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Certified Professional In Learning And Performance Cplp

Instructions:

Answer 50 questions in 15 minutes.
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Match each statement with the correct term.
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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 six steps in a training needs assessment
Capture attention - help message to be remembered - establish rapport - build credibility - and build team unity.
Data - Information - Knowledge
Maslow's hierarchy - McGregor's Theory X and Y of management
Defining objectives - identifying necessary data - selecting data collection methods - collecting data - analyzing and confirming data - and reporting on the data

2. Four benefits of web-based training
Cost-effectiveness - accessibility and application - learner access - and self-direction
Likert scale
Create a vision - communicate the plan - connect the people - congratulate success
Information that combined with understanding enables understanding

3. The method a trainer can use to encourage a participant to continue speaking
Kurt Lewin's forcefield analysis
Walk towards a participant as they speak
A variable whose quantification can be broken down into very small units - often called analog (opposed to discrete)
External coaching - internal coaching

4. The learning theory that includes activities like behavioral modeling - simulations - role plays - skill drills - and rewards
Walk towards a participant as they speak
Behavorism
Honesty - fairness - lawfulness - compassion - respect - loyalty - dependability
Low frequency - high complexity - high consequence of error - high probability of change in the future

5. The three foundations of action learning

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6. The reliability test where one test is split into two shorter ones - by randomly assigning test items to one half or the other
Split-half
The process that enables organizations to create short reference materials with relevant information by reducing information into codified - categorized - and reusable content.
Subject-matter expert
A measure of the variability of scores from the mean

7. The two criteria that learners must demonstrate before leaving performance-based training (PBT)
Control groups - management estimates - extant data - external studies
Knowledge - skills
Gain understanding or learning objectives - learn the materials - practice the delivery - prepare questions to stimulate learning.
Knowledge - skills - desire - environment - and opportunity

8. Types of formative evaluation
Chaos is simple systems generating complicated behavior. Complexity is complicated systems generating simple behavior.
Enabling objectives
Pilot tests - technical reviews - production reviews
Inputs - outputs - process controls - and resources.

9. Describe noise - in communication theory
Change is a process not an event. Change management is the process of directing change at each level of an organization.
Split-half
Something that disrupts the flow of information between source and receiver
Navigation

10. The five characteristics of every job that influence employee motivation
Skill variety - task identity - task significance - autonomy - feedback
Central tendency
Seels and Glasgow instructional systems design model
Email - whiteboard - bulletin boards - chat rooms - online presentation tools - WIKIs - Blogs - forums - social sites

11. Four barriers to communication during training delivery
Change Management
Sequence
Language - speech - environmental - and psychological
Focused on fundamental changes to thinking patterns and behaviors

12. The four areas measured during a training needs assessment
Create new hire training - develop behavior-based interview questions - write performance objectives - prepare employees for career progression
High cost - scheduling difficulties - and temporary (unless learners have opportunity to practice)
Cross-functional - cross-country/international
Business needs - performance needs - learning needs - and learner needs

13. The purpose of workforce planning
Analytical - amiable - drivers - expressive
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
Lack of knowledge or skills - lack of physical resources - process problems - lack of information - lack of leadership - lack of information on consequences - lack of motivation - inadequate feedback - inadequate incentives - performer's lack of capa

14. The questioning technique that seeks to develop critical thinking and creativity
Experiencing - publishing - processing - generalizing - and applying
Time and resource intensive - undue influence of vocal member(s) - difficult to facilitate with a single facilitator to encourage participation and take notes
Socratic questioning
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

15. Karl Albrecht's progressive psychological phases of change response
Accelerated Learning
Suggestopedia
Threat - problem - solution - habit
Solution Implementation

16. The method where instruction is provided in a self-directed format that is available at all times - even with a facilitator is not online
Convergers - divergers - assimilators - and accommodators
Asynchronous
Determine business impact - improve the design of the learning experience - determine the content's adequacy
Pilot tests - technical reviews - production reviews

17. The analysis that serves as a reality check to identify a project's limiting factors
Constraints analysis
Indicate whether response was correct - explain an incorrect response or clarify a correct response - give instructions on how to proceed
Proxemics
Self-contained chunk of instructional material

18. The four parts of the International Federation's (ICF) ethical standards
Proxemics
Philosophy of coaching - definition of coaching - standards of ethical coaching conduct - pledge of coaching ethics
The most frequently occurring value
Action plans - interviews - questionnaires - focus groups - performance contracts

19. Examples of internal factors that influence an organization
Rich data - comparable data across interviews with proper construction of interview protocol - and adds depth to quantative methods
Brainstorming - case studies - and role plays
Technology - new products - shareholders - financial conditions - system challenges - process challenges - policies
Knowledge in one's personal memory - includes judgment - insights - experience - know-how - personal beliefs - and personal values.

20. The tell approach to learning - based on the theory that learning occurs through exposure to logically presented information - usually involving lecture
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
The sum of the numbers divided by the total number of values
Cognitivism
Audience - Behavior - Condition - and Degree

21. Sequencing and structure are closely related. What is the order in which skills and information are taught
Technical competence - people skills - conceptual skills - results - taste - judgment - character
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.
Knowledge in one's personal memory - includes judgment - insights - experience - know-how - personal beliefs - and personal values.
Sequence

22. Three conditions that warrant multi-rater feedback
Technical competence - people skills - conceptual skills - results - taste - judgment - character
Weak manager judgments or experience levels - identified talent shortages - organization culture suports structured programs
Capture attention - reveal trainer's style - raise participant's comfort level - introduce the topic of the presentation.
Benjamin Bloom

23. The four components of a learning objective
Cross-functional - cross-country/international
Audience - Behavior - Condition - and Degree
Time and resource intensive - undue influence of vocal member(s) - difficult to facilitate with a single facilitator to encourage participation and take notes
Pilot tests - technical reviews - production reviews

24. The topics of the A-B-C-D training development process
Perform a front-end analysis
Audience - behavior - condition - and degree
Electronic performance support system (EPSS)
Job aids - and EPSS

25. Explicit knowledge
Cross-functional - cross-country/international
Knowledge that has been documented - includes books - manuals - training courses - job aids - software rules - databases - etc.
Perform a front-end analysis
Slides

26. The popularizer of the multiple intelligences theory
Howard Gardner
Discovery - Dream - Design - and Destiny
Behavior
The minimum time schedule for completing all the tasks in a project with several overlapping or dependent tasks.

27. Four ways to create a learning climate based on Knowles' work
Create safe haven for learning - create a comfortable environment - encourage participation - facilitate more than lecture.
Defining objectives - identifying necessary data - selecting data collection methods - collecting data - analyzing and confirming data - and reporting on the data
Sorting - tabulating - and comparing raw to summarized data
Time and resource intensive - undue influence of vocal member(s) - difficult to facilitate with a single facilitator to encourage participation and take notes

28. The instructional design model is based on the assumptions that design happens in a context of project management that establishes roles - tasks - timelines - budgets - checkpoints - and supervisory procedures
A collection of code containing instructions for a computer to perform a specific action
Seels and Glasgow instructional systems design model
Something that disrupts the flow of information between source and receiver
Information - feedback

29. Mentoring
Long-term process for performance improvement based on 1-on-1 interactions where mentee retains the responsibility for improvement
Cause Analysis
Learner-centered - content-centered
Meta-evaluation

30. The method used to identify the efficiency and effectiveness of employees
Focused on fundamental shifts in how people view themselves - and intentional alterations of beliefs and values about the world and themselves
Performance audit
- measure - analyze - improve - control
Formulation - Development - Implementation - Evaluation

31. Five stages of Tuckman's team-maturing model
Form - storm - norm - perform - and adjourn.
Hypothetical
Structure
The extent to which an instrument predicts future results

32. Three tasks for knowledge mapping
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
Documentation audit - information system survey - identification of external information sources
Failure to partner - failure to consider culture - failure to manage change - and failure to adapt to the client.
Focused on fundamental shifts in how people view themselves - and intentional alterations of beliefs and values about the world and themselves

33. Who is credited with the idea that learning objectives should contain a condition statement - a performance statement - and a criterion statement
Robert Mager
Learner self-concept - Learner prior experience - Readiness to learn - Orientation to learning - and Motivation to learn
Relevance - inquiry - freedom - connectedness - reception - empowerment - play
Rote skills - and prerequisite material

34. The theory that describes how intelligences reflect how people prefer to process information
Learner-centered - content-centered
Raw and non-contextual - and can exist in forms usable or not
Simulations
Multiple intelligences theory

35. Four common mistakes HPI professionals make in selecting - designing - and implementing interventions
Structure
Do not discriminate in any aspect of employment based on disabilities - with reasonable accommodations such as interpreters - reading aids - instructional material modifications - etc.
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
Failure to partner - failure to consider culture - failure to manage change - and failure to adapt to the client.

36. The technique that should account for 50% of the preparation for a presentation
Skill variety - task identity - task significance - autonomy - feedback
Rehersal
Language - speech - environmental - and psychological
Email - whiteboard - bulletin boards - chat rooms - online presentation tools - WIKIs - Blogs - forums - social sites

37. EPSS
Electronic Performance Support System. Software that provides just-in-time help - guidance - coaching - or assistance to improve job performance.
Benjamin Bloom
HPI uses a results-based - systematic approach - HPI focuses on accomplishments before behavior - Organizations are systems.
An HTML tag identifying the context of the contents on a website or knowledge base.

38. 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
Create safe haven for learning - create a comfortable environment - encourage participation - facilitate more than lecture.
Questions that stimulate discussion
Solution Selection
Design

39. The three competency elements that constitute most jobs
Managerial/administrative - supervisory - functional
Audience - behavior - condition - and degree
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 Management System (LMS)

40. ROI
Constraints analysis
Sequence
Return-on-investment ( (Benefits - Costs) / Costs) * 100
Understandable - accurate - functional

41. Four stages of transition through M&As
External/organizational scans - identify business needs - identify change initiatives - collect data - analyze data - report on the data - design the change initiative
Upper-left cerebral - lower-left limbic - upper-right cerebral - and lower-right limbic
Learning style
Disengagement - disidentification - disorientation - and disenchantment.

42. The process of giving advice or information from one person to another about the usefulness of an event - process or action
The extent to which an instrument represents the program's content
Cost-effectiveness - accessibility and application - learner access - and self-direction
Chaos is simple systems generating complicated behavior. Complexity is complicated systems generating simple behavior.
Feedback

43. List six categories of HPI solutions
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.
Observe body language
Awareness - modeling - targeted interventions - desensitization - training
Structure and processes - resources - information - knowledge and skills - motives - and wellness.

44. The five stages of D. E. Super's developmental framework
Growth - exploratory - establishment - maintenance - decline
Experiential learning
Create new hire training - develop behavior-based interview questions - write performance objectives - prepare employees for career progression
Initiating - planning - executing - controlling - closing

45. Meta-tag
Central tendency
Review of objective and key points - review participant benefits - call participants to action - ask participants if they have any questions.
An HTML tag identifying the context of the contents on a website or knowledge base.
Learning technologies

46. Double-loop learning
Focused on fundamental changes to thinking patterns and behaviors
Action plans - interviews - questionnaires - focus groups - performance contracts
Personal space
No area is overlooked - forces to be used are known - there is time to develop other strategies if the analysis reveals the need

47. The guidelines Carl Rogers describes as critical elements to remember in adult learning situations
Identify business goals - clarify those goals - determine specificity and measurability of the goals.
Feedback
Bloom's taxonomy - six sigma - Kepner-Tregoe
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

48. The five criteria to measure performance after coaching
Speed - quantity - quality/accuracy - thoroughness - timeliness
Skill variety - task identity - task significance - autonomy - feedback
Relevance - inquiry - freedom - connectedness - reception - empowerment - play
A visual tools used to systematically describe actions/behaviors in a sequential flow - including all the steps and tasks for that process flow.

49. PERT
Business needs - performance needs - learning needs - and learner needs
High cost - scheduling difficulties - and temporary (unless learners have opportunity to practice)
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.
Howard Gardner

50. The seven attributes essential for leadership per Warren Bennis
Learner characteristics like age - educational background - cultural background - learner expectations - and learn motivation to attend
Managerial/administrative - supervisory - functional
Technical competence - people skills - conceptual skills - results - taste - judgment - character
Capture attention - help message to be remembered - establish rapport - build credibility - and build team unity.

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