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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. Four benefits of web-based training
Relevance - inquiry - freedom - connectedness - reception - empowerment - play
Cost-effectiveness - accessibility and application - learner access - and self-direction
Hard data
Developing employees - motivating employees - deploying employees - aligning people to process to increase performance

2. The phases of strategic development
Learning Management System (LMS)
Formulation - Development - Implementation - Evaluation
Mentoring is longer term - and mentors do not have responsibility for participants improvement.
Monetary impact/ROI

3. The tasks involved in the development phase of strategic development
L = P + Q + R. Learning - Programmed instruction - Questioning - Reflection
Conduct a SWOT - establish strategic goals - develop strategies to achieve the strategic goals
Disengagement - disidentification - disorientation - and disenchantment.
Opportunity-centered

4. Three drawbacks of classroom training
High cost - scheduling difficulties - and temporary (unless learners have opportunity to practice)
L = P + Q + R. Learning - Programmed instruction - Questioning - Reflection
Learning Management System (LMS)
Failure to partner - failure to consider culture - failure to manage change - and failure to adapt to the client.

5. The technique that allows a WLP professional to present material in a professional manner - and keep a class focused on the correct topic
Pilot tests - technical reviews - production reviews
Preparation
Technology - new products - shareholders - financial conditions - system challenges - process challenges - policies
The outcome that depends on the independent variable and covariates

6. Four things a coach does
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
Determine business impact - improve the design of the learning experience - determine the content's adequacy
Identify performance gaps - gains commitment to learning - constructs practice to close gaps - drives application and reflection to improve competence
Ginzberg's theory

7. The process of giving advice or information from one person to another about the usefulness of an event - process or action
Feedback
Self-contained chunk of instructional material
Charts - graphs
Organization - process - and job/performer.

8. Examples of internal factors that influence an organization
Self-study guides - job aids - instructor-led materials - technology-delivered training deliverables - assessments
Characteristics of adults as learners (CAL) conceptual framework
Relevance - inquiry - freedom - connectedness - reception - empowerment - play
Technology - new products - shareholders - financial conditions - system challenges - process challenges - policies

9. Four ways to create a learning climate based on Knowles' work
Focused on learning and using new necessary skills through incremental change
Self-study guides - job aids - instructor-led materials - technology-delivered training deliverables - assessments
Data that has been given context
Create safe haven for learning - create a comfortable environment - encourage participation - facilitate more than lecture.

10. Single-loop learning
Bloom's Taxonomy
Structure
Focused on learning and using new necessary skills through incremental change
Numbers or variables used to classify a system

11. The technique trainers should use when a presentation is formal and should present a professional image
Slides
Brainstorming - case studies - and role plays
Problem - action learning group - emphasis on careful questioning and listening - resolution to take action - commitment to learning - group facilitator/learning coach
Focused on fundamental shifts in how people view themselves - and intentional alterations of beliefs and values about the world and themselves

12. Three learner preferences as defined by the VAK model
Review of objective and key points - review participant benefits - call participants to action - ask participants if they have any questions.
The extent to which an instrument predicts future results
Diagnose the problem - generate alternative actions/behaviors - identify consequences for those actions/behaviors
Visual - Auditory - and Kinestethic

13. The two criteria for a successful training program that must be accounted for by the WLP professional
Walk towards a participant as they speak
Current organization climate - available resources
Data that has been given context
Rich data - comparable data across interviews with proper construction of interview protocol - and adds depth to quantative methods

14. The requirements of the ADA
Do not discriminate in any aspect of employment based on disabilities - with reasonable accommodations such as interpreters - reading aids - instructional material modifications - etc.
Growth - exploratory - establishment - maintenance - decline
Learning Content Management System. Software that packages courses and learning materials for print - CD-ROM - and electronic publication.
L = P + Q + R. Learning - Programmed instruction - Questioning - Reflection

15. Steps in Pfeiffer and Jones' experiential learning cycle
Experiencing - publishing - processing - generalizing - and applying
Knowledge that has been documented - includes books - manuals - training courses - job aids - software rules - databases - etc.
Gain understanding or learning objectives - learn the materials - practice the delivery - prepare questions to stimulate learning.
Learner self-concept - Learner prior experience - Readiness to learn - Orientation to learning - and Motivation to learn

16. The collection of strategies for quickly producing instructional packages
Change is a process not an event. Change management is the process of directing change at each level of an organization.
Solution Selection
Websites where users post questions - thoughts and observations - and can reply to other users postings of the same
Rapid instructional design (RID)

17. Four phases of succession planning
Howard Gardner
Establish scope - create plan - implement plan - monitor/evaluate/revise plan
Formulation - Development - Implementation - Evaluation
Create safe haven for learning - create a comfortable environment - encourage participation - facilitate more than lecture.

18. DMAIC
Robert Mager
The process that connects information - education - expertise - and practical application of people in an organization for the purposes of sharing and access.
Solution Implementation
- measure - analyze - improve - control

19. Things feedback to a learner that answered a question should do
Managerial/administrative - supervisory - functional
Indicate whether response was correct - explain an incorrect response or clarify a correct response - give instructions on how to proceed
Maslow's hierarchy
Characteristics of adults as learners (CAL) conceptual framework

20. Three basic management styles
Identify business goals - clarify those goals - determine specificity and measurability of the goals.
Synchrononous occurs at a given time with a live instructor. Asynchronous is self-paced and available at any time.
Dictatorship - anarchy - democracy
Identify performance gaps - gains commitment to learning - constructs practice to close gaps - drives application and reflection to improve competence

21. Describe noise - in communication theory
Perform a front-end analysis
Something that disrupts the flow of information between source and receiver
The expected range of a measurement
Behavior

22. Types of Level 2 instruments
The extent to which an instrument predicts future results
Central tendency
Design
Written tests - oral Q&A - performance tests - role plays

23. 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
Data - Information - Knowledge
Focused on fundamental changes to thinking patterns and behaviors
Seels and Glasgow instructional systems design model

24. The ability of the same measurement to produce consistent results over time
Behavorism
Breakeven ( ( Program Costs / Investment ) / ( Benefits / Cash Inflow) )
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
Reliability

25. Two examples of performance support systems
Ideas - processes - procedures - methods of operation - concepts - principles - and discoveries
Managerial/administrative - supervisory - functional
Benefit-to-cost ratio (Total Benefit / Total Program Cost)
Job aids - and EPSS

26. The purpose of strategic planning

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27. Three advantages of interviews as a data gathering technique
Rich data - comparable data across interviews with proper construction of interview protocol - and adds depth to quantative methods
Asynchronous
Something that disrupts the flow of information between source and receiver
When the cause of the problem is a lack of knowledge or skills

28. The seven attributes essential for leadership per Warren Bennis
Bloom's taxonomy - six sigma - Kepner-Tregoe
Technology - new products - shareholders - financial conditions - system challenges - process challenges - policies
Establish short-term objectives - create an action plan to achieve short-term objectives - allocate resources to the objectives - motivate employees to reach the objectives
Technical competence - people skills - conceptual skills - results - taste - judgment - character

29. The kinds of objectives that support the final behavioral outcomes by breaking them down into more manageable chunks
Enabling objectives
Maslow's hierarchy
Asynchronous
Rapid instructional design (RID)

30. An evaluation of an evaluation
Change is a process not an event. Change management is the process of directing change at each level of an organization.
Meta-evaluation
Cause Analysis
Observe body language

31. Two types of job rotations
Cross-functional - cross-country/international
Rote skills
Knowledge that has been documented - includes books - manuals - training courses - job aids - software rules - databases - etc.
Do not discriminate in any aspect of employment based on disabilities - with reasonable accommodations such as interpreters - reading aids - instructional material modifications - etc.

32. Types of synthesis models
Do not discriminate in any aspect of employment based on disabilities - with reasonable accommodations such as interpreters - reading aids - instructional material modifications - etc.
Speed - quantity - quality/accuracy - thoroughness - timeliness
Create a vision - communicate the plan - connect the people - congratulate success
Two-aix matrixes - flowcharts - dichotomy - graphic models

33. The three building blocks of knowledge management
Job analysis
To systematically plan an organization's future
Data - Information - Knowledge
Knowledge - skills

34. The purposes of training evaluation

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35. Explicit knowledge
Knowledge that has been documented - includes books - manuals - training courses - job aids - software rules - databases - etc.
Developing employees - motivating employees - deploying employees - aligning people to process to increase performance
Icebreakers do not have to relate to the session materials. Opening exercise introduces the session materials being taught.
Objectivity - confidentiality

36. Level 1 evaluation
Experiencing - publishing - processing - generalizing - and applying
Reaction
Design
Current organization climate - available resources

37. What does context refer to in designing learning
Developing employees - motivating employees - deploying employees - aligning people to process to increase performance
Harless' front-end analysis model
Gain understanding or learning objectives - learn the materials - practice the delivery - prepare questions to stimulate learning.
Learner characteristics like age - educational background - cultural background - learner expectations - and learn motivation to attend

38. Skills / knowledge areas that SMEs may lack
Adult learning theories - instructional design techniques
Benefit-to-cost ratio (Total Benefit / Total Program Cost)
Monetary impact/ROI
Psychomotor skills

39. Confidence interval
Learning
The selection of measurement points which can have a large impact on the research's ability to be generalized
Culture - vision - strategy - and structure
The expected range of a measurement

40. The five principles of andragogy
Discovery - Dream - Design - and Destiny
Learner self-concept - Learner prior experience - Readiness to learn - Orientation to learning - and Motivation to learn
Terminal objectives
Audience - behavior - condition - and degree

41. Mean
Charts - graphs
The sum of the numbers divided by the total number of values
Identify performance gaps - gains commitment to learning - constructs practice to close gaps - drives application and reflection to improve competence
Separation of place - time - or both among learners - instructors - and learning resources; Interactions are conducted through one or mode media.

42. Two guiding principles of displaying quantative data in charts and graphs
Change is a process not an event. Change management is the process of directing change at each level of an organization.
Electronic Performance Support System. Software that provides just-in-time help - guidance - coaching - or assistance to improve job performance.
Meta-evaluation
Scaling and integrity

43. Four stages of transition through M&As
Socratic questioning
Discovery - Dream - Design - and Destiny
Groupthink
Disengagement - disidentification - disorientation - and disenchantment.

44. Contrast synchronous to asynchronous e-learning
Cognitivism
Synchrononous occurs at a given time with a live instructor. Asynchronous is self-paced and available at any time.
Information - feedback
Electronic Performance Support System. Software that provides just-in-time help - guidance - coaching - or assistance to improve job performance.

45. The mode of training for which classroom training is most effective
Reality - feasibility - authority - and learning opportunities
Psychomotor skills
Suggestopedia
Measures of quantity or numbers

46. The five stages of D. E. Super's developmental framework
Growth - exploratory - establishment - maintenance - decline
Knowledge - skills - desire - environment - and opportunity
Solution Selection
Learning

47. Three process principles of strategic management development that are likely to remain constant across organizations
Action plans - interviews - questionnaires - focus groups - performance contracts
The extent to which an instrument predicts future results
Failure to partner - failure to consider culture - failure to manage change - and failure to adapt to the client.
Managers are responsible for their own development - executives are responsible for the development of their subordinates - the organization is responsible for providing growth opportunities

48. Five job analysis methods
Brainstorming - case studies - and role plays
Interview - survey/questionnaire - observation - focus group - work diary/work log
Form - storm - norm - perform - and adjourn.
Benefit-to-cost ratio (Total Benefit / Total Program Cost)

49. Two characteristics of distance learning
Form - storm - norm - perform - and adjourn.
Separation of place - time - or both among learners - instructors - and learning resources; Interactions are conducted through one or mode media.
Adult learning theories - instructional design techniques
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.

50. The theory that describes how intelligences reflect how people prefer to process information
Awareness - modeling - targeted interventions - desensitization - training
Separation of place - time - or both among learners - instructors - and learning resources; Interactions are conducted through one or mode media.
Multiple intelligences theory
The sum of the numbers divided by the total number of values