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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 kinds of objectives that support the final behavioral outcomes by breaking them down into more manageable chunks
Enabling objectives
Focused on fundamental shifts in how people view themselves - and intentional alterations of beliefs and values about the world and themselves
Seels and Glasgow instructional systems design model
External coaching - internal coaching

2. The questioning technique that seeks to develop critical thinking and creativity
Synchrononous occurs at a given time with a live instructor. Asynchronous is self-paced and available at any time.
Socratic questioning
Rote skills - and prerequisite material
Technical competence - people skills - conceptual skills - results - taste - judgment - character

3. The five stages of D. E. Super's developmental framework
Reality - feasibility - authority - and learning opportunities
Growth - exploratory - establishment - maintenance - decline
Harless' front-end analysis model
Cognitive

4. The second component of the ASTD HPI model
Business needs - performance needs - learning needs - and learner needs
Performance Analysis
Constraints analysis
Ginzberg's theory

5. The four most important skills for a coach
Behavorism
Communication - client motivation - self-management - technical skills
Create a vision - communicate the plan - connect the people - congratulate success
Learning

6. Confidence interval
The expected range of a measurement
Websites where users post questions - thoughts and observations - and can reply to other users postings of the same
Theatre style
Experiential learning

7. Three conditions that warrant multi-rater feedback
Bloom's Taxonomy
Balanced scorecard
Weak manager judgments or experience levels - identified talent shortages - organization culture suports structured programs
Charts - graphs

8. 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
Knowledge - skills - desire - environment - and opportunity
Honesty - fairness - lawfulness - compassion - respect - loyalty - dependability
Electronic Performance Support System. Software that provides just-in-time help - guidance - coaching - or assistance to improve job performance.
Design

9. Three disadvantages of focus groups
Cognitivism
Time and resource intensive - undue influence of vocal member(s) - difficult to facilitate with a single facilitator to encourage participation and take notes
Preparation
Groupthink

10. Two characteristics for any coaching program to succeed
Formative evaluation
Cost or budget - lesson content - learner background and expectations - time available - and facilities/equipment/materials
Objectivity - confidentiality
Communication - client motivation - self-management - technical skills

11. The guidelines Carl Rogers describes as critical elements to remember in adult learning situations
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
High cost - scheduling difficulties - and temporary (unless learners have opportunity to practice)
Learner self-concept - Learner prior experience - Readiness to learn - Orientation to learning - and Motivation to learn
Formative evaluation

12. The method used to identify the efficiency and effectiveness of employees
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
Numbers or variables used to rank order a system
Measures looking at opinions - behaviors - and attributes
Performance audit

13. The seven characteristics of good dialog
Review strategies - measure performance - take correction action
Relevance - inquiry - freedom - connectedness - reception - empowerment - play
Speed - quantity - quality/accuracy - thoroughness - timeliness
The expected range of a measurement

14. What is the primary reason for 360-degree feedback
To aid in career planning
Focused on learning and using new necessary skills through incremental change
Knowledge that has been documented - includes books - manuals - training courses - job aids - software rules - databases - etc.
Cost or budget - lesson content - learner background and expectations - time available - and facilities/equipment/materials

15. The method by which a trainer recognize signs of boredom - disinterest - or lack of understanding
A variable that can have one of two possible values.
A variable whose quantification can be broken down into very small units - often called analog (opposed to discrete)
Cognitive
Observe body language

16. The tasks involved in the implementation phase of strategic development
Self-contained chunk of instructional material
Reliability
The outcome that depends on the independent variable and covariates
Establish short-term objectives - create an action plan to achieve short-term objectives - allocate resources to the objectives - motivate employees to reach the objectives

17. Standard deviation
Something that disrupts the flow of information between source and receiver
A measure of the variability of scores from the mean
Rich data - comparable data across interviews with proper construction of interview protocol - and adds depth to quantative methods
Computer-based training. Any learning event that uses computers as the primary distributions method.

18. BE
An effective - structured way that captures people's learning from an experience.
To improve performance by systematically developing human expertise through organizational development and training
Interviews
Breakeven ( ( Program Costs / Investment ) / ( Benefits / Cash Inflow) )

19. List six categories of HPI solutions
Two-aix matrixes - flowcharts - dichotomy - graphic models
Structure and processes - resources - information - knowledge and skills - motives - and wellness.
Create new hire training - develop behavior-based interview questions - write performance objectives - prepare employees for career progression
Sorting - tabulating - and comparing raw to summarized data

20. The three tasks of business analysis
Conduct a SWOT - establish strategic goals - develop strategies to achieve the strategic goals
Identify business goals - clarify those goals - determine specificity and measurability of the goals.
An HTML tag identifying the context of the contents on a website or knowledge base.
Seels and Glasgow instructional systems design model

21. The third component of the ASTD HPI model
Initiating - planning - executing - controlling - closing
Knowledge in one's personal memory - includes judgment - insights - experience - know-how - personal beliefs - and personal values.
Cause Analysis
Electronic performance support system (EPSS)

22. Information Architecture
Solution Implementation
Robert Mager
A description or design specification for how information should be treated and organized.
Chaos is simple systems generating complicated behavior. Complexity is complicated systems generating simple behavior.

23. The way a person prefers to learn new content
Learning style
Cognitivism
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
A collection of code containing instructions for a computer to perform a specific action

24. The tool instructors can leverage from WBT to immediately determine a group's understanding of the material
Presentation software
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
Polling questions
Identify performance gaps - gains commitment to learning - constructs practice to close gaps - drives application and reflection to improve competence

25. Malcolm Knowles' work tipped the instructional systems design scale. The two ends of that scale
Learner-centered - content-centered
Language - speech - environmental - and psychological
To aid in career planning
Enabling objectives

26. A method used to evaluation organizational effectiveness beyond financial measures
L = P + Q + R. Learning - Programmed instruction - Questioning - Reflection
The outcome that depends on the independent variable and covariates
The minimum time schedule for completing all the tasks in a project with several overlapping or dependent tasks.
Balanced scorecard

27. Five job analysis methods
Interview - survey/questionnaire - observation - focus group - work diary/work log
Presentation software
Questions that stimulate discussion
Scaling and integrity

28. Three learner preferences as defined by the VAK model
Perform a front-end analysis
Audience - Behavior - Condition - and Degree
Current organization climate - available resources
Visual - Auditory - and Kinestethic

29. The diagnostic model that identifies the performance problem cause - based on cause driving solution

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30. Data
Something that disrupts the flow of information between source and receiver
External coaching - internal coaching
Raw and non-contextual - and can exist in forms usable or not
Management - performance

31. Factors that determine fair use
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
Opener - bridge - main body - and close
Reaction
Opportunity-centered

32. Mean
The sum of the numbers divided by the total number of values
Establish scope - create plan - implement plan - monitor/evaluate/revise plan
Diagnose the problem - generate alternative actions/behaviors - identify consequences for those actions/behaviors
Balanced scorecard

33. succession planning
Matching current - usually high-potential employees - with future roles within the company to systematic prepare them for a future role
Balanced scorecard
The extent to which an instrument predicts future results
Monetary impact/ROI

34. Median
Reliability
Measures looking at opinions - behaviors - and attributes
Performance audit
The mid-point of the distribution - 50% of the values are above/below this value

35. Examples of internal factors that influence an organization
Technology - new products - shareholders - financial conditions - system challenges - process challenges - policies
Slides
Monetary impact/ROI
Interview - survey/questionnaire - observation - focus group - work diary/work log

36. The four parts of the International Federation's (ICF) ethical standards
Philosophy of coaching - definition of coaching - standards of ethical coaching conduct - pledge of coaching ethics
Cost-effectiveness - accessibility and application - learner access - and self-direction
Robert Mager
Threat - problem - solution - habit

37. The four components of a learning objective
Design
A measure of the variability of scores from the mean
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
Audience - Behavior - Condition - and Degree

38. RFP
Request for proposal. A communication from an organization to potential vendors that defines the organizations needs and how to respond to those needs.
Identify organizational values - development mission - develop vision - develop value statements
Feedback
Information - feedback

39. The HPI tool used to collect current performance - learner analysis - and business needs
Create new hire training - develop behavior-based interview questions - write performance objectives - prepare employees for career progression
External/organizational scans - identify business needs - identify change initiatives - collect data - analyze data - report on the data - design the change initiative
Interviews
Upper-left cerebral - lower-left limbic - upper-right cerebral - and lower-right limbic

40. The process of giving advice or information from one person to another about the usefulness of an event - process or action
Brainstorming - case studies - and role plays
Feedback
The minimum time schedule for completing all the tasks in a project with several overlapping or dependent tasks.
The mid-point of the distribution - 50% of the values are above/below this value

41. scripting
Time and resource intensive - undue influence of vocal member(s) - difficult to facilitate with a single facilitator to encourage participation and take notes
A collection of code containing instructions for a computer to perform a specific action
Information that combined with understanding enables understanding
Functional context

42. Meta-tag
An HTML tag identifying the context of the contents on a website or knowledge base.
Identify business goals - clarify those goals - determine specificity and measurability of the goals.
Websites where users post questions - thoughts and observations - and can reply to other users postings of the same
Structures - patterns - events

43. The popularizer of the multiple intelligences theory
Knowledge that has been documented - includes books - manuals - training courses - job aids - software rules - databases - etc.
Indicate whether response was correct - explain an incorrect response or clarify a correct response - give instructions on how to proceed
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
Howard Gardner

44. Nominal data
Numbers or variables used to classify a system
Organization - process - and job/performer.
Opportunity-centered
Misplacing ownership - misaligning incentives - saving recognition - playing favorites - misspeaking praise

45. The two management practices similar to complexity theory
Problem - action learning group - emphasis on careful questioning and listening - resolution to take action - commitment to learning - group facilitator/learning coach
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
Matching current - usually high-potential employees - with future roles within the company to systematic prepare them for a future role

46. Skills / knowledge areas that SMEs may lack
High cost - scheduling difficulties - and temporary (unless learners have opportunity to practice)
Capture attention - help message to be remembered - establish rapport - build credibility - and build team unity.
Adult learning theories - instructional design techniques
Information that combined with understanding enables understanding

47. The six steps in a training needs assessment
Mentoring is longer term - and mentors do not have responsibility for participants improvement.
Defining objectives - identifying necessary data - selecting data collection methods - collecting data - analyzing and confirming data - and reporting on the data
Andragogy - time pressures - goal orientation - previous knowledge and experience - relevent content - levels of motivation - and different learning styles
Two-aix matrixes - flowcharts - dichotomy - graphic models

48. The collection of strategies for quickly producing instructional packages
Performance audit
Rapid instructional design (RID)
A collection of code containing instructions for a computer to perform a specific action
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

49. Single-loop learning
Asynchronous
Low frequency - high complexity - high consequence of error - high probability of change in the future
L = P + Q + R. Learning - Programmed instruction - Questioning - Reflection
Focused on learning and using new necessary skills through incremental change

50. Continuous
Structure
A variable whose quantification can be broken down into very small units - often called analog (opposed to discrete)
Learning Content Management System. Software that packages courses and learning materials for print - CD-ROM - and electronic publication.
Harless' front-end analysis model