Test your basic knowledge |

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. Three disadvantages of focus groups
Eager to succeed - open to support - interested in different tactics/methods and trying those out - learning oriented
Time and resource intensive - undue influence of vocal member(s) - difficult to facilitate with a single facilitator to encourage participation and take notes
Performance audit
Pedagogy

2. Two characteristics of distance learning
Robert Mager
Honesty - fairness - lawfulness - compassion - respect - loyalty - dependability
Separation of place - time - or both among learners - instructors - and learning resources; Interactions are conducted through one or mode media.
Learner-centered - content-centered

3. Continuous
Harless' front-end analysis model
Economic - social - political and legislative - workforce - technological - and competitive.
A variable whose quantification can be broken down into very small units - often called analog (opposed to discrete)
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.

4. Confidence interval
Experiential learning
The expected range of a measurement
Hard data
Breakeven ( ( Program Costs / Investment ) / ( Benefits / Cash Inflow) )

5. The guidelines Carl Rogers describes as critical elements to remember in adult learning situations
The outcome that depends on the independent variable and covariates
Visual - Auditory - and Kinestethic
Measures of quantity or numbers
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

6. The fourth component of the ASTD HPI model
Chaos is simple systems generating complicated behavior. Complexity is complicated systems generating simple behavior.
Solution Selection
Visual - Auditory - and Kinestethic
Reliability

7. The tasks involved in the evaluation phase of strategic development
Review strategies - measure performance - take correction action
Semantic differential
Analytical - amiable - drivers - expressive
Walk towards a participant as they speak

8. Systems thinking
Thinking about the whole organization - rather than individuals - and looking primarily at processes
Learner self-concept - Learner prior experience - Readiness to learn - Orientation to learning - and Motivation to learn
Defining objectives - identifying necessary data - selecting data collection methods - collecting data - analyzing and confirming data - and reporting on the data
L = P + Q + R. Learning - Programmed instruction - Questioning - Reflection

9. Triple-loop learning
Numbers or variables used to rank order a system
Focused on fundamental shifts in how people view themselves - and intentional alterations of beliefs and values about the world and themselves
Multiple intelligences theory
Information - resources - incentives/consequences - knowledge and skills - capacity - and motivation.

10. List six external factors that may affect an organization
Knowledge that has been documented - includes books - manuals - training courses - job aids - software rules - databases - etc.
Economic - social - political and legislative - workforce - technological - and competitive.
External coaching - internal coaching
A variable whose quantification can be broken down into very small units - often called analog (opposed to discrete)

11. The five characteristics of every job that influence employee motivation
Skill variety - task identity - task significance - autonomy - feedback
A visual tools used to systematically describe actions/behaviors in a sequential flow - including all the steps and tasks for that process flow.
Measures looking at opinions - behaviors - and attributes
Monetary impact/ROI

12. The three building blocks of knowledge management
Data - Information - Knowledge
The process that enables organizations to create short reference materials with relevant information by reducing information into codified - categorized - and reusable content.
Productivity Environmental Preference Survey (PEPS) - Canfield Learning Style Inventory - and Learning Style Questionnaire
The minimum time schedule for completing all the tasks in a project with several overlapping or dependent tasks.

13. Contrast mentoring to coaching
Semantic differential
Breakeven ( ( Program Costs / Investment ) / ( Benefits / Cash Inflow) )
Mentoring is longer term - and mentors do not have responsibility for participants improvement.
Myer-Briggs Type Indicator (MBTI) - DiSC personality profile

14. Standard deviation
Learning Content Management System. Software that packages courses and learning materials for print - CD-ROM - and electronic publication.
Virtual Reality. Computer-based technology that gives the user a realistic - 3-D - interactive experience that engages as many senses as possible.
A measure of the variability of scores from the mean
When the cause of the problem is a lack of knowledge or skills

15. Skills / knowledge areas that SMEs may lack
Skill variety - task identity - task significance - autonomy - feedback
Data - Information - Knowledge
Change Management
Adult learning theories - instructional design techniques

16. The four quadrants in W.E. (Ned) Herrmann's learning brain model
Upper-left cerebral - lower-left limbic - upper-right cerebral - and lower-right limbic
Harless' front-end analysis model
Separation of place - time - or both among learners - instructors - and learning resources; Interactions are conducted through one or mode media.
Myer-Briggs Type Indicator (MBTI) - DiSC personality profile

17. List seven principles of adult learning
The world is created in conversation
Andragogy - time pressures - goal orientation - previous knowledge and experience - relevent content - levels of motivation - and different learning styles
Disengagement - disidentification - disorientation - and disenchantment.
Learner characteristics like age - educational background - cultural background - learner expectations - and learn motivation to attend

18. The tell approach to learning - based on the theory that learning occurs through exposure to logically presented information - usually involving lecture
Surveys
Cognitivism
The outcome that depends on the independent variable and covariates
Performance records - direct observation - supervisor checklists

19. The mode of training for which classroom training is most effective
Hard data
Feedback
Psychomotor skills
Functional context

20. Meta-tag
Gain understanding or learning objectives - learn the materials - practice the delivery - prepare questions to stimulate learning.
Capture attention - reveal trainer's style - raise participant's comfort level - introduce the topic of the presentation.
Learning Management System. Software that automates administration - tracking - and reporting of learning events (ILT and online).
An HTML tag identifying the context of the contents on a website or knowledge base.

21. Five technologies that can be used to connect clients to coaches
Phone - VoIP - online meetings - email - specialized software
A visual tools used to systematically describe actions/behaviors in a sequential flow - including all the steps and tasks for that process flow.
Organization - process - and job/performer.
Hypothetical

22. Dichotomous
Philosophy of coaching - definition of coaching - standards of ethical coaching conduct - pledge of coaching ethics
Focused on fundamental changes to thinking patterns and behaviors
A variable that can have one of two possible values.
Questions that stimulate discussion

23. The methods learning organizations use to create and foster productive learning
External/organizational scans - identify business needs - identify change initiatives - collect data - analyze data - report on the data - design the change initiative
Culture - vision - strategy - and structure
Learning Content Management System. Software that packages courses and learning materials for print - CD-ROM - and electronic publication.
Navigation

24. The two management practices similar to complexity theory
Maslow's hierarchy - McGregor's Theory X and Y of management
Learning organizations - systems thinking
Growth - exploratory - establishment - maintenance - decline
The expected range of a measurement

25. Data
Raw and non-contextual - and can exist in forms usable or not
An HTML tag identifying the context of the contents on a website or knowledge base.
Formative evaluation
Misplacing ownership - misaligning incentives - saving recognition - playing favorites - misspeaking praise

26. Examples of internal factors that influence an organization
An unknown or uncontrolled variable that produces an effect
Reliability
Data - Information - Knowledge
Technology - new products - shareholders - financial conditions - system challenges - process challenges - policies

27. Types of Level 1 instruments
Long-term process for performance improvement based on 1-on-1 interactions where mentee retains the responsibility for improvement
External coaching - internal coaching
Questionnaires - follow-up interviews - observation checklists
Purpose and character of use (commercial or nonprofit educational use) - nature of the copyrighted work - amount of the work used in relationship to the whole of the work - effect on the market potential for or value of the copyrighted work

28. What is the primary reason for 360-degree feedback
Failure to partner - failure to consider culture - failure to manage change - and failure to adapt to the client.
Self-study guides - job aids - instructor-led materials - technology-delivered training deliverables - assessments
To aid in career planning
Control groups - management estimates - extant data - external studies

29. Five conflict responses
Identify business goals - clarify those goals - determine specificity and measurability of the goals.
Current organization climate - available resources
Competing - accommodating - avoiding - collaborating - and compromising.
Developing employees - motivating employees - deploying employees - aligning people to process to increase performance

30. Qualitative
Groupthink
Measures looking at opinions - behaviors - and attributes
Data that has been given context
Characteristics of adults as learners (CAL) conceptual framework

31. When a WLP professional is preparing instructional objectives - an evaluation plan - and a sequence of content - which step in the ADDIE model is being performed
Design
Pilot tests - technical reviews - production reviews
The process that connects information - education - expertise - and practical application of people in an organization for the purposes of sharing and access.
Chaos is simple systems generating complicated behavior. Complexity is complicated systems generating simple behavior.

32. Three basic management styles
Solution Selection
Dictatorship - anarchy - democracy
Behavior
Raw and non-contextual - and can exist in forms usable or not

33. The HPI tool that can gather both qualitative and quantitative data
Surveys
Numbers or variables used to rank order a system
Capture attention - help message to be remembered - establish rapport - build credibility - and build team unity.
Managerial/administrative - supervisory - functional

34. The technique trainers should use when they want to use the revelation technique
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
Andragogy - time pressures - goal orientation - previous knowledge and experience - relevent content - levels of motivation - and different learning styles
Perform a front-end analysis
Presentation software

35. Steps in Pfeiffer and Jones' experiential learning cycle
Icebreakers do not have to relate to the session materials. Opening exercise introduces the session materials being taught.
Behavior
Communication - client motivation - self-management - technical skills
Experiencing - publishing - processing - generalizing - and applying

36. CBT
Weak manager judgments or experience levels - identified talent shortages - organization culture suports structured programs
Computer-based training. Any learning event that uses computers as the primary distributions method.
Change is a process not an event. Change management is the process of directing change at each level of an organization.
Monetary impact/ROI

37. An assessment done during formation
Solution Selection
Control groups - management estimates - extant data - external studies
Formative evaluation
Defining objectives - identifying necessary data - selecting data collection methods - collecting data - analyzing and confirming data - and reporting on the data

38. The seating arrangement is the least conducive to stimulating group discussion
Two-aix matrixes - flowcharts - dichotomy - graphic models
Theatre style
Icebreakers do not have to relate to the session materials. Opening exercise introduces the session materials being taught.
Questions that stimulate discussion

39. The analysis that identifies forces that maintain the status quo - and the approaches to allow change

Warning: Invalid argument supplied for foreach() in /var/www/html/basicversity.com/show_quiz.php on line 183

40. Mean
High cost - scheduling difficulties - and temporary (unless learners have opportunity to practice)
DMAIC methodology - IPO model - flowcharting - evaluation models
The sum of the numbers divided by the total number of values
Results

41. Nominal data
Change Management
Surveys
Websites where users post questions - thoughts and observations - and can reply to other users postings of the same
Numbers or variables used to classify a system

42. Four variables that effect how members of a culture think and express themselves
Social contexting - contexting - authority - and concept of time
Cost or budget - lesson content - learner background and expectations - time available - and facilities/equipment/materials
Create a vision - communicate the plan - connect the people - congratulate success
To systematically plan an organization's future

43. Four stages of transition through M&As
Disengagement - disidentification - disorientation - and disenchantment.
Weak manager judgments or experience levels - identified talent shortages - organization culture suports structured programs
Job analysis
Competing - accommodating - avoiding - collaborating - and compromising.

44. The HPI tool used to collect current performance - learner analysis - and business needs
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.
Charts - graphs
Interviews
Balanced scorecard

45. Independent
Measures looking at opinions - behaviors - and attributes
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
A variable the influences the dependent variable
Pareto analysis

46. The type of question - often starting with 'what if ...' - that is used to get learners to thinking freely
Hypothetical
Indicate whether response was correct - explain an incorrect response or clarify a correct response - give instructions on how to proceed
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
Self-contained chunk of instructional material

47. Four characteristics of highly motivated clients
Eager to succeed - open to support - interested in different tactics/methods and trying those out - learning oriented
Knowledge - skills - desire - environment - and opportunity
Reaction
Adult learning theories - instructional design techniques

48. Four elements of an effective oral presentation
Electronic performance support system (EPSS)
Opener - bridge - main body - and close
Low frequency - high complexity - high consequence of error - high probability of change in the future
Scaling and integrity

49. The six founding principles of systems thinking
Proxemics
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
Accelerated Learning
Mentoring is longer term - and mentors do not have responsibility for participants improvement.

50. Four cases when a trainer should not use a chart pack
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.
Developing employees - motivating employees - deploying employees - aligning people to process to increase performance
Two-aix matrixes - flowcharts - dichotomy - graphic models
- measure - analyze - improve - control