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 criteria to measure performance after coaching
Speed - quantity - quality/accuracy - thoroughness - timeliness
Validity
Simulations
Extroversion/Introversion - Sensing/Intuition - Thinking/Feeling - Judgment/Perception

2. List seven things that cannot be copyrighted
Control groups - management estimates - extant data - external studies
Ideas - processes - procedures - methods of operation - concepts - principles - and discoveries
Scaling and integrity
Documentation audit - information system survey - identification of external information sources

3. The technique that should account for 50% of the preparation for a presentation
Something that disrupts the flow of information between source and receiver
Developing employees - motivating employees - deploying employees - aligning people to process to increase performance
Synchrononous occurs at a given time with a live instructor. Asynchronous is self-paced and available at any time.
Rehersal

4. Four common mistakes HPI professionals make in selecting - designing - and implementing interventions
Failure to partner - failure to consider culture - failure to manage change - and failure to adapt to the client.
Structure
Create a vision - communicate the plan - connect the people - congratulate success
An HTML tag identifying the context of the contents on a website or knowledge base.

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

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6. Four steps to prepare for training delivery
Gain understanding or learning objectives - learn the materials - practice the delivery - prepare questions to stimulate learning.
Productivity Environmental Preference Survey (PEPS) - Canfield Learning Style Inventory - and Learning Style Questionnaire
The multiple dependent variables in a study with multiple independent variables
Information that combined with understanding enables understanding

7. The HPI tool that can gather both qualitative and quantitative data
Competing - accommodating - avoiding - collaborating - and compromising.
The selection of measurement points which can have a large impact on the research's ability to be generalized
Surveys
Learning Management System. Software that automates administration - tracking - and reporting of learning events (ILT and online).

8. List six categories of HPI solutions
Structure and processes - resources - information - knowledge and skills - motives - and wellness.
Preparation
Theatre style
Identify performance gaps - gains commitment to learning - constructs practice to close gaps - drives application and reflection to improve competence

9. The method where instruction is provided in a self-directed format that is available at all times - even with a facilitator is not online
Technology - new products - shareholders - financial conditions - system challenges - process challenges - policies
Bloom's taxonomy - six sigma - Kepner-Tregoe
Asynchronous
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

10. Single-loop learning
Opportunity-centered
Focused on learning and using new necessary skills through incremental change
Initiating - planning - executing - controlling - closing
Separation of place - time - or both among learners - instructors - and learning resources; Interactions are conducted through one or mode media.

11. Level 3 evaluation
Enabling objectives
Maslow's hierarchy - McGregor's Theory X and Y of management
Visual - Auditory - and Kinestethic
Results

12. The four parts of the International Federation's (ICF) ethical standards
Evaluation
Philosophy of coaching - definition of coaching - standards of ethical coaching conduct - pledge of coaching ethics
Identify performance gaps - gains commitment to learning - constructs practice to close gaps - drives application and reflection to improve competence
Brainstorming - case studies - and role plays

13. 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
A variable in whole number or distinct units (opposed to continuous)
Solution Selection
Long-term process for performance improvement based on 1-on-1 interactions where mentee retains the responsibility for improvement

14. The instrument where participants rate two contrasting ideas or words by circling points on a line
Semantic differential
Capture attention - help message to be remembered - establish rapport - build credibility - and build team unity.
Identify organizational values - development mission - develop vision - develop value statements
Benjamin Bloom

15. Information Architecture
Management - performance
A description or design specification for how information should be treated and organized.
High cost - scheduling difficulties - and temporary (unless learners have opportunity to practice)
Objectivity - confidentiality

16. succession planning
Matching current - usually high-potential employees - with future roles within the company to systematic prepare them for a future role
Monetary impact/ROI
Job analysis
Dictatorship - anarchy - democracy

17. Open questions
Cost or budget - lesson content - learner background and expectations - time available - and facilities/equipment/materials
Socratic questioning
Questions that stimulate discussion
Silence

18. The popularizer of the multiple intelligences theory
Evaluation
Cross-functional - cross-country/international
Job analysis
Howard Gardner

19. The framework developed by Patricia Cross to describe some differences between adult and child learners
Characteristics of adults as learners (CAL) conceptual framework
Disengagement - disidentification - disorientation - and disenchantment.
Threat - problem - solution - habit
The expected range of a measurement

20. Level 5 evaluation
Maslow's hierarchy
Two-aix matrixes - flowcharts - dichotomy - graphic models
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
Monetary impact/ROI

21. The five factors that affect human performance
Structures - patterns - events
Audience - behavior - condition - and degree
Personal space
Knowledge - skills - desire - environment - and opportunity

22. Examples of collaborative software
Learning style
The process that enables organizations to create short reference materials with relevant information by reducing information into codified - categorized - and reusable content.
Characteristics of adults as learners (CAL) conceptual framework
Email - whiteboard - bulletin boards - chat rooms - online presentation tools - WIKIs - Blogs - forums - social sites

23. The process of giving advice or information from one person to another about the usefulness of an event - process or action
Interview - survey/questionnaire - observation - focus group - work diary/work log
Documentation audit - information system survey - identification of external information sources
problem - establish action plan - clarify values - identify alternatives - discover probable outcomes - eliminate alternatives systematically - start action
Feedback

24. The four dimensions of personality per the Myers-Briggs Type Indicator
Brainstorming - case studies - and role plays
Knowledge - skills
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
Extroversion/Introversion - Sensing/Intuition - Thinking/Feeling - Judgment/Perception

25. The type of results produced by quantative methods
The selection of measurement points which can have a large impact on the research's ability to be generalized
Diagnose the problem - generate alternative actions/behaviors - identify consequences for those actions/behaviors
Interview - survey/questionnaire - observation - focus group - work diary/work log
Hard data

26. The three tasks of business analysis
Identify business goals - clarify those goals - determine specificity and measurability of the goals.
The process that connects information - education - expertise - and practical application of people in an organization for the purposes of sharing and access.
Establish scope - create plan - implement plan - monitor/evaluate/revise plan
Measures looking at opinions - behaviors - and attributes

27. Factors that determine fair use
Ishikawa - fishbone
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
Discovery - Dream - Design - and Destiny
Matching current - usually high-potential employees - with future roles within the company to systematic prepare them for a future role

28. The e-Learning techniques allows learners to personally assess what can be learned - the value of the content - and the difficulty of the content
Charts - graphs
Navigation
Long-term process for performance improvement based on 1-on-1 interactions where mentee retains the responsibility for improvement
Questionnaires - follow-up interviews - observation checklists

29. Change management
Job aids - and EPSS
Change is a process not an event. Change management is the process of directing change at each level of an organization.
Polling questions
Interview - survey/questionnaire - observation - focus group - work diary/work log

30. Level 1 evaluation
Reaction
Written tests - oral Q&A - performance tests - role plays
Capture attention - help message to be remembered - establish rapport - build credibility - and build team unity.
Job analysis

31. Two examples of performance support systems
Honesty - fairness - lawfulness - compassion - respect - loyalty - dependability
Time and resource intensive - undue influence of vocal member(s) - difficult to facilitate with a single facilitator to encourage participation and take notes
To aid in career planning
Job aids - and EPSS

32. Types of Level 4 instruments
Performance records - direct observation - supervisor checklists
An effective - structured way that captures people's learning from an experience.
Raw and non-contextual - and can exist in forms usable or not
Defining objectives - identifying necessary data - selecting data collection methods - collecting data - analyzing and confirming data - and reporting on the data

33. Four elements of an effective oral presentation
Opener - bridge - main body - and close
Driving forces - restraining forces - current state - desired state
Preparation
External/organizational scans - identify business needs - identify change initiatives - collect data - analyze data - report on the data - design the change initiative

34. The method used to identify all duties - responsibilities - and tasks that make up a single job function or role
Documentation audit - information system survey - identification of external information sources
Job analysis
Enabling objectives
Review of objective and key points - review participant benefits - call participants to action - ask participants if they have any questions.

35. The sixth component of the ASTD HPI model
Awareness - modeling - targeted interventions - desensitization - training
Measures looking at opinions - behaviors - and attributes
Polling questions
Evaluation

36. What is the primary reason for 360-degree feedback
Personal space
A visual tools used to systematically describe actions/behaviors in a sequential flow - including all the steps and tasks for that process flow.
Numbers or variables used to classify a system
To aid in career planning

37. Five stages of Tuckman's team-maturing model
Upper-left cerebral - lower-left limbic - upper-right cerebral - and lower-right limbic
Thinking about the whole organization - rather than individuals - and looking primarily at processes
- measure - analyze - improve - control
Form - storm - norm - perform - and adjourn.

38. scripting
Hard data
Indicate whether response was correct - explain an incorrect response or clarify a correct response - give instructions on how to proceed
Threat - problem - solution - habit
A collection of code containing instructions for a computer to perform a specific action

39. Mentoring
Long-term process for performance improvement based on 1-on-1 interactions where mentee retains the responsibility for improvement
Behavorism
Harless' front-end analysis model
Learner-centered - content-centered

40. The three building blocks of knowledge management
Data - Information - Knowledge
Chat rooms are essentially synchronous (real-time) message boards.
External/organizational scans - identify business needs - identify change initiatives - collect data - analyze data - report on the data - design the change initiative
Simulations

41. Types of Level 1 instruments
Suggestopedia
Questionnaires - follow-up interviews - observation checklists
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.
Seels and Glasgow instructional systems design model

42. Describe how facilitation differs from training
Cognitivism
Technology - new products - shareholders - financial conditions - system challenges - process challenges - policies
Facilitation is used to involve participants - and to help them learn from one another.
The minimum time schedule for completing all the tasks in a project with several overlapping or dependent tasks.

43. The HPI tool used to collect current performance - learner analysis - and business needs
Interviews
Silence
Reaction
Entertainment - interaction - control - usability - and customization

44. The seventh component of the ASTD HPI model
Groupthink
Walk towards a participant as they speak
Change Management
Managerial/administrative - supervisory - functional

45. The theory that describes how intelligences reflect how people prefer to process information
The world is created in conversation
Monetary impact/ROI
Learner characteristics like age - educational background - cultural background - learner expectations - and learn motivation to attend
Multiple intelligences theory

46. Three advantages of interviews as a data gathering technique
Rehersal
Extroversion/Introversion - Sensing/Intuition - Thinking/Feeling - Judgment/Perception
Rich data - comparable data across interviews with proper construction of interview protocol - and adds depth to quantative methods
Capture attention - help message to be remembered - establish rapport - build credibility - and build team unity.

47. The purpose of workforce planning
To improve performance by systematically developing human expertise through organizational development and training
Visual - Auditory - and Kinestethic
Experiential learning
Speed - quantity - quality/accuracy - thoroughness - timeliness

48. Four cases when a trainer should not use a chart pack
Walk towards a participant as they speak
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.
Breakeven ( ( Program Costs / Investment ) / ( Benefits / Cash Inflow) )
Problem - action learning group - emphasis on careful questioning and listening - resolution to take action - commitment to learning - group facilitator/learning coach

49. Knowledge Mapping
Robert Mager
Knowledge - skills
Formative evaluation
The process that connects information - education - expertise - and practical application of people in an organization for the purposes of sharing and access.

50. Information Chunking
The process that enables organizations to create short reference materials with relevant information by reducing information into codified - categorized - and reusable content.
When the cause of the problem is a lack of knowledge or skills
Howard Gardner
Organization - process - and job/performer.