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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 three fundamental principles of HPI
Phone - VoIP - online meetings - email - specialized software
Rote skills
HPI uses a results-based - systematic approach - HPI focuses on accomplishments before behavior - Organizations are systems.
Understandable - accurate - functional

2. The elements of the 4-D cycle
Discovery - Dream - Design - and Destiny
The most frequently occurring value
Weak manager judgments or experience levels - identified talent shortages - organization culture suports structured programs
Enabling objectives

3. The kinds of objectives that support the final behavioral outcomes by breaking them down into more manageable chunks
Honesty - fairness - lawfulness - compassion - respect - loyalty - dependability
Measures looking at opinions - behaviors - and attributes
Bloom's taxonomy - six sigma - Kepner-Tregoe
Enabling objectives

4. The tasks involved in the implementation phase of strategic development
Establish short-term objectives - create an action plan to achieve short-term objectives - allocate resources to the objectives - motivate employees to reach the objectives
Websites where users post questions - thoughts and observations - and can reply to other users postings of the same
Change Management
Benjamin Bloom

5. Extant
Information - resources - incentives/consequences - knowledge and skills - capacity - and motivation.
Data from archival records - existing records - report - and data
The multiple dependent variables in a study with multiple independent variables
A variable whose quantification can be broken down into very small units - often called analog (opposed to discrete)

6. 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
Groupthink
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.
Feedback

7. scripting
Learning style
A collection of code containing instructions for a computer to perform a specific action
Misplacing ownership - misaligning incentives - saving recognition - playing favorites - misspeaking praise
Audience - behavior - condition - and degree

8. The type of learning that E-Learning is outstanding for teaching because it has infinite patience
Howard Gardner
Rote skills
Managerial/administrative - supervisory - functional
Myer-Briggs Type Indicator (MBTI) - DiSC personality profile

9. Process Map
Separation of place - time - or both among learners - instructors - and learning resources; Interactions are conducted through one or mode media.
Benefit-to-cost ratio (Total Benefit / Total Program Cost)
A visual tools used to systematically describe actions/behaviors in a sequential flow - including all the steps and tasks for that process flow.
External/organizational scans - identify business needs - identify change initiatives - collect data - analyze data - report on the data - design the change initiative

10. Examples of internal factors that influence an organization
Feedback
Rehersal
Technology - new products - shareholders - financial conditions - system challenges - process challenges - policies
Focused on fundamental shifts in how people view themselves - and intentional alterations of beliefs and values about the world and themselves

11. Four steps to prepare for training delivery
Gain understanding or learning objectives - learn the materials - practice the delivery - prepare questions to stimulate learning.
To improve performance by systematically developing human expertise through organizational development and training
Andragogy - time pressures - goal orientation - previous knowledge and experience - relevent content - levels of motivation - and different learning styles
Extroversion/Introversion - Sensing/Intuition - Thinking/Feeling - Judgment/Perception

12. The framework developed by Patricia Cross to describe some differences between adult and child learners
Learning
Characteristics of adults as learners (CAL) conceptual framework
Balanced scorecard
Indicate whether response was correct - explain an incorrect response or clarify a correct response - give instructions on how to proceed

13. The creator of the theory of three types of learning - knowledge - skills - and attitudes
Benjamin Bloom
Return-on-investment ( (Benefits - Costs) / Costs) * 100
Behavior
Maslow's hierarchy - McGregor's Theory X and Y of management

14. When is training the appropriate solution to a performance problem
Data that has been given context
When the cause of the problem is a lack of knowledge or skills
Opportunity-centered
Low frequency - high complexity - high consequence of error - high probability of change in the future

15. Change management
Groupthink
Change is a process not an event. Change management is the process of directing change at each level of an organization.
Socratic questioning
Social contexting - contexting - authority - and concept of time

16. The purposes of training evaluation

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17. A method used to evaluation organizational effectiveness beyond financial measures
Balanced scorecard
Andragogy - time pressures - goal orientation - previous knowledge and experience - relevent content - levels of motivation - and different learning styles
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
Communication - client motivation - self-management - technical skills

18. 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
Suggestopedia
Performance records - direct observation - supervisor checklists
Evaluation
Threat - problem - solution - habit

19. Knowledge management
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
Balanced scorecard
Observe body language
Ginzberg's theory

20. 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.
Information - resources - incentives/consequences - knowledge and skills - capacity - and motivation.
Reaction
Structures - patterns - events

21. What is an SME
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
Subject-matter expert
Audience - Behavior - Condition - and Degree
A variable the influences the dependent variable

22. The six founding principles of systems thinking
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
Defining objectives - identifying necessary data - selecting data collection methods - collecting data - analyzing and confirming data - and reporting on the data
Awareness - modeling - targeted interventions - desensitization - training
Indicate whether response was correct - explain an incorrect response or clarify a correct response - give instructions on how to proceed

23. Skills / knowledge areas that SMEs may lack
Facilitation is used to involve participants - and to help them learn from one another.
Visual - Auditory - and Kinestethic
Diagnose the problem - generate alternative actions/behaviors - identify consequences for those actions/behaviors
Adult learning theories - instructional design techniques

24. Four personal social styles per Harvey Robbins
Analytical - amiable - drivers - expressive
Scaling and integrity
Competing - accommodating - avoiding - collaborating - and compromising.
Cross-functional - cross-country/international

25. The four Cs of change
Proxemics
Structure and processes - resources - information - knowledge and skills - motives - and wellness.
Create a vision - communicate the plan - connect the people - congratulate success
Polling questions

26. An evaluation of an evaluation
Cognitive
Cross-functional - cross-country/international
Meta-evaluation
Electronic Performance Support System. Software that provides just-in-time help - guidance - coaching - or assistance to improve job performance.

27. What is the best thing to do first when a client wants a designer to develop a training to improve declining business process
Presentation software
Perform a front-end analysis
Monetary impact/ROI
Rich data - comparable data across interviews with proper construction of interview protocol - and adds depth to quantative methods

28. Steps in Pfeiffer and Jones' experiential learning cycle
Reaction
Behavior
Identify business goals - clarify those goals - determine specificity and measurability of the goals.
Experiencing - publishing - processing - generalizing - and applying

29. Standard deviation
Separation of place - time - or both among learners - instructors - and learning resources; Interactions are conducted through one or mode media.
Electronic performance support system (EPSS)
Facilitation is used to involve participants - and to help them learn from one another.
A measure of the variability of scores from the mean

30. RFP
Reliability
Myer-Briggs Type Indicator (MBTI) - DiSC personality profile
Request for proposal. A communication from an organization to potential vendors that defines the organizations needs and how to respond to those needs.
Identify performance gaps - gains commitment to learning - constructs practice to close gaps - drives application and reflection to improve competence

31. The two primary tools for the visual display of quantitative data
Performance records - direct observation - supervisor checklists
Raw and non-contextual - and can exist in forms usable or not
Balanced scorecard
Charts - graphs

32. The learning theory that attempts to involve the left and right hemispheres of the brain to make learning more natural
Capture attention - reveal trainer's style - raise participant's comfort level - introduce the topic of the presentation.
Robert Mager
Philosophy of coaching - definition of coaching - standards of ethical coaching conduct - pledge of coaching ethics
Accelerated Learning

33. The guidelines Carl Rogers describes as critical elements to remember in adult learning situations
Learner characteristics like age - educational background - cultural background - learner expectations - and learn motivation to attend
Performance Analysis
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
The most frequently occurring value

34. Five technologies that can be used to connect clients to coaches
In statistics - it means probably true
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.
Phone - VoIP - online meetings - email - specialized software
Structure

35. Four stages of accelerated learning

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36. Five mistakes managers can make to negatively impact employee motivation
Synchrononous occurs at a given time with a live instructor. Asynchronous is self-paced and available at any time.
Misplacing ownership - misaligning incentives - saving recognition - playing favorites - misspeaking praise
Ideas - processes - procedures - methods of operation - concepts - principles - and discoveries
Review of objective and key points - review participant benefits - call participants to action - ask participants if they have any questions.

37. CBT
Do not discriminate in any aspect of employment based on disabilities - with reasonable accommodations such as interpreters - reading aids - instructional material modifications - etc.
Sequence
Structure and processes - resources - information - knowledge and skills - motives - and wellness.
Computer-based training. Any learning event that uses computers as the primary distributions method.

38. The purpose of workforce planning
Diagnose the problem - generate alternative actions/behaviors - identify consequences for those actions/behaviors
Learning organizations - systems thinking
To improve performance by systematically developing human expertise through organizational development and training
The process that connects information - education - expertise - and practical application of people in an organization for the purposes of sharing and access.

39. BCR
Determine business impact - improve the design of the learning experience - determine the content's adequacy
Surveys
Benefit-to-cost ratio (Total Benefit / Total Program Cost)
Rich data - comparable data across interviews with proper construction of interview protocol - and adds depth to quantative methods

40. Five approaches to facilitate inclusion
Low frequency - high complexity - high consequence of error - high probability of change in the future
Awareness - modeling - targeted interventions - desensitization - training
Simulations
Sequence

41. The components of the action learning formula
L = P + Q + R. Learning - Programmed instruction - Questioning - Reflection
Socratic questioning
The minimum time schedule for completing all the tasks in a project with several overlapping or dependent tasks.
Dictatorship - anarchy - democracy

42. The six steps in a training needs assessment
Defining objectives - identifying necessary data - selecting data collection methods - collecting data - analyzing and confirming data - and reporting on the data
Questions that check for understanding or test for consensus
Structure and processes - resources - information - knowledge and skills - motives - and wellness.
Enabling objectives

43. The method where instruction is provided in a self-directed format that is available at all times - even with a facilitator is not online
Electronic performance support system (EPSS)
Experiential learning
Asynchronous
Raw and non-contextual - and can exist in forms usable or not

44. List seven things that cannot be copyrighted
Ideas - processes - procedures - methods of operation - concepts - principles - and discoveries
Ginzberg's theory
Kurt Lewin's forcefield analysis
Andragogy - time pressures - goal orientation - previous knowledge and experience - relevent content - levels of motivation - and different learning styles

45. Qualitative
To aid in career planning
A variable the influences the dependent variable
Measures looking at opinions - behaviors - and attributes
Something that disrupts the flow of information between source and receiver

46. Four elements of an effective oral presentation
- measure - analyze - improve - control
Review strategies - measure performance - take correction action
Technical competence - people skills - conceptual skills - results - taste - judgment - character
Opener - bridge - main body - and close

47. The four parts of the International Federation's (ICF) ethical standards
Philosophy of coaching - definition of coaching - standards of ethical coaching conduct - pledge of coaching ethics
Cost or budget - lesson content - learner background and expectations - time available - and facilities/equipment/materials
Job aids - and EPSS
An effective - structured way that captures people's learning from an experience.

48. Two guiding principles of displaying quantative data in charts and graphs
Scaling and integrity
Presentation software
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.

49. The e-Learning techniques allows learners to personally assess what can be learned - the value of the content - and the difficulty of the content
The mid-point of the distribution - 50% of the values are above/below this value
Synchrononous occurs at a given time with a live instructor. Asynchronous is self-paced and available at any time.
Navigation
Simulations

50. Three pitfalls of coaching
Simulations
Questions that check for understanding or test for consensus
Low frequency - high complexity - high consequence of error - high probability of change in the future
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