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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 four quadrants in W.E. (Ned) Herrmann's learning brain model
Managerial/administrative - supervisory - functional
Change is a process not an event. Change management is the process of directing change at each level of an organization.
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
Upper-left cerebral - lower-left limbic - upper-right cerebral - and lower-right limbic

2. Three process principles of strategic management development that are likely to remain constant across organizations
Cognitive
Managers are responsible for their own development - executives are responsible for the development of their subordinates - the organization is responsible for providing growth opportunities
The process that enables organizations to create short reference materials with relevant information by reducing information into codified - categorized - and reusable content.
Kurt Lewin's forcefield analysis

3. The four areas measured during a training needs assessment
Theatre style
Breakeven ( ( Program Costs / Investment ) / ( Benefits / Cash Inflow) )
Business needs - performance needs - learning needs - and learner needs
Subject-matter expert

4. Two characteristics of distance learning
Separation of place - time - or both among learners - instructors - and learning resources; Interactions are conducted through one or mode media.
Indicate whether response was correct - explain an incorrect response or clarify a correct response - give instructions on how to proceed
Howard Gardner
Time and resource intensive - undue influence of vocal member(s) - difficult to facilitate with a single facilitator to encourage participation and take notes

5. The system that uses knowledge - skills - and attitudes (KSAs) to describe three types of learning

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6. Five mistakes managers can make to negatively impact employee motivation
Entertainment - interaction - control - usability - and customization
Howard Gardner
Misplacing ownership - misaligning incentives - saving recognition - playing favorites - misspeaking praise
Job aids - and EPSS

7. Four common mistakes HPI professionals make in selecting - designing - and implementing interventions
Solution Selection
Failure to partner - failure to consider culture - failure to manage change - and failure to adapt to the client.
When the cause of the problem is a lack of knowledge or skills
Relevance - inquiry - freedom - connectedness - reception - empowerment - play

8. Independent
Measures looking at opinions - behaviors - and attributes
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.
A variable the influences the dependent variable
Andragogy - time pressures - goal orientation - previous knowledge and experience - relevent content - levels of motivation - and different learning styles

9. The measure that is defined by mean - median - and mode
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
Central tendency
Myer-Briggs Type Indicator (MBTI) - DiSC personality profile
Hard data

10. The purpose of workforce planning
To improve performance by systematically developing human expertise through organizational development and training
High cost - scheduling difficulties - and temporary (unless learners have opportunity to practice)
Learning Management System (LMS)
Formulation - Development - Implementation - Evaluation

11. The components of the action learning formula
Silence
External coaching - internal coaching
L = P + Q + R. Learning - Programmed instruction - Questioning - Reflection
Review of objective and key points - review participant benefits - call participants to action - ask participants if they have any questions.

12. BE
Documentation audit - information system survey - identification of external information sources
Breakeven ( ( Program Costs / Investment ) / ( Benefits / Cash Inflow) )
Split-half
Honesty - fairness - lawfulness - compassion - respect - loyalty - dependability

13. 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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14. What does proxemics refer to?
Social contexting - contexting - authority - and concept of time
Personal space
Learner characteristics like age - educational background - cultural background - learner expectations - and learn motivation to attend
Socratic questioning

15. A method used to evaluation organizational effectiveness beyond financial measures
Information - feedback
Questions that check for understanding or test for consensus
Balanced scorecard
Knowledge - skills - desire - environment - and opportunity

16. The two criteria for a successful training program that must be accounted for by the WLP professional
Personal space
Pilot tests - technical reviews - production reviews
To improve performance by systematically developing human expertise through organizational development and training
Current organization climate - available resources

17. The method used to identify all duties - responsibilities - and tasks that make up a single job function or role
Focused on fundamental shifts in how people view themselves - and intentional alterations of beliefs and values about the world and themselves
Job analysis
Breakeven ( ( Program Costs / Investment ) / ( Benefits / Cash Inflow) )
Myer-Briggs Type Indicator (MBTI) - DiSC personality profile

18. Two examples of performance support systems
Extroversion/Introversion - Sensing/Intuition - Thinking/Feeling - Judgment/Perception
Chaos is simple systems generating complicated behavior. Complexity is complicated systems generating simple behavior.
Job aids - and EPSS
Adult learning theories - instructional design techniques

19. Types of formative evaluation
Robert Mager
Objectivity - confidentiality
Pilot tests - technical reviews - production reviews
Determine business impact - improve the design of the learning experience - determine the content's adequacy

20. Three basic management styles
Balanced scorecard
Dictatorship - anarchy - democracy
Polling questions
Competing - accommodating - avoiding - collaborating - and compromising.

21. 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
Data from archival records - existing records - report - and data
Convergers - divergers - assimilators - and accommodators
Rote skills

22. The purpose of an after-action review

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23. BCR
Benefit-to-cost ratio (Total Benefit / Total Program Cost)
Developing employees - motivating employees - deploying employees - aligning people to process to increase performance
Business Analysis
problem - establish action plan - clarify values - identify alternatives - discover probable outcomes - eliminate alternatives systematically - start action

24. Discrete
A collection of code containing instructions for a computer to perform a specific action
In statistics - it means probably true
A variable in whole number or distinct units (opposed to continuous)
Business Analysis

25. Standard deviation
Virtual Reality. Computer-based technology that gives the user a realistic - 3-D - interactive experience that engages as many senses as possible.
Gain understanding or learning objectives - learn the materials - practice the delivery - prepare questions to stimulate learning.
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
A measure of the variability of scores from the mean

26. Four tasks typically done in the job analysis
Functional context
The minimum time schedule for completing all the tasks in a project with several overlapping or dependent tasks.
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
Create new hire training - develop behavior-based interview questions - write performance objectives - prepare employees for career progression

27. RFP
Request for proposal. A communication from an organization to potential vendors that defines the organizations needs and how to respond to those needs.
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
Convergers - divergers - assimilators - and accommodators
Phone - VoIP - online meetings - email - specialized software

28. Four basic components of a process
Central tendency
Inputs - outputs - process controls - and resources.
Perform a front-end analysis
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.

29. The HPI tool that uses the 80/20 rule
Managers are responsible for their own development - executives are responsible for the development of their subordinates - the organization is responsible for providing growth opportunities
Rehersal
Pareto analysis
Computer-based training. Any learning event that uses computers as the primary distributions method.

30. The five principles of andragogy
Learner self-concept - Learner prior experience - Readiness to learn - Orientation to learning - and Motivation to learn
Problem - action learning group - emphasis on careful questioning and listening - resolution to take action - commitment to learning - group facilitator/learning coach
Likert scale
DMAIC methodology - IPO model - flowcharting - evaluation models

31. The tasks involved in the implementation phase of strategic development
A variable that can have one of two possible values.
Growth - exploratory - establishment - maintenance - decline
Scaling and integrity
Establish short-term objectives - create an action plan to achieve short-term objectives - allocate resources to the objectives - motivate employees to reach the objectives

32. Examples of internal factors that influence an organization
Focused on fundamental shifts in how people view themselves - and intentional alterations of beliefs and values about the world and themselves
Relevance - inquiry - freedom - connectedness - reception - empowerment - play
Chaos is simple systems generating complicated behavior. Complexity is complicated systems generating simple behavior.
Technology - new products - shareholders - financial conditions - system challenges - process challenges - policies

33. The HPI tool used to collect current performance - learner analysis - and business needs
A variable whose quantification can be broken down into very small units - often called analog (opposed to discrete)
Interviews
Feedback
Awareness - modeling - targeted interventions - desensitization - training

34. The characteristics of a complex system
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
Speed - quantity - quality/accuracy - thoroughness - timeliness
Review of objective and key points - review participant benefits - call participants to action - ask participants if they have any questions.
Documentation audit - information system survey - identification of external information sources

35. Describe how facilitation differs from training
Breakeven ( ( Program Costs / Investment ) / ( Benefits / Cash Inflow) )
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.
Likert scale

36. Describe noise - in communication theory
Diagnose the problem - generate alternative actions/behaviors - identify consequences for those actions/behaviors
The most frequently occurring value
Preparation
Something that disrupts the flow of information between source and receiver

37. The five elements of learner engagement
Opportunity-centered
Visual - Auditory - and Kinestethic
Entertainment - interaction - control - usability - and customization
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.

38. The seventh component of the ASTD HPI model
Polling questions
Pareto analysis
The minimum time schedule for completing all the tasks in a project with several overlapping or dependent tasks.
Change Management

39. Information
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
Semantic differential
Data that has been given context

40. When is training the appropriate solution to a performance problem
Knowledge in one's personal memory - includes judgment - insights - experience - know-how - personal beliefs - and personal values.
Monetary impact/ROI
When the cause of the problem is a lack of knowledge or skills
A variable that can have one of two possible values.

41. The popularizer of the multiple intelligences theory
Time and resource intensive - undue influence of vocal member(s) - difficult to facilitate with a single facilitator to encourage participation and take notes
Knowledge in one's personal memory - includes judgment - insights - experience - know-how - personal beliefs - and personal values.
Hypothetical
Howard Gardner

42. The process that measures if the practitioner measured what they intended to measure
Hard data
Change is a process not an event. Change management is the process of directing change at each level of an organization.
Documentation audit - information system survey - identification of external information sources
Validity

43. Four steps to prepare for training delivery
Gain understanding or learning objectives - learn the materials - practice the delivery - prepare questions to stimulate learning.
A variable whose quantification can be broken down into very small units - often called analog (opposed to discrete)
Data that has been given context
Sorting - tabulating - and comparing raw to summarized data

44. The five stages of D. E. Super's developmental framework
Growth - exploratory - establishment - maintenance - decline
Pilot tests - technical reviews - production reviews
Facilitation is used to involve participants - and to help them learn from one another.
Determine business impact - improve the design of the learning experience - determine the content's adequacy

45. The core belief of appreciative inquiry theory
Structures - patterns - events
Virtual Reality. Computer-based technology that gives the user a realistic - 3-D - interactive experience that engages as many senses as possible.
Gain understanding or learning objectives - learn the materials - practice the delivery - prepare questions to stimulate learning.
The world is created in conversation

46. What is an SME
Subject-matter expert
Kurt Lewin's forcefield analysis
Something that disrupts the flow of information between source and receiver
Learner characteristics like age - educational background - cultural background - learner expectations - and learn motivation to attend

47. Two types of job rotations
Separation of place - time - or both among learners - instructors - and learning resources; Interactions are conducted through one or mode media.
Robert Mager
Cross-functional - cross-country/international
Managerial/administrative - supervisory - functional

48. Five conflict responses
Mentoring is longer term - and mentors do not have responsibility for participants improvement.
Competing - accommodating - avoiding - collaborating - and compromising.
Reality - feasibility - authority - and learning opportunities
Initiating - planning - executing - controlling - closing

49. Three disadvantages of focus groups
Time and resource intensive - undue influence of vocal member(s) - difficult to facilitate with a single facilitator to encourage participation and take notes
Learning style
A collection of code containing instructions for a computer to perform a specific action
Low frequency - high complexity - high consequence of error - high probability of change in the future

50. Knowledge
Information that combined with understanding enables understanding
Functional context
Knowledge in one's personal memory - includes judgment - insights - experience - know-how - personal beliefs - and personal values.
Brainstorming - case studies - and role plays