Test your basic knowledge |

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 five elements of learner engagement
Entertainment - interaction - control - usability - and customization
Learning organizations - systems thinking
Engage learner's attention - present materials as input to brain - practice with ideas and skills - review to create new connections and applications
Opportunity-centered

2. Things a forcefield analysis ensures
Information - feedback
Skill variety - task identity - task significance - autonomy - feedback
Separation of place - time - or both among learners - instructors - and learning resources; Interactions are conducted through one or mode media.
No area is overlooked - forces to be used are known - there is time to develop other strategies if the analysis reveals the need

3. The five factors that affect human performance
Identify performance gaps - gains commitment to learning - constructs practice to close gaps - drives application and reflection to improve competence
Knowledge - skills - desire - environment - and opportunity
Data - Information - Knowledge
Performance audit

4. Four benefits of web-based training
Managerial/administrative - supervisory - functional
Analytical - amiable - drivers - expressive
Cost-effectiveness - accessibility and application - learner access - and self-direction
Philosophy of coaching - definition of coaching - standards of ethical coaching conduct - pledge of coaching ethics

5. Two circumstances where e-learning is particularly useful
Harless' front-end analysis model
Rote skills - and prerequisite material
Capture attention - reveal trainer's style - raise participant's comfort level - introduce the topic of the presentation.
Synchrononous occurs at a given time with a live instructor. Asynchronous is self-paced and available at any time.

6. List David Kolk's four learning styles
Scaling and integrity
Groupthink
A variable the influences the dependent variable
Convergers - divergers - assimilators - and accommodators

7. The creator of the theory of three types of learning - knowledge - skills - and attitudes
Validity
Interviews
Benjamin Bloom
Identify organizational values - development mission - develop vision - develop value statements

8. Exercises that include a form of real-life situation that allows participants to practice is called
Competing - accommodating - avoiding - collaborating - and compromising.
Simulations
Matching current - usually high-potential employees - with future roles within the company to systematic prepare them for a future role
Seels and Glasgow instructional systems design model

9. Types of Level 5 instruments
Control groups - management estimates - extant data - external studies
Misplacing ownership - misaligning incentives - saving recognition - playing favorites - misspeaking praise
Low frequency - high complexity - high consequence of error - high probability of change in the future
Opener - bridge - main body - and close

10. The second component of the ASTD HPI model
Performance Analysis
Understandable - accurate - functional
Driving forces - restraining forces - current state - desired state
Return-on-investment ( (Benefits - Costs) / Costs) * 100

11. 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
Questionnaires - follow-up interviews - observation checklists
Surveys
Interview - survey/questionnaire - observation - focus group - work diary/work log

12. Three pitfalls of coaching
Entertainment - interaction - control - usability - and customization
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
Experiential learning
Benjamin Bloom

13. The kinds of objectives that support the final behavioral outcomes by breaking them down into more manageable chunks
Hypothetical
Knowledge that has been documented - includes books - manuals - training courses - job aids - software rules - databases - etc.
Enabling objectives
Pedagogy

14. The method by which a trainer recognize signs of boredom - disinterest - or lack of understanding
Questions that check for understanding or test for consensus
To improve performance by systematically developing human expertise through organizational development and training
Observe body language
Create a vision - communicate the plan - connect the people - congratulate success

15. 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
Passive - active - empathetic - listening for knowledge - listening for clarification
Suggestopedia
Learning Management System. Software that automates administration - tracking - and reporting of learning events (ILT and online).
Return-on-investment ( (Benefits - Costs) / Costs) * 100

16. 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
Change is a process not an event. Change management is the process of directing change at each level of an organization.
Experiential learning
The minimum time schedule for completing all the tasks in a project with several overlapping or dependent tasks.
No area is overlooked - forces to be used are known - there is time to develop other strategies if the analysis reveals the need

17. The two criteria that learners must demonstrate before leaving performance-based training (PBT)
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
Knowledge - skills
Analytical - amiable - drivers - expressive
The mid-point of the distribution - 50% of the values are above/below this value

18. Types of Level 3 instruments
Rote skills
Behavorism
Sequence
Action plans - interviews - questionnaires - focus groups - performance contracts

19. The measure that is defined by mean - median - and mode
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
Central tendency
To systematically plan an organization's future
Rote skills - and prerequisite material

20. Explicit knowledge
Icebreakers do not have to relate to the session materials. Opening exercise introduces the session materials being taught.
Preparation
Knowledge that has been documented - includes books - manuals - training courses - job aids - software rules - databases - etc.
DMAIC methodology - IPO model - flowcharting - evaluation models

21. BCR
Job aids - and EPSS
Benefit-to-cost ratio (Total Benefit / Total Program Cost)
Chat rooms are essentially synchronous (real-time) message boards.
Focused on learning and using new necessary skills through incremental change

22. The technique trainers should use when they want to use the revelation technique
Presentation software
Something that disrupts the flow of information between source and receiver
Separation of place - time - or both among learners - instructors - and learning resources; Interactions are conducted through one or mode media.
Enabling objectives

23. Types of Level 2 instruments
Written tests - oral Q&A - performance tests - role plays
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
The world is created in conversation
The multiple dependent variables in a study with multiple independent variables

24. The five stages of D. E. Super's developmental framework
Speed - quantity - quality/accuracy - thoroughness - timeliness
Silence
Growth - exploratory - establishment - maintenance - decline
Engage learner's attention - present materials as input to brain - practice with ideas and skills - review to create new connections and applications

25. the meaning of significant - in a statistical context
Performance Analysis
In statistics - it means probably true
Determine business impact - improve the design of the learning experience - determine the content's adequacy
Discovery - Dream - Design - and Destiny

26. Steps in Pfeiffer and Jones' experiential learning cycle
Cross-functional - cross-country/international
Gain understanding or learning objectives - learn the materials - practice the delivery - prepare questions to stimulate learning.
Experiencing - publishing - processing - generalizing - and applying
Eager to succeed - open to support - interested in different tactics/methods and trying those out - learning oriented

27. Information Architecture
External coaching - internal coaching
Data from archival records - existing records - report - and data
A description or design specification for how information should be treated and organized.
Separation of place - time - or both among learners - instructors - and learning resources; Interactions are conducted through one or mode media.

28. Three disadvantages of focus groups
Electronic Performance Support System. Software that provides just-in-time help - guidance - coaching - or assistance to improve job performance.
Time and resource intensive - undue influence of vocal member(s) - difficult to facilitate with a single facilitator to encourage participation and take notes
Solution Implementation
Do not discriminate in any aspect of employment based on disabilities - with reasonable accommodations such as interpreters - reading aids - instructional material modifications - etc.

29. Three basic management styles
Dictatorship - anarchy - democracy
Reaction
Meta-evaluation
Social contexting - contexting - authority - and concept of time

30. ROI
Pilot tests - technical reviews - production reviews
Scaling and integrity
Return-on-investment ( (Benefits - Costs) / Costs) * 100
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

31. DMAIC
Feedback
Capture attention - reveal trainer's style - raise participant's comfort level - introduce the topic of the presentation.
Chat rooms are essentially synchronous (real-time) message boards.
- measure - analyze - improve - control

32. The topics of the A-B-C-D training development process
The multiple dependent variables in a study with multiple independent variables
Psychomotor skills
Breakeven ( ( Program Costs / Investment ) / ( Benefits / Cash Inflow) )
Audience - behavior - condition - and degree

33. Five stages of Tuckman's team-maturing model
Self-contained chunk of instructional material
To improve performance by systematically developing human expertise through organizational development and training
Form - storm - norm - perform - and adjourn.
Icebreakers do not have to relate to the session materials. Opening exercise introduces the session materials being taught.

34. Four characteristics of effective openers

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35. Three tasks for knowledge mapping
Robert Mager
Engage learner's attention - present materials as input to brain - practice with ideas and skills - review to create new connections and applications
The multiple dependent variables in a study with multiple independent variables
Documentation audit - information system survey - identification of external information sources

36. Compare/contrast chaos and complexity
Management - performance
An unknown or uncontrolled variable that produces an effect
Chaos is simple systems generating complicated behavior. Complexity is complicated systems generating simple behavior.
Review strategies - measure performance - take correction action

37. The sixth component of the ASTD HPI model
Evaluation
Accelerated Learning
Create new hire training - develop behavior-based interview questions - write performance objectives - prepare employees for career progression
Management - performance

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
Low frequency - high complexity - high consequence of error - high probability of change in the future
Culture - vision - strategy - and structure
Design
Competing - accommodating - avoiding - collaborating - and compromising.

39. The three levels of problems in systems thinking
Polling questions
Initiating - planning - executing - controlling - closing
Cognitivism
Structures - patterns - events

40. The seventh component of the ASTD HPI model
Enabling objectives
Formative evaluation
Change Management
Navigation

41. Three tools for determining learner preferences
Capture attention - help message to be remembered - establish rapport - build credibility - and build team unity.
Myer-Briggs Type Indicator (MBTI) - DiSC personality profile
Data from archival records - existing records - report - and data
Productivity Environmental Preference Survey (PEPS) - Canfield Learning Style Inventory - and Learning Style Questionnaire

42. Software that automates the administration of training
A variable the influences the dependent variable
Constraints analysis
Raw and non-contextual - and can exist in forms usable or not
Learning Management System (LMS)

43. An assessment done during formation
Do not discriminate in any aspect of employment based on disabilities - with reasonable accommodations such as interpreters - reading aids - instructional material modifications - etc.
Formative evaluation
Written tests - oral Q&A - performance tests - role plays
Howard Gardner

44. The four most important skills for a coach
Opener - bridge - main body - and close
Create a vision - communicate the plan - connect the people - congratulate success
Communication - client motivation - self-management - technical skills
Driving forces - restraining forces - current state - desired state

45. The elements of the 4-D cycle
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.
Phone - VoIP - online meetings - email - specialized software
Perform a front-end analysis
Discovery - Dream - Design - and Destiny

46. Meta-tag
The mid-point of the distribution - 50% of the values are above/below this value
An HTML tag identifying the context of the contents on a website or knowledge base.
Slides
Myer-Briggs Type Indicator (MBTI) - DiSC personality profile

47. The learning theory that attempts to involve the left and right hemispheres of the brain to make learning more natural
Adult learning theories - instructional design techniques
Accelerated Learning
Written tests - oral Q&A - performance tests - role plays
Questions that check for understanding or test for consensus

48. The tasks involved in the development phase of strategic development
Virtual Reality. Computer-based technology that gives the user a realistic - 3-D - interactive experience that engages as many senses as possible.
Conduct a SWOT - establish strategic goals - develop strategies to achieve the strategic goals
Ginzberg's theory
Reaction

49. The methods learning organizations use to create and foster productive learning
Culture - vision - strategy - and structure
Change is a process not an event. Change management is the process of directing change at each level of an organization.
Honesty - fairness - lawfulness - compassion - respect - loyalty - dependability
An unknown or uncontrolled variable that produces an effect

50. What is an SME
Skill variety - task identity - task significance - autonomy - feedback
Experiential learning
Something that disrupts the flow of information between source and receiver
Subject-matter expert