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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 technique - developed by Georgi Lazanov - that uses the instructional application of stimulating the body and mind at peak efficiency to develop super-learning capabilities
Audience - behavior - condition - and degree
Simulations
Suggestopedia
Behavior

2. Cordinal data
Mentoring is longer term - and mentors do not have responsibility for participants improvement.
Discovery - Dream - Design - and Destiny
Structures - patterns - events
Numbers or variables used to rank order a system

3. Two types of coaching situations that primarily differ on the degree of confidentiality and sensitivity
Analytical - amiable - drivers - expressive
Rehersal
External coaching - internal coaching
Rapid instructional design (RID)

4. 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
Understandable - accurate - functional
Focused on learning and using new necessary skills through incremental change
Silence

5. Level 5 evaluation
Monetary impact/ROI
Focused on learning and using new necessary skills through incremental change
Speed - quantity - quality/accuracy - thoroughness - timeliness
Rapid instructional design (RID)

6. 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
Maslow's hierarchy - McGregor's Theory X and Y of management
Learning Management System. Software that automates administration - tracking - and reporting of learning events (ILT and online).
Create a vision - communicate the plan - connect the people - congratulate success

7. The four characteristics of online communication
Rehersal
Image oriented - interactive - immediate - and intimate.
Observe body language
Learning organizations - systems thinking

8. Three examples of active training techniques
Hypothetical
Brainstorming - case studies - and role plays
Data from archival records - existing records - report - and data
Capture attention - reveal trainer's style - raise participant's comfort level - introduce the topic of the presentation.

9. The method by which a trainer recognize signs of boredom - disinterest - or lack of understanding
Pareto analysis
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.
Performance records - direct observation - supervisor checklists
Observe body language

10. Karl Albrecht's progressive psychological phases of change response
Cost-effectiveness - accessibility and application - learner access - and self-direction
Threat - problem - solution - habit
Learner self-concept - Learner prior experience - Readiness to learn - Orientation to learning - and Motivation to learn
Rapid instructional design (RID)

11. The seven attributes essential for leadership per Warren Bennis
Technical competence - people skills - conceptual skills - results - taste - judgment - character
Identify organizational values - development mission - develop vision - develop value statements
Request for proposal. A communication from an organization to potential vendors that defines the organizations needs and how to respond to those needs.
Performance audit

12. The technique that allows a WLP professional to present material in a professional manner - and keep a class focused on the correct topic
Preparation
Groupthink
Form - storm - norm - perform - and adjourn.
Competing - accommodating - avoiding - collaborating - and compromising.

13. Standard deviation
Identify business goals - clarify those goals - determine specificity and measurability of the goals.
Time and resource intensive - undue influence of vocal member(s) - difficult to facilitate with a single facilitator to encourage participation and take notes
Feedback
A measure of the variability of scores from the mean

14. Examples of collaborative software
Documentation audit - information system survey - identification of external information sources
Skill variety - task identity - task significance - autonomy - feedback
Email - whiteboard - bulletin boards - chat rooms - online presentation tools - WIKIs - Blogs - forums - social sites
A variable that can have one of two possible values.

15. Four characteristics of effective openers

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16. Triple-loop learning
Proxemics
Focused on fundamental shifts in how people view themselves - and intentional alterations of beliefs and values about the world and themselves
An unknown or uncontrolled variable that produces an effect
Reality - feasibility - authority - and learning opportunities

17. Three disadvantages of focus groups
Information - feedback
Capture attention - help message to be remembered - establish rapport - build credibility - and build team unity.
The world is created in conversation
Time and resource intensive - undue influence of vocal member(s) - difficult to facilitate with a single facilitator to encourage participation and take notes

18. The two criteria for a successful training program that must be accounted for by the WLP professional
Current organization climate - available resources
Ishikawa - fishbone
Return-on-investment ( (Benefits - Costs) / Costs) * 100
Audience - Behavior - Condition - and Degree

19. Five job analysis methods
Structures - patterns - events
Interview - survey/questionnaire - observation - focus group - work diary/work log
Learner characteristics like age - educational background - cultural background - learner expectations - and learn motivation to attend
Feedback

20. Four steps to prepare for training delivery
Rich data - comparable data across interviews with proper construction of interview protocol - and adds depth to quantative methods
Gain understanding or learning objectives - learn the materials - practice the delivery - prepare questions to stimulate learning.
Measures of quantity or numbers
Reliability

21. The purpose of workforce planning
Measures of quantity or numbers
Behavior
To improve performance by systematically developing human expertise through organizational development and training
An unknown or uncontrolled variable that produces an effect

22. Three conditions that warrant multi-rater feedback
Weak manager judgments or experience levels - identified talent shortages - organization culture suports structured programs
Engage learner's attention - present materials as input to brain - practice with ideas and skills - review to create new connections and applications
A visual tools used to systematically describe actions/behaviors in a sequential flow - including all the steps and tasks for that process flow.
External coaching - internal coaching

23. The tasks involved in the implementation phase of strategic development
Written tests - oral Q&A - performance tests - role plays
Cognitive
Discovery - Dream - Design - and Destiny
Establish short-term objectives - create an action plan to achieve short-term objectives - allocate resources to the objectives - motivate employees to reach the objectives

24. The three major tasks of analyzing data
Passive - active - empathetic - listening for knowledge - listening for clarification
Performance Analysis
Sorting - tabulating - and comparing raw to summarized data
Capture attention - help message to be remembered - establish rapport - build credibility - and build team unity.

25. The type of learning that E-Learning is outstanding for teaching because it has infinite patience
Audience - behavior - condition - and degree
Cognitive
Rote skills
Weak manager judgments or experience levels - identified talent shortages - organization culture suports structured programs

26. Quantitative
Measures looking at opinions - behaviors - and attributes
Measures of quantity or numbers
Silence
Learning

27. Types of Level 4 instruments
Culture - vision - strategy - and structure
Performance records - direct observation - supervisor checklists
Functional context
Conduct a SWOT - establish strategic goals - develop strategies to achieve the strategic goals

28. Sampling

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29. The four areas measured during a training needs assessment
Capture attention - reveal trainer's style - raise participant's comfort level - introduce the topic of the presentation.
Electronic Performance Support System. Software that provides just-in-time help - guidance - coaching - or assistance to improve job performance.
Business needs - performance needs - learning needs - and learner needs
Questions that stimulate discussion

30. VR
Facilitation is used to involve participants - and to help them learn from one another.
Do not discriminate in any aspect of employment based on disabilities - with reasonable accommodations such as interpreters - reading aids - instructional material modifications - etc.
Slides
Virtual Reality. Computer-based technology that gives the user a realistic - 3-D - interactive experience that engages as many senses as possible.

31. Five mistakes managers can make to negatively impact employee motivation
Review strategies - measure performance - take correction action
Misplacing ownership - misaligning incentives - saving recognition - playing favorites - misspeaking praise
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.
Silence

32. Types of Level 3 instruments
Phone - VoIP - online meetings - email - specialized software
External/organizational scans - identify business needs - identify change initiatives - collect data - analyze data - report on the data - design the change initiative
Action plans - interviews - questionnaires - focus groups - performance contracts
Computer-based training. Any learning event that uses computers as the primary distributions method.

33. Examples of courseware
Solution Selection
Self-study guides - job aids - instructor-led materials - technology-delivered training deliverables - assessments
Evaluation
Identify performance gaps - gains commitment to learning - constructs practice to close gaps - drives application and reflection to improve competence

34. Five technologies that can be used to connect clients to coaches
Structures - patterns - events
Silence
Chat rooms are essentially synchronous (real-time) message boards.
Phone - VoIP - online meetings - email - specialized software

35. The HPI tool that can gather both qualitative and quantitative data
The most frequently occurring value
The process that connects information - education - expertise - and practical application of people in an organization for the purposes of sharing and access.
Information that combined with understanding enables understanding
Surveys

36. The five principles of andragogy
A visual tools used to systematically describe actions/behaviors in a sequential flow - including all the steps and tasks for that process flow.
Reaction
Establish short-term objectives - create an action plan to achieve short-term objectives - allocate resources to the objectives - motivate employees to reach the objectives
Learner self-concept - Learner prior experience - Readiness to learn - Orientation to learning - and Motivation to learn

37. The linear scale use to rate statements and attitudes
Reality - feasibility - authority - and learning opportunities
Numbers or variables used to classify a system
Scaling and integrity
Likert scale

38. Contrast synchronous to asynchronous e-learning
Asynchronous
Synchrononous occurs at a given time with a live instructor. Asynchronous is self-paced and available at any time.
Do not discriminate in any aspect of employment based on disabilities - with reasonable accommodations such as interpreters - reading aids - instructional material modifications - etc.
Subject-matter expert

39. Nominal data
Indicate whether response was correct - explain an incorrect response or clarify a correct response - give instructions on how to proceed
The outcome that depends on the independent variable and covariates
Numbers or variables used to classify a system
Virtual Reality. Computer-based technology that gives the user a realistic - 3-D - interactive experience that engages as many senses as possible.

40. The seven characteristics of good dialog
Performance Analysis
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
A collection of code containing instructions for a computer to perform a specific action

41. Types of synthesis models
Two-aix matrixes - flowcharts - dichotomy - graphic models
Experiencing - publishing - processing - generalizing - and applying
Diagnose the problem - generate alternative actions/behaviors - identify consequences for those actions/behaviors
Capture attention - help message to be remembered - establish rapport - build credibility - and build team unity.

42. What is the primary reason for 360-degree feedback
Discovery - Dream - Design - and Destiny
Theatre style
To aid in career planning
Misplacing ownership - misaligning incentives - saving recognition - playing favorites - misspeaking praise

43. Four tasks typically done in the job analysis
Create new hire training - develop behavior-based interview questions - write performance objectives - prepare employees for career progression
Productivity Environmental Preference Survey (PEPS) - Canfield Learning Style Inventory - and Learning Style Questionnaire
Competing - accommodating - avoiding - collaborating - and compromising.
Self-study guides - job aids - instructor-led materials - technology-delivered training deliverables - assessments

44. The two criteria that learners must demonstrate before leaving performance-based training (PBT)
Central tendency
Two-aix matrixes - flowcharts - dichotomy - graphic models
Simulations
Knowledge - skills

45. EPSS
Electronic Performance Support System. Software that provides just-in-time help - guidance - coaching - or assistance to improve job performance.
Harless' front-end analysis model
Rapid instructional design (RID)
The multiple dependent variables in a study with multiple independent variables

46. Change management
Skill variety - task identity - task significance - autonomy - feedback
Establish scope - create plan - implement plan - monitor/evaluate/revise plan
Opportunity-centered
Change is a process not an event. Change management is the process of directing change at each level of an organization.

47. The factors that are defined during the performance gap analysis
Driving forces - restraining forces - current state - desired state
Facilitation is used to involve participants - and to help them learn from one another.
Rich data - comparable data across interviews with proper construction of interview protocol - and adds depth to quantative methods
Phone - VoIP - online meetings - email - specialized software

48. The theory that matches individual needs to instructional experiences
Balanced scorecard
Opportunity-centered
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.
Virtual Reality. Computer-based technology that gives the user a realistic - 3-D - interactive experience that engages as many senses as possible.

49. 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 new hire training - develop behavior-based interview questions - write performance objectives - prepare employees for career progression
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
Design
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

50. The process that measures if the practitioner measured what they intended to measure
Andragogy - time pressures - goal orientation - previous knowledge and experience - relevent content - levels of motivation - and different learning styles
Validity
Honesty - fairness - lawfulness - compassion - respect - loyalty - dependability
Audience - Behavior - Condition - and Degree