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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. Malcolm Knowles' work tipped the instructional systems design scale. The two ends of that scale
Feedback
Focused on fundamental changes to thinking patterns and behaviors
Learner-centered - content-centered
Pilot tests - technical reviews - production reviews

2. The mode of training for which classroom training is most effective
Experiencing - publishing - processing - generalizing - and applying
Cross-functional - cross-country/international
Kurt Lewin's forcefield analysis
Psychomotor skills

3. Three learner preferences as defined by the VAK model
Disengagement - disidentification - disorientation - and disenchantment.
Data that has been given context
High cost - scheduling difficulties - and temporary (unless learners have opportunity to practice)
Visual - Auditory - and Kinestethic

4. DMAIC
Matching current - usually high-potential employees - with future roles within the company to systematic prepare them for a future role
Monetary impact/ROI
- measure - analyze - improve - control
The world is created in conversation

5. Types of formative evaluation
Pilot tests - technical reviews - production reviews
Measures of quantity or numbers
Conduct a SWOT - establish strategic goals - develop strategies to achieve the strategic goals
Harless' front-end analysis model

6. The type of learning that E-Learning is outstanding for teaching because it has infinite patience
Image oriented - interactive - immediate - and intimate.
Virtual Reality. Computer-based technology that gives the user a realistic - 3-D - interactive experience that engages as many senses as possible.
Discovery - Dream - Design - and Destiny
Rote skills

7. Three pitfalls of coaching
Defining objectives - identifying necessary data - selecting data collection methods - collecting data - analyzing and confirming data - and reporting on the data
Rich data - comparable data across interviews with proper construction of interview protocol - and adds depth to quantative methods
Bloom's Taxonomy
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

8. Five job analysis methods
Create new hire training - develop behavior-based interview questions - write performance objectives - prepare employees for career progression
Interview - survey/questionnaire - observation - focus group - work diary/work log
Audience - behavior - condition - and degree
Information that combined with understanding enables understanding

9. Quantitative
Navigation
Honesty - fairness - lawfulness - compassion - respect - loyalty - dependability
External coaching - internal coaching
Measures of quantity or numbers

10. Types of Level 2 instruments
Slides
Experiencing - publishing - processing - generalizing - and applying
Change is a process not an event. Change management is the process of directing change at each level of an organization.
Written tests - oral Q&A - performance tests - role plays

11. The seven attributes essential for leadership per Warren Bennis
A visual tools used to systematically describe actions/behaviors in a sequential flow - including all the steps and tasks for that process flow.
The process that enables organizations to create short reference materials with relevant information by reducing information into codified - categorized - and reusable content.
Technical competence - people skills - conceptual skills - results - taste - judgment - character
Likert scale

12. Two guiding principles of displaying quantative data in charts and graphs
DMAIC methodology - IPO model - flowcharting - evaluation models
Scaling and integrity
Ishikawa - fishbone
Technology - new products - shareholders - financial conditions - system challenges - process challenges - policies

13. Things feedback to a learner that answered a question should do
Indicate whether response was correct - explain an incorrect response or clarify a correct response - give instructions on how to proceed
Management - performance
problem - establish action plan - clarify values - identify alternatives - discover probable outcomes - eliminate alternatives systematically - start action
Request for proposal. A communication from an organization to potential vendors that defines the organizations needs and how to respond to those needs.

14. Examples of courseware
Self-study guides - job aids - instructor-led materials - technology-delivered training deliverables - assessments
To systematically plan an organization's future
Learner characteristics like age - educational background - cultural background - learner expectations - and learn motivation to attend
High cost - scheduling difficulties - and temporary (unless learners have opportunity to practice)

15. Two types of personality inventory instruments
Data - Information - Knowledge
Rehersal
Myer-Briggs Type Indicator (MBTI) - DiSC personality profile
Entertainment - interaction - control - usability - and customization

16. A computer application that is linked directly to another application to train or guide workers through a task
Image oriented - interactive - immediate - and intimate.
Separation of place - time - or both among learners - instructors - and learning resources; Interactions are conducted through one or mode media.
Initiating - planning - executing - controlling - closing
Electronic performance support system (EPSS)

17. Things a forcefield analysis ensures
No area is overlooked - forces to be used are known - there is time to develop other strategies if the analysis reveals the need
Extroversion/Introversion - Sensing/Intuition - Thinking/Feeling - Judgment/Perception
Learning Management System (LMS)
Performance audit

18. Software that automates the administration of training
No area is overlooked - forces to be used are known - there is time to develop other strategies if the analysis reveals the need
Rehersal
Learning Management System (LMS)
Rapid instructional design (RID)

19. Contrast synchronous to asynchronous e-learning
Rich data - comparable data across interviews with proper construction of interview protocol - and adds depth to quantative methods
Review of objective and key points - review participant benefits - call participants to action - ask participants if they have any questions.
Observe body language
Synchrononous occurs at a given time with a live instructor. Asynchronous is self-paced and available at any time.

20. Critical Path
Documentation audit - information system survey - identification of external information sources
Seels and Glasgow instructional systems design model
Measures looking at opinions - behaviors - and attributes
The minimum time schedule for completing all the tasks in a project with several overlapping or dependent tasks.

21. Covariates
Two-aix matrixes - flowcharts - dichotomy - graphic models
Technical competence - people skills - conceptual skills - results - taste - judgment - character
The multiple dependent variables in a study with multiple independent variables
Business Analysis

22. Independent
Upper-left cerebral - lower-left limbic - upper-right cerebral - and lower-right limbic
A variable whose quantification can be broken down into very small units - often called analog (opposed to discrete)
Change is a process not an event. Change management is the process of directing change at each level of an organization.
A variable the influences the dependent variable

23. List 10 types of root causes

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24. Four characteristics of highly motivated clients
Howard Gardner
Eager to succeed - open to support - interested in different tactics/methods and trying those out - learning oriented
Virtual Reality. Computer-based technology that gives the user a realistic - 3-D - interactive experience that engages as many senses as possible.
To improve performance by systematically developing human expertise through organizational development and training

25. List six external factors that may affect an organization
Create new hire training - develop behavior-based interview questions - write performance objectives - prepare employees for career progression
Benjamin Bloom
Economic - social - political and legislative - workforce - technological - and competitive.
Control groups - management estimates - extant data - external studies

26. The reliability test where one test is split into two shorter ones - by randomly assigning test items to one half or the other
Meta-evaluation
Learning Management System (LMS)
Competing - accommodating - avoiding - collaborating - and compromising.
Split-half

27. The two criteria for a successful training program that must be accounted for by the WLP professional
Defining objectives - identifying necessary data - selecting data collection methods - collecting data - analyzing and confirming data - and reporting on the data
Current organization climate - available resources
Problem - action learning group - emphasis on careful questioning and listening - resolution to take action - commitment to learning - group facilitator/learning coach
Establish short-term objectives - create an action plan to achieve short-term objectives - allocate resources to the objectives - motivate employees to reach the objectives

28. The popularizer of the multiple intelligences theory
Determine business impact - improve the design of the learning experience - determine the content's adequacy
Silence
A visual tools used to systematically describe actions/behaviors in a sequential flow - including all the steps and tasks for that process flow.
Howard Gardner

29. Standard deviation
A measure of the variability of scores from the mean
Websites where users post questions - thoughts and observations - and can reply to other users postings of the same
Managers are responsible for their own development - executives are responsible for the development of their subordinates - the organization is responsible for providing growth opportunities
Establish scope - create plan - implement plan - monitor/evaluate/revise plan

30. Predictive validity
Eager to succeed - open to support - interested in different tactics/methods and trying those out - learning oriented
Data that has been given context
A variable that can have one of two possible values.
The extent to which an instrument predicts future results

31. Extant
Rehersal
Virtual Reality. Computer-based technology that gives the user a realistic - 3-D - interactive experience that engages as many senses as possible.
To improve performance by systematically developing human expertise through organizational development and training
Data from archival records - existing records - report - and data

32. Four elements of an effective oral presentation
Opener - bridge - main body - and close
Questions that stimulate discussion
Thinking about the whole organization - rather than individuals - and looking primarily at processes
Howard Gardner

33. The theory that matches individual needs to instructional experiences
Adult learning theories - instructional design techniques
Opportunity-centered
A collection of code containing instructions for a computer to perform a specific action
Speed - quantity - quality/accuracy - thoroughness - timeliness

34. The framework developed by Patricia Cross to describe some differences between adult and child learners
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.
Cost or budget - lesson content - learner background and expectations - time available - and facilities/equipment/materials
Time and resource intensive - undue influence of vocal member(s) - difficult to facilitate with a single facilitator to encourage participation and take notes
Characteristics of adults as learners (CAL) conceptual framework

35. 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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36. Change management
Change is a process not an event. Change management is the process of directing change at each level of an organization.
Learning
Questions that check for understanding or test for consensus
Managerial/administrative - supervisory - functional

37. The five criteria to measure performance after coaching
Thinking about the whole organization - rather than individuals - and looking primarily at processes
Maslow's hierarchy - McGregor's Theory X and Y of management
Speed - quantity - quality/accuracy - thoroughness - timeliness
Rote skills - and prerequisite material

38. The technique that should account for 50% of the preparation for a presentation
Sorting - tabulating - and comparing raw to summarized data
Upper-left cerebral - lower-left limbic - upper-right cerebral - and lower-right limbic
A description or design specification for how information should be treated and organized.
Rehersal

39. 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
Psychomotor skills
Discovery - Dream - Design - and Destiny
Understandable - accurate - functional

40. Level 5 evaluation
Misplacing ownership - misaligning incentives - saving recognition - playing favorites - misspeaking praise
Monetary impact/ROI
Presentation software
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

41. The term for the relationship of people's positions in space
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
Proxemics
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
Electronic performance support system (EPSS)

42. Mean
Questionnaires - follow-up interviews - observation checklists
The sum of the numbers divided by the total number of values
Feedback
Asynchronous

43. Level 4 evaluation
External/organizational scans - identify business needs - identify change initiatives - collect data - analyze data - report on the data - design the change initiative
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
Behavior
A collection of code containing instructions for a computer to perform a specific action

44. The purposes of training evaluation

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45. Four tasks typically done in the job analysis
A variable that can have one of two possible values.
Organization - process - and job/performer.
Synchrononous occurs at a given time with a live instructor. Asynchronous is self-paced and available at any time.
Create new hire training - develop behavior-based interview questions - write performance objectives - prepare employees for career progression

46. Types of Level 5 instruments
Learning technologies
The expected range of a measurement
Control groups - management estimates - extant data - external studies
Gain understanding or learning objectives - learn the materials - practice the delivery - prepare questions to stimulate learning.

47. Contrast mentoring to coaching
Psychomotor skills
Functional context
Identify business goals - clarify those goals - determine specificity and measurability of the goals.
Mentoring is longer term - and mentors do not have responsibility for participants improvement.

48. The methods learning organizations use to create and foster productive learning
Preparation
Culture - vision - strategy - and structure
Measures of quantity or numbers
Audience - behavior - condition - and degree

49. The analysis that serves as a reality check to identify a project's limiting factors
Problem - action learning group - emphasis on careful questioning and listening - resolution to take action - commitment to learning - group facilitator/learning coach
Constraints analysis
Disengagement - disidentification - disorientation - and disenchantment.
Opener - bridge - main body - and close

50. What is the primary reason for 360-degree feedback
Focused on fundamental changes to thinking patterns and behaviors
Simulations
Structure
To aid in career planning