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 characteristics of tasks that are well-suited for job aids
A description or design specification for how information should be treated and organized.
Performance audit
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.
Low frequency - high complexity - high consequence of error - high probability of change in the future


2. The three building blocks of knowledge management
Learning Management System (LMS)
Data - Information - Knowledge
Learning style
Reaction


3. Four activites to consider when closing a presentation
Behavorism
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 represents the program's content
Structure


4. The phases of strategic development
Slides
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
Capture attention - reveal trainer's style - raise participant's comfort level - introduce the topic of the presentation.
Formulation - Development - Implementation - Evaluation


5. The purpose of an after-action review

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

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7. Exercises that include a form of real-life situation that allows participants to practice is called
Simulations
Productivity Environmental Preference Survey (PEPS) - Canfield Learning Style Inventory - and Learning Style Questionnaire
An effective - structured way that captures people's learning from an experience.
Change Management


8. The four components of a learning objective
Philosophy of coaching - definition of coaching - standards of ethical coaching conduct - pledge of coaching ethics
Cognitive
The most frequently occurring value
Audience - Behavior - Condition - and Degree


9. The four areas measured during a training needs assessment
Business needs - performance needs - learning needs - and learner needs
Perform a front-end analysis
Communication - client motivation - self-management - technical skills
High cost - scheduling difficulties - and temporary (unless learners have opportunity to practice)


10. The sixth component of the ASTD HPI model
Evaluation
The world is created in conversation
Monetary impact/ROI
Interviews


11. Three conditions that warrant multi-rater feedback
Weak manager judgments or experience levels - identified talent shortages - organization culture suports structured programs
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
Driving forces - restraining forces - current state - desired state
Determine business impact - improve the design of the learning experience - determine the content's adequacy


12. The tasks involved in the formulation phase of strategic development
Rehersal
Gain understanding or learning objectives - learn the materials - practice the delivery - prepare questions to stimulate learning.
Questions that check for understanding or test for consensus
Identify organizational values - development mission - develop vision - develop value statements


13. The methods learning organizations use to create and foster productive learning
Culture - vision - strategy - and structure
Review strategies - measure performance - take correction action
Documentation audit - information system survey - identification of external information sources
Monetary impact/ROI


14. The seven characteristics of good dialog
Icebreakers do not have to relate to the session materials. Opening exercise introduces the session materials being taught.
Focused on fundamental shifts in how people view themselves - and intentional alterations of beliefs and values about the world and themselves
Relevance - inquiry - freedom - connectedness - reception - empowerment - play
Ishikawa - fishbone


15. Sequencing and structure are closely related. What refers to the relationship among skills and topics
Structure
Functional context
Create new hire training - develop behavior-based interview questions - write performance objectives - prepare employees for career progression
Matching current - usually high-potential employees - with future roles within the company to systematic prepare them for a future role


16. DMAIC
Design
Objectivity - confidentiality
- measure - analyze - improve - control
Language - speech - environmental - and psychological


17. Describe a message board
Websites where users post questions - thoughts and observations - and can reply to other users postings of the same
Competing - accommodating - avoiding - collaborating - and compromising.
The sum of the numbers divided by the total number of values
A measure of the variability of scores from the mean


18. The components of the action learning formula
Polling questions
The process that connects information - education - expertise - and practical application of people in an organization for the purposes of sharing and access.
Rich data - comparable data across interviews with proper construction of interview protocol - and adds depth to quantative methods
L = P + Q + R. Learning - Programmed instruction - Questioning - Reflection


19. The three levels of problems in systems thinking
Kurt Lewin's forcefield analysis
Mentoring is longer term - and mentors do not have responsibility for participants improvement.
Structures - patterns - events
Questions that check for understanding or test for consensus


20. Change management
The extent to which an instrument represents the program's content
Change is a process not an event. Change management is the process of directing change at each level of an organization.
Self-study guides - job aids - instructor-led materials - technology-delivered training deliverables - assessments
Diagnose the problem - generate alternative actions/behaviors - identify consequences for those actions/behaviors


21. Two influences of great effect on employee motivation
Management - performance
Speed - quantity - quality/accuracy - thoroughness - timeliness
Reality - feasibility - authority - and learning opportunities
Theatre style


22. The five characteristics of every job that influence employee motivation
Engage learner's attention - present materials as input to brain - practice with ideas and skills - review to create new connections and applications
Meta-evaluation
Skill variety - task identity - task significance - autonomy - feedback
Rehersal


23. 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
Request for proposal. A communication from an organization to potential vendors that defines the organizations needs and how to respond to those needs.
Ginzberg's theory
Seels and Glasgow instructional systems design model
Managers are responsible for their own development - executives are responsible for the development of their subordinates - the organization is responsible for providing growth opportunities


24. Four basic components of a process
Inputs - outputs - process controls - and resources.
A variable whose quantification can be broken down into very small units - often called analog (opposed to discrete)
A variable that can have one of two possible values.
An unknown or uncontrolled variable that produces an effect


25. Three tasks for knowledge mapping
Entertainment - interaction - control - usability - and customization
Documentation audit - information system survey - identification of external information sources
Seels and Glasgow instructional systems design model
Chaos is simple systems generating complicated behavior. Complexity is complicated systems generating simple behavior.


26. The facilitation tool that can create just enough tension to get people thinking
Capture attention - reveal trainer's style - raise participant's comfort level - introduce the topic of the presentation.
Silence
Formative evaluation
Growth - exploratory - establishment - maintenance - decline


27. Two guiding principles of displaying quantative data in charts and graphs
Learning Management System. Software that automates administration - tracking - and reporting of learning events (ILT and online).
Scaling and integrity
Questions that check for understanding or test for consensus
Subject-matter expert


28. Levels of listening
A description or design specification for how information should be treated and organized.
Synchrononous occurs at a given time with a live instructor. Asynchronous is self-paced and available at any time.
Passive - active - empathetic - listening for knowledge - listening for clarification
Slides


29. The tool instructors can leverage from WBT to immediately determine a group's understanding of the material
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
Documentation audit - information system survey - identification of external information sources
Polling questions
Determine business impact - improve the design of the learning experience - determine the content's adequacy


30. The type of results produced by quantative methods
Hard data
Upper-left cerebral - lower-left limbic - upper-right cerebral - and lower-right limbic
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
Social contexting - contexting - authority - and concept of time


31. Cordinal data
Learning technologies
Numbers or variables used to rank order a system
Synchrononous occurs at a given time with a live instructor. Asynchronous is self-paced and available at any time.
Conduct a SWOT - establish strategic goals - develop strategies to achieve the strategic goals


32. The tasks involved in the evaluation phase of strategic development
Review strategies - measure performance - take correction action
Two-aix matrixes - flowcharts - dichotomy - graphic models
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
Raw and non-contextual - and can exist in forms usable or not


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

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34. Who is credited with the idea that learning objectives should contain a condition statement - a performance statement - and a criterion statement
To improve performance by systematically developing human expertise through organizational development and training
Visual - Auditory - and Kinestethic
Robert Mager
Cognitivism


35. Median
Simulations
A visual tools used to systematically describe actions/behaviors in a sequential flow - including all the steps and tasks for that process flow.
Return-on-investment ( (Benefits - Costs) / Costs) * 100
The mid-point of the distribution - 50% of the values are above/below this value


36. Four cases when a trainer should not use a chart pack
Identify business goals - clarify those goals - determine specificity and measurability of the goals.
Discovery - Dream - Design - and Destiny
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.
Competing - accommodating - avoiding - collaborating - and compromising.


37. The three parts of the problem-solving model
Diagnose the problem - generate alternative actions/behaviors - identify consequences for those actions/behaviors
Pilot tests - technical reviews - production reviews
L = P + Q + R. Learning - Programmed instruction - Questioning - Reflection
Interviews


38. Two theories of motivation for coaching

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39. Skills / knowledge areas that SMEs may lack
Learner self-concept - Learner prior experience - Readiness to learn - Orientation to learning - and Motivation to learn
Adult learning theories - instructional design techniques
Developing employees - motivating employees - deploying employees - aligning people to process to increase performance
Mentoring is longer term - and mentors do not have responsibility for participants improvement.


40. the meaning of significant - in a statistical context
Personal space
In statistics - it means probably true
Facilitation is used to involve participants - and to help them learn from one another.
Adult learning theories - instructional design techniques


41. 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
Experiential learning
Written tests - oral Q&A - performance tests - role plays
When the cause of the problem is a lack of knowledge or skills
Split-half


42. The guidelines Carl Rogers describes as critical elements to remember in adult learning situations
Capture attention - help message to be remembered - establish rapport - build credibility - and build team unity.
Ishikawa - fishbone
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
Bloom's Taxonomy


43. 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
External and environmental influences
Learning organizations - systems thinking
Learning Content Management System. Software that packages courses and learning materials for print - CD-ROM - and electronic publication.
A variable the influences the dependent variable


44. The fifth component of the ASTD HPI model
Pilot tests - technical reviews - production reviews
Solution Implementation
An HTML tag identifying the context of the contents on a website or knowledge base.
Breakeven ( ( Program Costs / Investment ) / ( Benefits / Cash Inflow) )


45. Examples of courseware
Technical competence - people skills - conceptual skills - results - taste - judgment - character
Self-study guides - job aids - instructor-led materials - technology-delivered training deliverables - assessments
Sequence
Convergers - divergers - assimilators - and accommodators


46. Five mistakes managers can make to negatively impact employee motivation
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
Balanced scorecard
Misplacing ownership - misaligning incentives - saving recognition - playing favorites - misspeaking praise
Learning


47. What is the best thing to do first when a client wants a designer to develop a training to improve declining business process
Philosophy of coaching - definition of coaching - standards of ethical coaching conduct - pledge of coaching ethics
- measure - analyze - improve - control
Managers are responsible for their own development - executives are responsible for the development of their subordinates - the organization is responsible for providing growth opportunities
Perform a front-end analysis


48. Tacit knowledge

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49. An assessment done during formation
Pilot tests - technical reviews - production reviews
Formative evaluation
Sequence
A description or design specification for how information should be treated and organized.


50. Confidence interval
Subject-matter expert
Visual - Auditory - and Kinestethic
Management - performance
The expected range of a measurement