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. Skills / knowledge areas that SMEs may lack
Maslow's hierarchy - McGregor's Theory X and Y of management
Adult learning theories - instructional design techniques
A visual tools used to systematically describe actions/behaviors in a sequential flow - including all the steps and tasks for that process flow.
Questionnaires - follow-up interviews - observation checklists

2. The HPI tool that uses the 80/20 rule
Ideas - processes - procedures - methods of operation - concepts - principles - and discoveries
Theatre style
Pareto analysis
Change Management

3. Nominal data
Behavior
Extroversion/Introversion - Sensing/Intuition - Thinking/Feeling - Judgment/Perception
Cost-effectiveness - accessibility and application - learner access - and self-direction
Numbers or variables used to classify a system

4. An assessment done during formation
Documentation audit - information system survey - identification of external information sources
Cross-functional - cross-country/international
Formative evaluation
Business Analysis

5. Closed questions
Virtual Reality. Computer-based technology that gives the user a realistic - 3-D - interactive experience that engages as many senses as possible.
Create a vision - communicate the plan - connect the people - congratulate success
Questions that check for understanding or test for consensus
A group of people who share a common interest - and are willing to share the experiences of their common interest.

6. The facilitation tool that can create just enough tension to get people thinking
Capture attention - help message to be remembered - establish rapport - build credibility - and build team unity.
Separation of place - time - or both among learners - instructors - and learning resources; Interactions are conducted through one or mode media.
Silence
Disengagement - disidentification - disorientation - and disenchantment.

7. The two criteria for a successful training program that must be accounted for by the WLP professional
Learning
Current organization climate - available resources
The extent to which an instrument represents the program's content
The selection of measurement points which can have a large impact on the research's ability to be generalized

8. Four characteristics of effective openers

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9. The method used to identify the efficiency and effectiveness of employees
Performance audit
Cognitive
Walk towards a participant as they speak
Pedagogy

10. The three fundamental principles of HPI
HPI uses a results-based - systematic approach - HPI focuses on accomplishments before behavior - Organizations are systems.
Thinking about the whole organization - rather than individuals - and looking primarily at processes
Performance audit
An effective - structured way that captures people's learning from an experience.

11. The six founding principles of systems thinking
Focused on fundamental shifts in how people view themselves - and intentional alterations of beliefs and values about the world and themselves
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
Mentoring is longer term - and mentors do not have responsibility for participants improvement.
The extent to which an instrument predicts future results

12. The collection of strategies for quickly producing instructional packages
Rapid instructional design (RID)
Knowledge - skills
Diagnose the problem - generate alternative actions/behaviors - identify consequences for those actions/behaviors
Cause Analysis

13. Information Chunking
Audience - behavior - condition - and degree
Feedback
Rapid instructional design (RID)
The process that enables organizations to create short reference materials with relevant information by reducing information into codified - categorized - and reusable content.

14. DMAIC
Rote skills
Driving forces - restraining forces - current state - desired state
- measure - analyze - improve - control
Engage learner's attention - present materials as input to brain - practice with ideas and skills - review to create new connections and applications

15. The theory that matches individual needs to instructional experiences
Opportunity-centered
Personal space
Surveys
Ishikawa - fishbone

16. The five characteristics of every job that influence employee motivation
Performance records - direct observation - supervisor checklists
Skill variety - task identity - task significance - autonomy - feedback
Seels and Glasgow instructional systems design model
Andragogy - time pressures - goal orientation - previous knowledge and experience - relevent content - levels of motivation - and different learning styles

17. The three competency elements that constitute most jobs
Managerial/administrative - supervisory - functional
The multiple dependent variables in a study with multiple independent variables
Split-half
Questionnaires - follow-up interviews - observation checklists

18. An evaluation of an evaluation
Numbers or variables used to classify a system
Behavior
Meta-evaluation
Raw and non-contextual - and can exist in forms usable or not

19. The guidelines Carl Rogers describes as critical elements to remember in adult learning situations
A collection of code containing instructions for a computer to perform a specific action
Identify performance gaps - gains commitment to learning - constructs practice to close gaps - drives application and reflection to improve competence
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
Solution Implementation

20. Level 2 evaluation
Entertainment - interaction - control - usability - and customization
A variable in whole number or distinct units (opposed to continuous)
Learning
Awareness - modeling - targeted interventions - desensitization - training

21. The two criteria that learners must demonstrate before leaving performance-based training (PBT)
Results
Robert Mager
Knowledge - skills
Knowledge that has been documented - includes books - manuals - training courses - job aids - software rules - databases - etc.

22. Dichotomous
Socratic questioning
Bloom's Taxonomy
In statistics - it means probably true
A variable that can have one of two possible values.

23. RFP
Written tests - oral Q&A - performance tests - role plays
Developing employees - motivating employees - deploying employees - aligning people to process to increase performance
Cross-functional - cross-country/international
Request for proposal. A communication from an organization to potential vendors that defines the organizations needs and how to respond to those needs.

24. The creator of the theory of three types of learning - knowledge - skills - and attitudes
Rapid instructional design (RID)
Economic - social - political and legislative - workforce - technological - and competitive.
Structure and processes - resources - information - knowledge and skills - motives - and wellness.
Benjamin Bloom

25. What is the primary reason for 360-degree feedback
Experiential learning
Cause Analysis
To aid in career planning
Culture - vision - strategy - and structure

26. CBT
Analytical - amiable - drivers - expressive
Adult learning theories - instructional design techniques
Computer-based training. Any learning event that uses computers as the primary distributions method.
The sum of the numbers divided by the total number of values

27. The framework developed by Patricia Cross to describe some differences between adult and child learners
Performance records - direct observation - supervisor checklists
Virtual Reality. Computer-based technology that gives the user a realistic - 3-D - interactive experience that engages as many senses as possible.
Design
Characteristics of adults as learners (CAL) conceptual framework

28. The fourth component of the ASTD HPI model
Rehersal
A variable in whole number or distinct units (opposed to continuous)
Measures looking at opinions - behaviors - and attributes
Solution Selection

29. 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
Change is a process not an event. Change management is the process of directing change at each level of an organization.
Identify business goals - clarify those goals - determine specificity and measurability of the goals.
Design
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

30. The steps in the outsourcing process
Rehersal
Learner self-concept - Learner prior experience - Readiness to learn - Orientation to learning - and Motivation to learn
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
Managers are responsible for their own development - executives are responsible for the development of their subordinates - the organization is responsible for providing growth opportunities

31. Describe a chat room
A description or design specification for how information should be treated and organized.
Electronic performance support system (EPSS)
Chat rooms are essentially synchronous (real-time) message boards.
Technology - new products - shareholders - financial conditions - system challenges - process challenges - policies

32. Three advantages of interviews as a data gathering technique
Learning style
External coaching - internal coaching
Experiencing - publishing - processing - generalizing - and applying
Rich data - comparable data across interviews with proper construction of interview protocol - and adds depth to quantative methods

33. Open questions
The process that enables organizations to create short reference materials with relevant information by reducing information into codified - categorized - and reusable content.
Current organization climate - available resources
Data - Information - Knowledge
Questions that stimulate discussion

34. The tasks involved in the implementation phase of strategic development
Behavorism
Failure to partner - failure to consider culture - failure to manage change - and failure to adapt to the client.
A variable that can have one of two possible values.
Establish short-term objectives - create an action plan to achieve short-term objectives - allocate resources to the objectives - motivate employees to reach the objectives

35. The purposes of training evaluation

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36. Five job analysis methods
The selection of measurement points which can have a large impact on the research's ability to be generalized
Computer-based training. Any learning event that uses computers as the primary distributions method.
Interview - survey/questionnaire - observation - focus group - work diary/work log
Psychomotor skills

37. Examples of courseware
Measures looking at opinions - behaviors - and attributes
Learner-centered - content-centered
Balanced scorecard
Self-study guides - job aids - instructor-led materials - technology-delivered training deliverables - assessments

38. The final behavioral outcomes of a specific instructional event
Culture - vision - strategy - and structure
Change is a process not an event. Change management is the process of directing change at each level of an organization.
Terminal objectives
No area is overlooked - forces to be used are known - there is time to develop other strategies if the analysis reveals the need

39. succession planning
Language - speech - environmental - and psychological
Matching current - usually high-potential employees - with future roles within the company to systematic prepare them for a future role
Diagnose the problem - generate alternative actions/behaviors - identify consequences for those actions/behaviors
Do not discriminate in any aspect of employment based on disabilities - with reasonable accommodations such as interpreters - reading aids - instructional material modifications - etc.

40. The components of the action learning formula
L = P + Q + R. Learning - Programmed instruction - Questioning - Reflection
Information - feedback
Reaction
Structure and processes - resources - information - knowledge and skills - motives - and wellness.

41. Three basic management styles
Rote skills - and prerequisite material
A variable the influences the dependent variable
Dictatorship - anarchy - democracy
Bloom's Taxonomy

42. Two characteristics of distance learning
Psychomotor skills
Experiential learning
Separation of place - time - or both among learners - instructors - and learning resources; Interactions are conducted through one or mode media.
Visual - Auditory - and Kinestethic

43. Who is credited with the idea that learning objectives should contain a condition statement - a performance statement - and a criterion statement
Robert Mager
A measure of the variability of scores from the mean
Virtual Reality. Computer-based technology that gives the user a realistic - 3-D - interactive experience that engages as many senses as possible.
A group of people who share a common interest - and are willing to share the experiences of their common interest.

44. LMS
Virtual Reality. Computer-based technology that gives the user a realistic - 3-D - interactive experience that engages as many senses as possible.
Bloom's Taxonomy
Learning Management System. Software that automates administration - tracking - and reporting of learning events (ILT and online).
Knowledge - skills

45. The other names for a cause-and-effect diagram
Cause Analysis
Terminal objectives
Inputs - outputs - process controls - and resources.
Ishikawa - fishbone

46. BE
Behavorism
Review of objective and key points - review participant benefits - call participants to action - ask participants if they have any questions.
Breakeven ( ( Program Costs / Investment ) / ( Benefits / Cash Inflow) )
Semantic differential

47. Four tools and techniques related to six sigma
DMAIC methodology - IPO model - flowcharting - evaluation models
Experiential learning
Suggestopedia
- measure - analyze - improve - control

48. The theory that describes how intelligences reflect how people prefer to process information
Create safe haven for learning - create a comfortable environment - encourage participation - facilitate more than lecture.
The extent to which an instrument predicts future results
Multiple intelligences theory
Questions that check for understanding or test for consensus

49. Three pitfalls of coaching
Silence
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
Feedback
Chaos is simple systems generating complicated behavior. Complexity is complicated systems generating simple behavior.

50. Four tasks typically done in the job analysis
A variable in whole number or distinct units (opposed to continuous)
Create new hire training - develop behavior-based interview questions - write performance objectives - prepare employees for career progression
Business Analysis
Extroversion/Introversion - Sensing/Intuition - Thinking/Feeling - Judgment/Perception