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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 type of question - often starting with 'what if ...' - that is used to get learners to thinking freely
Matching current - usually high-potential employees - with future roles within the company to systematic prepare them for a future role
Structure and processes - resources - information - knowledge and skills - motives - and wellness.
Hypothetical
Upper-left cerebral - lower-left limbic - upper-right cerebral - and lower-right limbic

2. What is the primary reason for 360-degree feedback
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.
Enabling objectives
Entertainment - interaction - control - usability - and customization
To aid in career planning

3. Sequencing and structure are closely related. What refers to the relationship among skills and topics
Focused on fundamental changes to thinking patterns and behaviors
L = P + Q + R. Learning - Programmed instruction - Questioning - Reflection
Structure
Knowledge that has been documented - includes books - manuals - training courses - job aids - software rules - databases - etc.

4. The technique trainers should use when a presentation is formal and should present a professional image
Data that has been given context
Entertainment - interaction - control - usability - and customization
Slides
Communication - client motivation - self-management - technical skills

5. The system that uses knowledge - skills - and attitudes (KSAs) to describe three types of learning

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6. The method used to identify all duties - responsibilities - and tasks that make up a single job function or role
Job analysis
Maslow's hierarchy
Information that combined with understanding enables understanding
Focused on fundamental changes to thinking patterns and behaviors

7. LMS
Review strategies - measure performance - take correction action
Learning Management System. Software that automates administration - tracking - and reporting of learning events (ILT and online).
Productivity Environmental Preference Survey (PEPS) - Canfield Learning Style Inventory - and Learning Style Questionnaire
Long-term process for performance improvement based on 1-on-1 interactions where mentee retains the responsibility for improvement

8. Four steps to prepare for training delivery
Gain understanding or learning objectives - learn the materials - practice the delivery - prepare questions to stimulate learning.
A variable that can have one of two possible values.
Culture - vision - strategy - and structure
An unknown or uncontrolled variable that produces an effect

9. Types of Level 5 instruments
A variable that can have one of two possible values.
Behavior
Gain understanding or learning objectives - learn the materials - practice the delivery - prepare questions to stimulate learning.
Control groups - management estimates - extant data - external studies

10. The purpose of workforce planning
To improve performance by systematically developing human expertise through organizational development and training
Surveys
Sequence
Results

11. The six steps in a training needs assessment
Convergers - divergers - assimilators - and accommodators
Learning organizations - systems thinking
Knowledge in one's personal memory - includes judgment - insights - experience - know-how - personal beliefs - and personal values.
Defining objectives - identifying necessary data - selecting data collection methods - collecting data - analyzing and confirming data - and reporting on the data

12. Four characteristics of tasks that are well-suited for job aids
Determine business impact - improve the design of the learning experience - determine the content's adequacy
Low frequency - high complexity - high consequence of error - high probability of change in the future
The sum of the numbers divided by the total number of values
Opportunity-centered

13. The mode of training for which classroom training is most effective
Adult learning theories - instructional design techniques
Written tests - oral Q&A - performance tests - role plays
Performance records - direct observation - supervisor checklists
Psychomotor skills

14. The measure that is defined by mean - median - and mode
Defining objectives - identifying necessary data - selecting data collection methods - collecting data - analyzing and confirming data - and reporting on the data
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
Central tendency
Sorting - tabulating - and comparing raw to summarized data

15. Describe a message board
Chat rooms are essentially synchronous (real-time) message boards.
Learning Management System (LMS)
Websites where users post questions - thoughts and observations - and can reply to other users postings of the same
Communication - client motivation - self-management - technical skills

16. Types of formative evaluation
Gain understanding or learning objectives - learn the materials - practice the delivery - prepare questions to stimulate learning.
Misplacing ownership - misaligning incentives - saving recognition - playing favorites - misspeaking praise
Pilot tests - technical reviews - production reviews
Driving forces - restraining forces - current state - desired state

17. List David Kolk's four learning styles
Focused on fundamental shifts in how people view themselves - and intentional alterations of beliefs and values about the world and themselves
Focused on fundamental changes to thinking patterns and behaviors
Objectivity - confidentiality
Convergers - divergers - assimilators - and accommodators

18. The analysis that identifies forces that maintain the status quo - and the approaches to allow change

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19. Two influences of great effect on employee motivation
External/organizational scans - identify business needs - identify change initiatives - collect data - analyze data - report on the data - design the change initiative
The expected range of a measurement
Management - performance
External coaching - internal coaching

20. Knowledge Mapping
Likert scale
Psychomotor skills
Questionnaires - follow-up interviews - observation checklists
The process that connects information - education - expertise - and practical application of people in an organization for the purposes of sharing and access.

21. learning object
Thinking about the whole organization - rather than individuals - and looking primarily at processes
Self-contained chunk of instructional material
Brainstorming - case studies - and role plays
The selection of measurement points which can have a large impact on the research's ability to be generalized

22. The tool instructors can leverage from WBT to immediately determine a group's understanding of the material
Polling questions
Adult learning theories - instructional design techniques
Philosophy of coaching - definition of coaching - standards of ethical coaching conduct - pledge of coaching ethics
Suggestopedia

23. Quantitative
Enabling objectives
Determine business impact - improve the design of the learning experience - determine the content's adequacy
Cost or budget - lesson content - learner background and expectations - time available - and facilities/equipment/materials
Measures of quantity or numbers

24. LCMS
High cost - scheduling difficulties - and temporary (unless learners have opportunity to practice)
Learning Content Management System. Software that packages courses and learning materials for print - CD-ROM - and electronic publication.
Structure
Behavorism

25. The type of learning that E-Learning is outstanding for teaching because it has infinite patience
Pilot tests - technical reviews - production reviews
Failure to partner - failure to consider culture - failure to manage change - and failure to adapt to the client.
Rote skills
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

26. 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
Design
Two-aix matrixes - flowcharts - dichotomy - graphic models
A variable the influences the dependent variable
Benefit-to-cost ratio (Total Benefit / Total Program Cost)

27. The two mechanisms the chaos and complexity theory focus on
Philosophy of coaching - definition of coaching - standards of ethical coaching conduct - pledge of coaching ethics
A variable that can have one of two possible values.
Pilot tests - technical reviews - production reviews
Information - feedback

28. Independent
Learning
Sequence
Visual - Auditory - and Kinestethic
A variable the influences the dependent variable

29. The guidelines Carl Rogers describes as critical elements to remember in adult learning situations
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
Behavior
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.
Hard data

30. Four ways to create a learning climate based on Knowles' work
Asynchronous
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
Silence
Create safe haven for learning - create a comfortable environment - encourage participation - facilitate more than lecture.

31. The HPI tool used to collect current performance - learner analysis - and business needs
Interviews
Skill variety - task identity - task significance - autonomy - feedback
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
Job aids - and EPSS

32. Factors that determine fair use
Reliability
Misplacing ownership - misaligning incentives - saving recognition - playing favorites - misspeaking praise
Communication - client motivation - self-management - technical skills
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

33. Five stages of Tuckman's team-maturing model
Defining objectives - identifying necessary data - selecting data collection methods - collecting data - analyzing and confirming data - and reporting on the data
Form - storm - norm - perform - and adjourn.
Visual - Auditory - and Kinestethic
Language - speech - environmental - and psychological

34. Five technologies that can be used to connect clients to coaches
Weak manager judgments or experience levels - identified talent shortages - organization culture suports structured programs
Phone - VoIP - online meetings - email - specialized software
A collection of code containing instructions for a computer to perform a specific action
An effective - structured way that captures people's learning from an experience.

35. Things feedback to a learner that answered a question should do
Economic - social - political and legislative - workforce - technological - and competitive.
Questions that stimulate discussion
Visual - Auditory - and Kinestethic
Indicate whether response was correct - explain an incorrect response or clarify a correct response - give instructions on how to proceed

36. Four phases of succession planning
Audience - behavior - condition - and degree
Discovery - Dream - Design - and Destiny
Establish scope - create plan - implement plan - monitor/evaluate/revise plan
Low frequency - high complexity - high consequence of error - high probability of change in the future

37. The kinds of objectives that support the final behavioral outcomes by breaking them down into more manageable chunks
Solution Implementation
Seels and Glasgow instructional systems design model
Diagnose the problem - generate alternative actions/behaviors - identify consequences for those actions/behaviors
Enabling objectives

38. Four basic components of a process
Simulations
Inputs - outputs - process controls - and resources.
Data from archival records - existing records - report - and data
Structure and processes - resources - information - knowledge and skills - motives - and wellness.

39. Three drawbacks of classroom training
Pedagogy
High cost - scheduling difficulties - and temporary (unless learners have opportunity to practice)
Developing employees - motivating employees - deploying employees - aligning people to process to increase performance
Documentation audit - information system survey - identification of external information sources

40. The steps in the outsourcing process
To aid in career planning
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
Synchrononous occurs at a given time with a live instructor. Asynchronous is self-paced and available at any time.
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

41. Single-loop learning
Brainstorming - case studies - and role plays
Technology - new products - shareholders - financial conditions - system challenges - process challenges - policies
Job aids - and EPSS
Focused on learning and using new necessary skills through incremental change

42. The purposes of training evaluation

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43. 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
Seels and Glasgow instructional systems design model
Benefit-to-cost ratio (Total Benefit / Total Program Cost)
A collection of code containing instructions for a computer to perform a specific action
Evaluation

44. Four activites to consider when closing a presentation
- measure - analyze - improve - control
Visual - Auditory - and Kinestethic
A variable that can have one of two possible values.
Review of objective and key points - review participant benefits - call participants to action - ask participants if they have any questions.

45. EPSS
Measures looking at opinions - behaviors - and attributes
Solution Selection
Electronic Performance Support System. Software that provides just-in-time help - guidance - coaching - or assistance to improve job performance.
Image oriented - interactive - immediate - and intimate.

46. The requirements of the ADA
Self-contained chunk of instructional material
Do not discriminate in any aspect of employment based on disabilities - with reasonable accommodations such as interpreters - reading aids - instructional material modifications - etc.
Cost or budget - lesson content - learner background and expectations - time available - and facilities/equipment/materials
Cognitivism

47. The learning domain that focuses on the skills and knowledge relating to an activity such as changing a car's oil
A variable in whole number or distinct units (opposed to continuous)
Cognitive
Learner self-concept - Learner prior experience - Readiness to learn - Orientation to learning - and Motivation to learn
Observe body language

48. The second component of the ASTD HPI model
Icebreakers do not have to relate to the session materials. Opening exercise introduces the session materials being taught.
Performance Analysis
Managerial/administrative - supervisory - functional
Upper-left cerebral - lower-left limbic - upper-right cerebral - and lower-right limbic

49. Two types of personality inventory instruments
Myer-Briggs Type Indicator (MBTI) - DiSC personality profile
Raw and non-contextual - and can exist in forms usable or not
Design
Time and resource intensive - undue influence of vocal member(s) - difficult to facilitate with a single facilitator to encourage participation and take notes

50. Two characteristics for any coaching program to succeed
Objectivity - confidentiality
Icebreakers do not have to relate to the session materials. Opening exercise introduces the session materials being taught.
Proxemics
Preparation