishment - maintenance - decline
Enabling objectives
Learning Management System (LMS)
Visual - Auditory - and Kinestethic

24. Two guiding principles of displaying quantative data in charts and graphs
Preparation
Scaling and integrity
Phone - VoIP - online meetings - email - specialized software
An unknown or uncontrolled variable that produces an effect

25. Describe a message board
Terminal objectives
Websites where users post questions - thoughts and observations - and can reply to other users postings of the same
Accelerated Learning
An unknown or uncontrolled variable that produces an effect

26. The theory that describes how intelligences reflect how people prefer to process information
Multiple intelligences theory
Structures - patterns - events
Low frequency - high complexity - high consequence of error - high probability of change in the future
The extent to which an instrument predicts future results

27. The two criteria that learners must demonstrate before leaving performance-based training (PBT)
Organization - process - and job/performer.
Results
To aid in career planning
Knowledge - skills

28. Two types of personality inventory instruments
Rehersal
Myer-Briggs Type Indicator (MBTI) - DiSC personality profile
Technology - new products - shareholders - financial conditions - system challenges - process challenges - policies
Information - feedback

29. Two influences of great effect on employee motivation
Measures looking at opinions - behaviors - and attributes
Management - performance
A variable in whole number or distinct units (opposed to continuous)
Action plans - interviews - questionnaires - focus groups - performance contracts

30. The three foundations of action learning

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31. The ability of the same measurement to produce consistent results over time
Reliability
Dictatorship - anarchy - democracy
Skill variety - task identity - task significance - autonomy - feedback
Self-study guides - job aids - instructor-led materials - technology-delivered training deliverables - assessments

32. A method used to evaluation organizational effectiveness beyond financial measures
Balanced scorecard
Competing - accommodating - avoiding - collaborating - and compromising.
Objectivity - confidentiality
Low frequency - high complexity - high consequence of error - high probability of change in the future

33. The four parts of the International Federation's (ICF) ethical standards
Rich data - comparable data across interviews with proper construction of interview protocol - and adds depth to quantative methods
Capture attention - reveal trainer's style - raise participant's comfort level - introduce the topic of the presentation.
Central tendency
Philosophy of coaching - definition of coaching - standards of ethical coaching conduct - pledge of coaching ethics

34. Malcolm Knowles' work tipped the instructional systems design scale. The two ends of that scale
Ishikawa - fishbone
Learner-centered - content-centered
Conduct a SWOT - establish strategic goals - develop strategies to achieve the strategic goals
problem - establish action plan - clarify values - identify alternatives - discover probable outcomes - eliminate alternatives systematically - start action

35. Mean
Information - resources - incentives/consequences - knowledge and skills - capacity - and motivation.
Groupthink
Charts - graphs
The sum of the numbers divided by the total number of values

36. Two circumstances where e-learning is particularly useful
Defining objectives - identifying necessary data - selecting data collection methods - collecting data - analyzing and confirming data - and reporting on the data
Request for proposal. A communication from an organization to potential vendors that defines the organizations needs and how to respond to those needs.
Two-aix matrixes - flowcharts - dichotomy - graphic models
Rote skills - and prerequisite material

37. Four benefits of web-based training
Electronic performance support system (EPSS)
Information that combined with understanding enables understanding
Cost-effectiveness - accessibility and application - learner access - and self-direction
Review of objective and key points - review participant benefits - call participants to action - ask participants if they have any questions.

38. Explicit knowledge
In statistics - it means probably true
The selection of measurement points which can have a large impact on the research's ability to be generalized
Knowledge that has been documented - includes books - manuals - training courses - job aids - software rules - databases - etc.
Hypothetical

39. The six factors an instructional designer must consider before choosing techniques and training materials
Cost or budget - lesson content - learner background and expectations - time available - and facilities/equipment/materials
Problem - action learning group - emphasis on careful questioning and listening - resolution to take action - commitment to learning - group facilitator/learning coach
Formative evaluation
Analytical - amiable - drivers - expressive

40. The two mechanisms the chaos and complexity theory focus on
Defining objectives - identifying necessary data - selecting data collection methods - collecting data - analyzing and confirming data - and reporting on the data
Information - feedback
The process that connects information - education - expertise - and practical application of people in an organization for the purposes of sharing and access.
Learning

41. The tool instructors can leverage from WBT to immediately determine a group's understanding of the material
Opportunity-centered
Polling questions
Separation of place - time - or both among learners - instructors - and learning resources; Interactions are conducted through one or mode media.
Audience - Behavior - Condition - and Degree

42. 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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43. The tasks involved in the implementation phase of strategic development
Synchrononous occurs at a given time with a live instructor. Asynchronous is self-paced and available at any time.
Establish short-term objectives - create an action plan to achieve short-term objectives - allocate resources to the objectives - motivate employees to reach the objectives
Cognitivism
Action plans - interviews - questionnaires - focus groups - performance contracts

44. Change management
Reliability
Change is a process not an event. Change management is the process of directing change at each level of an organization.
Balanced scorecard
Philosophy of coaching - definition of coaching - standards of ethical coaching conduct - pledge of coaching ethics

45. Information Chunking
Learning organizations - systems thinking
Management - performance
The process that enables organizations to create short reference materials with relevant information by reducing information into codified - categorized - and reusable content.
Maslow's hierarchy - McGregor's Theory X and Y of management

46. CBT
Engage learner's attention - present materials as input to brain - practice with ideas and skills - review to create new connections and applications
Computer-based training. Any learning event that uses computers as the primary distributions method.
Observe body language
Meta-evaluation

47. The guidelines Carl Rogers describes as critical elements to remember in adult learning situations
Slides
Feedback
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
A group of people who share a common interest - and are willing to share the experiences of their common interest.

48. The learning theory that attempts to involve the left and right hemispheres of the brain to make learning more natural
Philosophy of coaching - definition of coaching - standards of ethical coaching conduct - pledge of coaching ethics
Accelerated Learning
Seels and Glasgow instructional systems design model
Scaling and integrity

49. The seventh component of the ASTD HPI model
The process that enables organizations to create short reference materials with relevant information by reducing information into codified - categorized - and reusable content.
Change Management
Email - whiteboard - bulletin boards - chat rooms - online presentation tools - WIKIs - Blogs - forums - social sites
External coaching - internal coaching

50. Four cases when a trainer should not use a chart pack
Documentation audit - information system survey - identification of external information sources
Failure to partner - failure to consider culture - failure to manage change - and failure to adapt to the client.
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.
Surveys

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