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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 mode of training for which classroom training is most effective
Communication - client motivation - self-management - technical skills
Psychomotor skills
Solution Implementation
Harless' front-end analysis model

2. The four components of a learning objective
Managerial/administrative - supervisory - functional
Audience - Behavior - Condition - and Degree
Evaluation
Asynchronous

3. Independent
Design
A variable the influences the dependent variable
Surveys
Organization - process - and job/performer.

4. The first component of the ASTD HPI model
Interviews
Developing employees - motivating employees - deploying employees - aligning people to process to increase performance
Organization - process - and job/performer.
Business Analysis

5. Things feedback to a learner that answered a question should do
Performance audit
Indicate whether response was correct - explain an incorrect response or clarify a correct response - give instructions on how to proceed
Disengagement - disidentification - disorientation - and disenchantment.
Central tendency

6. Four personal social styles per Harvey Robbins
Personal space
problem - establish action plan - clarify values - identify alternatives - discover probable outcomes - eliminate alternatives systematically - start action
Failure to partner - failure to consider culture - failure to manage change - and failure to adapt to the client.
Analytical - amiable - drivers - expressive

7. Three conditions that warrant multi-rater feedback
Reality - feasibility - authority - and learning opportunities
Weak manager judgments or experience levels - identified talent shortages - organization culture suports structured programs
Upper-left cerebral - lower-left limbic - upper-right cerebral - and lower-right limbic
Maslow's hierarchy - McGregor's Theory X and Y of management

8. The technique that allows a WLP professional to present material in a professional manner - and keep a class focused on the correct topic
Preparation
Focused on fundamental shifts in how people view themselves - and intentional alterations of beliefs and values about the world and themselves
Honesty - fairness - lawfulness - compassion - respect - loyalty - dependability
Something that disrupts the flow of information between source and receiver

9. Types of synthesis models
Two-aix matrixes - flowcharts - dichotomy - graphic models
Request for proposal. A communication from an organization to potential vendors that defines the organizations needs and how to respond to those needs.
Review of objective and key points - review participant benefits - call participants to action - ask participants if they have any questions.
Review strategies - measure performance - take correction action

10. The tasks involved in the formulation phase of strategic development
Numbers or variables used to rank order a system
Websites where users post questions - thoughts and observations - and can reply to other users postings of the same
Awareness - modeling - targeted interventions - desensitization - training
Identify organizational values - development mission - develop vision - develop value statements

11. The kinds of objectives that support the final behavioral outcomes by breaking them down into more manageable chunks
Enabling objectives
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
Rote skills - and prerequisite material
Driving forces - restraining forces - current state - desired state

12. CBT
Computer-based training. Any learning event that uses computers as the primary distributions method.
Measures of quantity or numbers
Focused on fundamental shifts in how people view themselves - and intentional alterations of beliefs and values about the world and themselves
An unknown or uncontrolled variable that produces an effect

13. Standard deviation
Subject-matter expert
A measure of the variability of scores from the mean
Cost-effectiveness - accessibility and application - learner access - and self-direction
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

14. Cordinal data
Brainstorming - case studies - and role plays
Structure and processes - resources - information - knowledge and skills - motives - and wellness.
Separation of place - time - or both among learners - instructors - and learning resources; Interactions are conducted through one or mode media.
Numbers or variables used to rank order a system

15. The technique trainers should use when they want to use the revelation technique
Behavorism
Presentation software
Personal space
Bloom's Taxonomy

16. the meaning of significant - in a statistical context
Image oriented - interactive - immediate - and intimate.
Raw and non-contextual - and can exist in forms usable or not
Performance audit
In statistics - it means probably true

17. The six major factors that influence performance in Gilbert's behavior engineering model
Engage learner's attention - present materials as input to brain - practice with ideas and skills - review to create new connections and applications
Information - resources - incentives/consequences - knowledge and skills - capacity - and motivation.
A variable that can have one of two possible values.
Seels and Glasgow instructional systems design model

18. The final behavioral outcomes of a specific instructional event
Gain understanding or learning objectives - learn the materials - practice the delivery - prepare questions to stimulate learning.
Structure
Terminal objectives
The world is created in conversation

19. Information Architecture
Preparation
Organization - process - and job/performer.
A description or design specification for how information should be treated and organized.
Meta-evaluation

20. Double-loop learning
Knowledge in one's personal memory - includes judgment - insights - experience - know-how - personal beliefs - and personal values.
Focused on fundamental changes to thinking patterns and behaviors
Skill variety - task identity - task significance - autonomy - feedback
An HTML tag identifying the context of the contents on a website or knowledge base.

21. The three parts of the problem-solving model
Theatre style
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.
Diagnose the problem - generate alternative actions/behaviors - identify consequences for those actions/behaviors
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

22. The three foundations of action learning

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23. Types of Level 5 instruments
Visual - Auditory - and Kinestethic
A visual tools used to systematically describe actions/behaviors in a sequential flow - including all the steps and tasks for that process flow.
Control groups - management estimates - extant data - external studies
Identify business goals - clarify those goals - determine specificity and measurability of the goals.

24. The philosophy of teaching focusing on the instructor rather than the participant - and is generally used to in reference to teaching children
Proxemics
Pedagogy
Ideas - processes - procedures - methods of operation - concepts - principles - and discoveries
problem - establish action plan - clarify values - identify alternatives - discover probable outcomes - eliminate alternatives systematically - start action

25. Level 2 evaluation
Performance Analysis
Navigation
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
Learning

26. The seven attributes essential for leadership per Warren Bennis
Numbers or variables used to rank order a system
Technical competence - people skills - conceptual skills - results - taste - judgment - character
Philosophy of coaching - definition of coaching - standards of ethical coaching conduct - pledge of coaching ethics
DMAIC methodology - IPO model - flowcharting - evaluation models

27. The model (a pyramid) from bottom to top is: physiology - safety - belongingness - esteem - and self-actualization

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28. Nominal data
Analytical - amiable - drivers - expressive
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.
Numbers or variables used to classify a system
Questions that check for understanding or test for consensus

29. The sixth component of the ASTD HPI model
Dictatorship - anarchy - democracy
Evaluation
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
Create safe haven for learning - create a comfortable environment - encourage participation - facilitate more than lecture.

30. A computer application that is linked directly to another application to train or guide workers through a task
Managers are responsible for their own development - executives are responsible for the development of their subordinates - the organization is responsible for providing growth opportunities
Electronic performance support system (EPSS)
Terminal objectives
Socratic questioning

31. List six categories of HPI solutions
Structure and processes - resources - information - knowledge and skills - motives - and wellness.
External coaching - internal coaching
Passive - active - empathetic - listening for knowledge - listening for clarification
Bloom's Taxonomy

32. The purpose of workforce planning
Data that has been given context
Written tests - oral Q&A - performance tests - role plays
Split-half
To improve performance by systematically developing human expertise through organizational development and training

33. Dichotomous
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
A variable that can have one of two possible values.
Questions that check for understanding or test for consensus
Psychomotor skills

34. Dependent
The outcome that depends on the independent variable and covariates
Navigation
The minimum time schedule for completing all the tasks in a project with several overlapping or dependent tasks.
Virtual Reality. Computer-based technology that gives the user a realistic - 3-D - interactive experience that engages as many senses as possible.

35. The process of giving advice or information from one person to another about the usefulness of an event - process or action
Feedback
Learning style
Entertainment - interaction - control - usability - and customization
Language - speech - environmental - and psychological

36. The components of the VAK model
Design
Misplacing ownership - misaligning incentives - saving recognition - playing favorites - misspeaking praise
Discovery - Dream - Design - and Destiny
Visual - Auditory - and Kinestethic

37. Describe how facilitation differs from training
Create new hire training - develop behavior-based interview questions - write performance objectives - prepare employees for career progression
Icebreakers do not have to relate to the session materials. Opening exercise introduces the session materials being taught.
Facilitation is used to involve participants - and to help them learn from one another.
Accelerated Learning

38. The process that measures if the practitioner measured what they intended to measure
Validity
Presentation software
Technical competence - people skills - conceptual skills - results - taste - judgment - character
Questions that stimulate discussion

39. The three levels of problems in systems thinking
Performance records - direct observation - supervisor checklists
Polling questions
Thinking about the whole organization - rather than individuals - and looking primarily at processes
Structures - patterns - events

40. Four cases when a trainer should not use a chart pack
Managers are responsible for their own development - executives are responsible for the development of their subordinates - the organization is responsible for providing growth opportunities
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
Learning Management System (LMS)
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.

41. 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
Indicate whether response was correct - explain an incorrect response or clarify a correct response - give instructions on how to proceed
Sorting - tabulating - and comparing raw to summarized data
Speed - quantity - quality/accuracy - thoroughness - timeliness

42. VR
Productivity Environmental Preference Survey (PEPS) - Canfield Learning Style Inventory - and Learning Style Questionnaire
Focused on fundamental changes to thinking patterns and behaviors
Competing - accommodating - avoiding - collaborating - and compromising.
Virtual Reality. Computer-based technology that gives the user a realistic - 3-D - interactive experience that engages as many senses as possible.

43. DMAIC
Ginzberg's theory
Reality - feasibility - authority - and learning opportunities
Enabling objectives
- measure - analyze - improve - control

44. List 10 types of root causes

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45. The way a person prefers to learn new content
Virtual Reality. Computer-based technology that gives the user a realistic - 3-D - interactive experience that engages as many senses as possible.
Review of objective and key points - review participant benefits - call participants to action - ask participants if they have any questions.
Learning style
Sorting - tabulating - and comparing raw to summarized data

46. Five mistakes managers can make to negatively impact employee motivation
Discovery - Dream - Design - and Destiny
Misplacing ownership - misaligning incentives - saving recognition - playing favorites - misspeaking praise
Knowledge - skills
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.

47. Data
Accelerated Learning
Information - feedback
Pedagogy
Raw and non-contextual - and can exist in forms usable or not

48. The steps in the outsourcing process
problem - establish action plan - clarify values - identify alternatives - discover probable outcomes - eliminate alternatives systematically - start action
Experiential learning
Enabling objectives
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

49. The creator of the theory of three types of learning - knowledge - skills - and attitudes
Benjamin Bloom
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
Speed - quantity - quality/accuracy - thoroughness - timeliness
Feedback

50. Two circumstances where e-learning is particularly useful
Rote skills - and prerequisite material
Create safe haven for learning - create a comfortable environment - encourage participation - facilitate more than lecture.
Asynchronous
The minimum time schedule for completing all the tasks in a project with several overlapping or dependent tasks.