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. The seven basic self-governing behaviors
Management - performance
Honesty - fairness - lawfulness - compassion - respect - loyalty - dependability
Questions that check for understanding or test for consensus
Cost-effectiveness - accessibility and application - learner access - and self-direction

2. The technique trainers should use when they want to use the revelation technique
Knowledge in one's personal memory - includes judgment - insights - experience - know-how - personal beliefs - and personal values.
Andragogy - time pressures - goal orientation - previous knowledge and experience - relevent content - levels of motivation - and different learning styles
The extent to which an instrument predicts future results
Presentation software

3. Systems thinking
Subject-matter expert
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.
Thinking about the whole organization - rather than individuals - and looking primarily at processes
Culture - vision - strategy - and structure

4. The steps in the outsourcing process
Charts - graphs
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
Self-study guides - job aids - instructor-led materials - technology-delivered training deliverables - assessments
Inputs - outputs - process controls - and resources.

5. The two criteria that learners must demonstrate before leaving performance-based training (PBT)
A visual tools used to systematically describe actions/behaviors in a sequential flow - including all the steps and tasks for that process flow.
Knowledge - skills
Asynchronous
Matching current - usually high-potential employees - with future roles within the company to systematic prepare them for a future role

6. The seven characteristics of good dialog
An effective - structured way that captures people's learning from an experience.
Upper-left cerebral - lower-left limbic - upper-right cerebral - and lower-right limbic
Relevance - inquiry - freedom - connectedness - reception - empowerment - play
Learning style

7. List six categories of HPI solutions
Two-aix matrixes - flowcharts - dichotomy - graphic models
Upper-left cerebral - lower-left limbic - upper-right cerebral - and lower-right limbic
Structure and processes - resources - information - knowledge and skills - motives - and wellness.
Extroversion/Introversion - Sensing/Intuition - Thinking/Feeling - Judgment/Perception

8. Data
A variable the influences the dependent variable
Asynchronous
Formulation - Development - Implementation - Evaluation
Raw and non-contextual - and can exist in forms usable or not

9. The four Cs of change
Create a vision - communicate the plan - connect the people - congratulate success
Howard Gardner
L = P + Q + R. Learning - Programmed instruction - Questioning - Reflection
Misplacing ownership - misaligning incentives - saving recognition - playing favorites - misspeaking praise

10. The way of learning that stresses experience and reflection - and uses an inductive learning process that takes a learner through five stages: experiencing - publishing - processing - generalizing - and applying
A variable in whole number or distinct units (opposed to continuous)
An effective - structured way that captures people's learning from an experience.
Separation of place - time - or both among learners - instructors - and learning resources; Interactions are conducted through one or mode media.
Experiential learning

11. Information
Data that has been given context
Scaling and integrity
Defining objectives - identifying necessary data - selecting data collection methods - collecting data - analyzing and confirming data - and reporting on the data
Multiple intelligences theory

12. The purpose of workforce planning
Presentation software
Ideas - processes - procedures - methods of operation - concepts - principles - and discoveries
To improve performance by systematically developing human expertise through organizational development and training
Audience - Behavior - Condition - and Degree

13. Four ways to create a learning climate based on Knowles' work
Walk towards a participant as they speak
Objectivity - confidentiality
Create safe haven for learning - create a comfortable environment - encourage participation - facilitate more than lecture.
Driving forces - restraining forces - current state - desired state

14. Who is credited with the idea that learning objectives should contain a condition statement - a performance statement - and a criterion statement
Robert Mager
Speed - quantity - quality/accuracy - thoroughness - timeliness
Central tendency
Design

15. The four dimensions of personality per the Myers-Briggs Type Indicator
Change is a process not an event. Change management is the process of directing change at each level of an organization.
Experiential learning
Driving forces - restraining forces - current state - desired state
Extroversion/Introversion - Sensing/Intuition - Thinking/Feeling - Judgment/Perception

16. Sequencing and structure are closely related. What refers to the relationship among skills and topics
Measures looking at opinions - behaviors - and attributes
Opportunity-centered
Structure
Knowledge in one's personal memory - includes judgment - insights - experience - know-how - personal beliefs - and personal values.

17. Level 1 evaluation
Subject-matter expert
Dictatorship - anarchy - democracy
Focused on learning and using new necessary skills through incremental change
Reaction

18. The difference between an icebreaker and an opening exercise
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
Icebreakers do not have to relate to the session materials. Opening exercise introduces the session materials being taught.
Job analysis
Culture - vision - strategy - and structure

19. The six interactive and interdependent components of an action learning program
Experiential learning
Solution Implementation
Learning style
Problem - action learning group - emphasis on careful questioning and listening - resolution to take action - commitment to learning - group facilitator/learning coach

20. The criteria for determining if a project is appropriate for action learning
Knowledge that has been documented - includes books - manuals - training courses - job aids - software rules - databases - etc.
Interview - survey/questionnaire - observation - focus group - work diary/work log
Harless' front-end analysis model
Reality - feasibility - authority - and learning opportunities

21. Things feedback to a learner that answered a question should do
Analytical - amiable - drivers - expressive
Indicate whether response was correct - explain an incorrect response or clarify a correct response - give instructions on how to proceed
Design
Sorting - tabulating - and comparing raw to summarized data

22. The HPI tool that uses the 80/20 rule
Self-contained chunk of instructional material
Pareto analysis
Language - speech - environmental - and psychological
Silence

23. Examples of collaborative software
Email - whiteboard - bulletin boards - chat rooms - online presentation tools - WIKIs - Blogs - forums - social sites
Data - Information - Knowledge
Written tests - oral Q&A - performance tests - role plays
Personal space

24. The technique that should account for 50% of the preparation for a presentation
Phone - VoIP - online meetings - email - specialized software
Measures looking at opinions - behaviors - and attributes
Rehersal
Perform a front-end analysis

25. The second component of the ASTD HPI model
Performance Analysis
Information - resources - incentives/consequences - knowledge and skills - capacity - and motivation.
The multiple dependent variables in a study with multiple independent variables
Reality - feasibility - authority - and learning opportunities

26. The mode of training for which classroom training is most effective
Psychomotor skills
Suggestopedia
Sorting - tabulating - and comparing raw to summarized data
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.

27. The type of results produced by quantative methods
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.
Rote skills - and prerequisite material
Hard data
Simulations

28. The process where each member of a group makes their opinions conform to the perceived group consensus
An unknown or uncontrolled variable that produces an effect
Groupthink
External and environmental influences
Control groups - management estimates - extant data - external studies

29. Knowledge Mapping
Establish short-term objectives - create an action plan to achieve short-term objectives - allocate resources to the objectives - motivate employees to reach the objectives
Action plans - interviews - questionnaires - focus groups - performance contracts
The process that connects information - education - expertise - and practical application of people in an organization for the purposes of sharing and access.
Relevance - inquiry - freedom - connectedness - reception - empowerment - play

30. Four characteristics of tasks that are well-suited for job aids
Low frequency - high complexity - high consequence of error - high probability of change in the future
Information - resources - incentives/consequences - knowledge and skills - capacity - and motivation.
Ideas - processes - procedures - methods of operation - concepts - principles - and discoveries
The expected range of a measurement

31. The six major factors that influence performance in Gilbert's behavior engineering model
Learner characteristics like age - educational background - cultural background - learner expectations - and learn motivation to attend
Suggestopedia
Information - resources - incentives/consequences - knowledge and skills - capacity - and motivation.
Reliability

32. The phases of strategic development
Formulation - Development - Implementation - Evaluation
Focused on fundamental shifts in how people view themselves - and intentional alterations of beliefs and values about the world and themselves
Breakeven ( ( Program Costs / Investment ) / ( Benefits / Cash Inflow) )
Data that has been given context

33. The e-Learning techniques allows learners to personally assess what can be learned - the value of the content - and the difficulty of the content
Navigation
Bloom's taxonomy - six sigma - Kepner-Tregoe
Capture attention - reveal trainer's style - raise participant's comfort level - introduce the topic of the presentation.
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

34. When is training the appropriate solution to a performance problem
When the cause of the problem is a lack of knowledge or skills
Audience - behavior - condition - and degree
Preparation
Behavorism

35. Meta-tag
Chaos is simple systems generating complicated behavior. Complexity is complicated systems generating simple behavior.
Andragogy - time pressures - goal orientation - previous knowledge and experience - relevent content - levels of motivation - and different learning styles
Defining objectives - identifying necessary data - selecting data collection methods - collecting data - analyzing and confirming data - and reporting on the data
An HTML tag identifying the context of the contents on a website or knowledge base.

36. 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
Walk towards a participant as they speak
Data that has been given context
Interviews

37. 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
Surveys
Audience - Behavior - Condition - and Degree
Identify organizational values - development mission - develop vision - develop value statements

38. Steps in Pfeiffer and Jones' experiential learning cycle
Request for proposal. A communication from an organization to potential vendors that defines the organizations needs and how to respond to those needs.
The process that connects information - education - expertise - and practical application of people in an organization for the purposes of sharing and access.
Experiencing - publishing - processing - generalizing - and applying
Balanced scorecard

39. Cordinal data
Objectivity - confidentiality
Numbers or variables used to rank order a system
Hypothetical
Adult learning theories - instructional design techniques

40. Single-loop learning
Rapid instructional design (RID)
Focused on learning and using new necessary skills through incremental change
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
Technical competence - people skills - conceptual skills - results - taste - judgment - character

41. Level 5 evaluation
Simulations
Understandable - accurate - functional
Monetary impact/ROI
Validity

42. 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
problem - establish action plan - clarify values - identify alternatives - discover probable outcomes - eliminate alternatives systematically - start action
Job aids - and EPSS
Failure to partner - failure to consider culture - failure to manage change - and failure to adapt to the client.

43. Four benefits of web-based training
Return-on-investment ( (Benefits - Costs) / Costs) * 100
Robert Mager
Cost-effectiveness - accessibility and application - learner access - and self-direction
Establish short-term objectives - create an action plan to achieve short-term objectives - allocate resources to the objectives - motivate employees to reach the objectives

44. Sampling

Warning: Invalid argument supplied for foreach() in /var/www/html/basicversity.com/show_quiz.php on line 183

45. Knowledge
Information that combined with understanding enables understanding
Growth - exploratory - establishment - maintenance - decline
Proxemics
Benjamin Bloom

46. Continuous
A variable whose quantification can be broken down into very small units - often called analog (opposed to discrete)
Ishikawa - fishbone
Monetary impact/ROI
A variable the influences the dependent variable

47. The four characteristics of online communication
Image oriented - interactive - immediate - and intimate.
Awareness - modeling - targeted interventions - desensitization - training
Visual - Auditory - and Kinestethic
Failure to partner - failure to consider culture - failure to manage change - and failure to adapt to the client.

48. Three criteria for formative evaluation
Misplacing ownership - misaligning incentives - saving recognition - playing favorites - misspeaking praise
Philosophy of coaching - definition of coaching - standards of ethical coaching conduct - pledge of coaching ethics
Understandable - accurate - functional
Disengagement - disidentification - disorientation - and disenchantment.

49. 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
Pareto analysis
External and environmental influences
Relevance - inquiry - freedom - connectedness - reception - empowerment - play
An unknown or uncontrolled variable that produces an effect

50. The five criteria to measure performance after coaching
Speed - quantity - quality/accuracy - thoroughness - timeliness
Hypothetical
An effective - structured way that captures people's learning from an experience.
Functional context