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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 collection of strategies for quickly producing instructional packages
Rapid instructional design (RID)
Computer-based training. Any learning event that uses computers as the primary distributions method.
Growth - exploratory - establishment - maintenance - decline
The sum of the numbers divided by the total number of values

2. The components of the VAK model
Simulations
Visual - Auditory - and Kinestethic
Brainstorming - case studies - and role plays
Questionnaires - follow-up interviews - observation checklists

3. Exercises that include a form of real-life situation that allows participants to practice is called
Initiating - planning - executing - controlling - closing
Business needs - performance needs - learning needs - and learner needs
Control groups - management estimates - extant data - external studies
Simulations

4. Triple-loop learning
Focused on fundamental shifts in how people view themselves - and intentional alterations of beliefs and values about the world and themselves
Scaling and integrity
Review of objective and key points - review participant benefits - call participants to action - ask participants if they have any questions.
Inputs - outputs - process controls - and resources.

5. The tasks involved in the evaluation phase of strategic development
Technology - new products - shareholders - financial conditions - system challenges - process challenges - policies
Review strategies - measure performance - take correction action
Request for proposal. A communication from an organization to potential vendors that defines the organizations needs and how to respond to those needs.
Disengagement - disidentification - disorientation - and disenchantment.

6. The tool instructors can leverage from WBT to immediately determine a group's understanding of the material
Observe body language
Polling questions
Icebreakers do not have to relate to the session materials. Opening exercise introduces the session materials being taught.
High cost - scheduling difficulties - and temporary (unless learners have opportunity to practice)

7. The guidelines Carl Rogers describes as critical elements to remember in adult learning situations
Knowledge that has been documented - includes books - manuals - training courses - job aids - software rules - databases - etc.
Synchrononous occurs at a given time with a live instructor. Asynchronous is self-paced and available at any time.
Central tendency
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

8. Level 5 evaluation
Matching current - usually high-potential employees - with future roles within the company to systematic prepare them for a future role
Monetary impact/ROI
Change Management
Cost or budget - lesson content - learner background and expectations - time available - and facilities/equipment/materials

9. Confidence interval
Identify organizational values - development mission - develop vision - develop value statements
Design
Andragogy - time pressures - goal orientation - previous knowledge and experience - relevent content - levels of motivation - and different learning styles
The expected range of a measurement

10. Things a forcefield analysis ensures
Learning Management System (LMS)
No area is overlooked - forces to be used are known - there is time to develop other strategies if the analysis reveals the need
Review strategies - measure performance - take correction action
Scaling and integrity

11. The seven basic self-governing behaviors
Learning Content Management System. Software that packages courses and learning materials for print - CD-ROM - and electronic publication.
Knowledge in one's personal memory - includes judgment - insights - experience - know-how - personal beliefs - and personal values.
Cost-effectiveness - accessibility and application - learner access - and self-direction
Honesty - fairness - lawfulness - compassion - respect - loyalty - dependability

12. The instructional design model is based on the assumptions that design happens in a context of project management that establishes roles - tasks - timelines - budgets - checkpoints - and supervisory procedures
A measure of the variability of scores from the mean
Change Management
Questions that check for understanding or test for consensus
Seels and Glasgow instructional systems design model

13. Covariates
Social contexting - contexting - authority - and concept of time
The multiple dependent variables in a study with multiple independent variables
Surveys
Technical competence - people skills - conceptual skills - results - taste - judgment - character

14. The seven characteristics of good dialog
Create safe haven for learning - create a comfortable environment - encourage participation - facilitate more than lecture.
Data - Information - Knowledge
Relevance - inquiry - freedom - connectedness - reception - empowerment - play
Objectivity - confidentiality

15. The technique - developed by Georgi Lazanov - that uses the instructional application of stimulating the body and mind at peak efficiency to develop super-learning capabilities
Myer-Briggs Type Indicator (MBTI) - DiSC personality profile
Behavior
Suggestopedia
Communication - client motivation - self-management - technical skills

16. The way a person prefers to learn new content
Focused on fundamental shifts in how people view themselves - and intentional alterations of beliefs and values about the world and themselves
Learning style
Ishikawa - fishbone
The extent to which an instrument predicts future results

17. The other names for a cause-and-effect diagram
Measures of quantity or numbers
Opener - bridge - main body - and close
Ishikawa - fishbone
Reliability

18. The tasks involved in the implementation phase of strategic development
Low frequency - high complexity - high consequence of error - high probability of change in the future
Economic - social - political and legislative - workforce - technological - and competitive.
Establish short-term objectives - create an action plan to achieve short-term objectives - allocate resources to the objectives - motivate employees to reach the objectives
Managers are responsible for their own development - executives are responsible for the development of their subordinates - the organization is responsible for providing growth opportunities

19. Two characteristics for any coaching program to succeed
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
Hypothetical
Cost or budget - lesson content - learner background and expectations - time available - and facilities/equipment/materials
Objectivity - confidentiality

20. The four areas measured during a training needs assessment
Low frequency - high complexity - high consequence of error - high probability of change in the future
A collection of code containing instructions for a computer to perform a specific action
Business needs - performance needs - learning needs - and learner needs
Data from archival records - existing records - report - and data

21. Examples of courseware
Change Management
Virtual Reality. Computer-based technology that gives the user a realistic - 3-D - interactive experience that engages as many senses as possible.
Self-study guides - job aids - instructor-led materials - technology-delivered training deliverables - assessments
Characteristics of adults as learners (CAL) conceptual framework

22. Four activites to consider when closing a presentation
Identify organizational values - development mission - develop vision - develop value statements
Numbers or variables used to classify a system
Review of objective and key points - review participant benefits - call participants to action - ask participants if they have any questions.
Maslow's hierarchy - McGregor's Theory X and Y of management

23. The reliability test where one test is split into two shorter ones - by randomly assigning test items to one half or the other
Charts - graphs
Virtual Reality. Computer-based technology that gives the user a realistic - 3-D - interactive experience that engages as many senses as possible.
Pareto analysis
Split-half

24. Types of formative evaluation
Behavorism
High cost - scheduling difficulties - and temporary (unless learners have opportunity to practice)
Bloom's taxonomy - six sigma - Kepner-Tregoe
Pilot tests - technical reviews - production reviews

25. The instrument where participants rate two contrasting ideas or words by circling points on a line
Business needs - performance needs - learning needs - and learner needs
Extroversion/Introversion - Sensing/Intuition - Thinking/Feeling - Judgment/Perception
Semantic differential
Electronic Performance Support System. Software that provides just-in-time help - guidance - coaching - or assistance to improve job performance.

26. The technique that allows a WLP professional to present material in a professional manner - and keep a class focused on the correct topic
Preparation
Groupthink
Audience - Behavior - Condition - and Degree
Reality - feasibility - authority - and learning opportunities

27. The tasks involved in the development phase of strategic development
Conduct a SWOT - establish strategic goals - develop strategies to achieve the strategic goals
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.
Opener - bridge - main body - and close
Focused on fundamental shifts in how people view themselves - and intentional alterations of beliefs and values about the world and themselves

28. Four ways to create a learning climate based on Knowles' work
Create safe haven for learning - create a comfortable environment - encourage participation - facilitate more than lecture.
Request for proposal. A communication from an organization to potential vendors that defines the organizations needs and how to respond to those needs.
Terminal objectives
Cognitivism

29. Malcolm Knowles' work tipped the instructional systems design scale. The two ends of that scale
Matching current - usually high-potential employees - with future roles within the company to systematic prepare them for a future role
Formative evaluation
Enabling objectives
Learner-centered - content-centered

30. Single-loop learning
Convergers - divergers - assimilators - and accommodators
Cross-functional - cross-country/international
Managers are responsible for their own development - executives are responsible for the development of their subordinates - the organization is responsible for providing growth opportunities
Focused on learning and using new necessary skills through incremental change

31. Sequencing and structure are closely related. What refers to the relationship among skills and topics
Structure
Reality - feasibility - authority - and learning opportunities
Electronic Performance Support System. Software that provides just-in-time help - guidance - coaching - or assistance to improve job performance.
Monetary impact/ROI

32. The purpose of an after-action review

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33. What does proxemics refer to?
External and environmental influences
Cost or budget - lesson content - learner background and expectations - time available - and facilities/equipment/materials
Personal space
To systematically plan an organization's future

34. The three competency elements that constitute most jobs
Design
Managerial/administrative - supervisory - functional
Experiential learning
Asynchronous

35. Types of Level 1 instruments
Learning
Slides
The world is created in conversation
Questionnaires - follow-up interviews - observation checklists

36. learning object
Email - whiteboard - bulletin boards - chat rooms - online presentation tools - WIKIs - Blogs - forums - social sites
The extent to which an instrument predicts future results
Establish short-term objectives - create an action plan to achieve short-term objectives - allocate resources to the objectives - motivate employees to reach the objectives
Self-contained chunk of instructional material

37. PERT
Managerial/administrative - supervisory - functional
Myer-Briggs Type Indicator (MBTI) - DiSC personality profile
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.
External coaching - internal coaching

38. The first component of the ASTD HPI model
Business Analysis
Inputs - outputs - process controls - and resources.
Polling questions
Information - feedback

39. Five job analysis methods
Extroversion/Introversion - Sensing/Intuition - Thinking/Feeling - Judgment/Perception
Written tests - oral Q&A - performance tests - role plays
Job analysis
Interview - survey/questionnaire - observation - focus group - work diary/work log

40. The questioning technique that seeks to develop critical thinking and creativity
Weak manager judgments or experience levels - identified talent shortages - organization culture suports structured programs
Monetary impact/ROI
Socratic questioning
Management - performance

41. 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
External and environmental influences
Ideas - processes - procedures - methods of operation - concepts - principles - and discoveries
A variable whose quantification can be broken down into very small units - often called analog (opposed to discrete)
Technical competence - people skills - conceptual skills - results - taste - judgment - character

42. Four benefits of web-based training
Cost-effectiveness - accessibility and application - learner access - and self-direction
Diagnose the problem - generate alternative actions/behaviors - identify consequences for those actions/behaviors
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
Experiencing - publishing - processing - generalizing - and applying

43. Contrast synchronous to asynchronous e-learning
Synchrononous occurs at a given time with a live instructor. Asynchronous is self-paced and available at any time.
Hypothetical
Robert Mager
A visual tools used to systematically describe actions/behaviors in a sequential flow - including all the steps and tasks for that process flow.

44. Three advantages of interviews as a data gathering technique
Audience - Behavior - Condition - and Degree
Rich data - comparable data across interviews with proper construction of interview protocol - and adds depth to quantative methods
Information that combined with understanding enables understanding
Websites where users post questions - thoughts and observations - and can reply to other users postings of the same

45. The tasks involved in the formulation phase of strategic development
Productivity Environmental Preference Survey (PEPS) - Canfield Learning Style Inventory - and Learning Style Questionnaire
Structure
Reaction
Identify organizational values - development mission - develop vision - develop value statements

46. The tell approach to learning - based on the theory that learning occurs through exposure to logically presented information - usually involving lecture
Performance Analysis
The mid-point of the distribution - 50% of the values are above/below this value
Cognitivism
The process that enables organizations to create short reference materials with relevant information by reducing information into codified - categorized - and reusable content.

47. The theory that describes how intelligences reflect how people prefer to process information
Multiple intelligences theory
DMAIC methodology - IPO model - flowcharting - evaluation models
Subject-matter expert
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

48. The two management practices similar to complexity theory
Bloom's Taxonomy
Understandable - accurate - functional
Websites where users post questions - thoughts and observations - and can reply to other users postings of the same
Learning organizations - systems thinking

49. Knowledge Mapping
Focused on learning and using new necessary skills through incremental change
Sorting - tabulating - and comparing raw to summarized data
Form - storm - norm - perform - and adjourn.
The process that connects information - education - expertise - and practical application of people in an organization for the purposes of sharing and access.

50. Content validity

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