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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. Four common mistakes HPI professionals make in selecting - designing - and implementing interventions
Learning Content Management System. Software that packages courses and learning materials for print - CD-ROM - and electronic publication.
Failure to partner - failure to consider culture - failure to manage change - and failure to adapt to the client.
Documentation audit - information system survey - identification of external information sources
Managers are responsible for their own development - executives are responsible for the development of their subordinates - the organization is responsible for providing growth opportunities

2. The four most important skills for a coach
High cost - scheduling difficulties - and temporary (unless learners have opportunity to practice)
Communication - client motivation - self-management - technical skills
Visual - Auditory - and Kinestethic
Formative evaluation

3. The term for the relationship of people's positions in space
Convergers - divergers - assimilators - and accommodators
To systematically plan an organization's future
Proxemics
Eager to succeed - open to support - interested in different tactics/methods and trying those out - learning oriented

4. The three fundamental principles of HPI
HPI uses a results-based - systematic approach - HPI focuses on accomplishments before behavior - Organizations are systems.
Skill variety - task identity - task significance - autonomy - feedback
Ideas - processes - procedures - methods of operation - concepts - principles - and discoveries
Capture attention - reveal trainer's style - raise participant's comfort level - introduce the topic of the presentation.

5. Karl Albrecht's progressive psychological phases of change response
Technology - new products - shareholders - financial conditions - system challenges - process challenges - policies
Threat - problem - solution - habit
Rote skills - and prerequisite material
L = P + Q + R. Learning - Programmed instruction - Questioning - Reflection

6. The method by which a trainer recognize signs of boredom - disinterest - or lack of understanding
Data that has been given context
Observe body language
The sum of the numbers divided by the total number of values
Rehersal

7. Five job analysis methods
Interview - survey/questionnaire - observation - focus group - work diary/work log
Economic - social - political and legislative - workforce - technological - and competitive.
The multiple dependent variables in a study with multiple independent variables
Semantic differential

8. Tacit knowledge

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9. Three conditions that warrant multi-rater feedback
Managers are responsible for their own development - executives are responsible for the development of their subordinates - the organization is responsible for providing growth opportunities
Weak manager judgments or experience levels - identified talent shortages - organization culture suports structured programs
Numbers or variables used to classify a system
Social contexting - contexting - authority - and concept of time

10. Types of Level 2 instruments
Solution Implementation
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
Threat - problem - solution - habit
Written tests - oral Q&A - performance tests - role plays

11. The purpose of strategic planning

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12. The tasks involved in the implementation phase of strategic development
Learner-centered - content-centered
Walk towards a participant as they speak
Sorting - tabulating - and comparing raw to summarized data
Establish short-term objectives - create an action plan to achieve short-term objectives - allocate resources to the objectives - motivate employees to reach the objectives

13. Two influences of great effect on employee motivation
Cognitivism
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
Interview - survey/questionnaire - observation - focus group - work diary/work log
Management - performance

14. The purpose of workforce planning
Passive - active - empathetic - listening for knowledge - listening for clarification
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
To improve performance by systematically developing human expertise through organizational development and training
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

15. List David Kolk's four learning styles
Hypothetical
Virtual Reality. Computer-based technology that gives the user a realistic - 3-D - interactive experience that engages as many senses as possible.
Convergers - divergers - assimilators - and accommodators
A variable in whole number or distinct units (opposed to continuous)

16. The three levels that - when in harmony - work to optimal performance in the Rummler and Brache's model
Knowledge - skills
Organization - process - and job/performer.
A measure of the variability of scores from the mean
Harless' front-end analysis model

17. Three pitfalls of coaching
Virtual Reality. Computer-based technology that gives the user a realistic - 3-D - interactive experience that engages as many senses as possible.
Economic - social - political and legislative - workforce - technological - and competitive.
Rehersal
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

18. The learning domain that focuses on the skills and knowledge relating to an activity such as changing a car's oil
Cognitive
Knowledge - skills
Understandable - accurate - functional
Information - resources - incentives/consequences - knowledge and skills - capacity - and motivation.

19. The six founding principles of systems thinking
Knowledge that has been documented - includes books - manuals - training courses - job aids - software rules - databases - etc.
Information - feedback
Dictatorship - anarchy - democracy
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

20. The collection of strategies for quickly producing instructional packages
Two-aix matrixes - flowcharts - dichotomy - graphic models
Constraints analysis
Solution Selection
Rapid instructional design (RID)

21. Levels of listening
Passive - active - empathetic - listening for knowledge - listening for clarification
Navigation
Audience - Behavior - Condition - and Degree
Learning Management System. Software that automates administration - tracking - and reporting of learning events (ILT and online).

22. Cordinal data
Create safe haven for learning - create a comfortable environment - encourage participation - facilitate more than lecture.
Failure to partner - failure to consider culture - failure to manage change - and failure to adapt to the client.
Numbers or variables used to rank order a system
Extroversion/Introversion - Sensing/Intuition - Thinking/Feeling - Judgment/Perception

23. DMAIC
- measure - analyze - improve - control
The world is created in conversation
Email - whiteboard - bulletin boards - chat rooms - online presentation tools - WIKIs - Blogs - forums - social sites
Design

24. Steps in Pfeiffer and Jones' experiential learning cycle
Socratic questioning
Experiencing - publishing - processing - generalizing - and applying
Polling questions
Chaos is simple systems generating complicated behavior. Complexity is complicated systems generating simple behavior.

25. Two characteristics for any coaching program to succeed
Objectivity - confidentiality
Job analysis
Chat rooms are essentially synchronous (real-time) message boards.
Facilitation is used to involve participants - and to help them learn from one another.

26. Things feedback to a learner that answered a question should do
Indicate whether response was correct - explain an incorrect response or clarify a correct response - give instructions on how to proceed
Functional context
Harless' front-end analysis model
Learning Management System. Software that automates administration - tracking - and reporting of learning events (ILT and online).

27. 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
The extent to which an instrument represents the program's content
Suggestopedia
The mid-point of the distribution - 50% of the values are above/below this value
Seels and Glasgow instructional systems design model

28. The learning theory that attempts to involve the left and right hemispheres of the brain to make learning more natural
The sum of the numbers divided by the total number of values
Adult learning theories - instructional design techniques
Accelerated Learning
The extent to which an instrument represents the program's content

29. List seven things that cannot be copyrighted
Awareness - modeling - targeted interventions - desensitization - training
Cognitive
Ideas - processes - procedures - methods of operation - concepts - principles - and discoveries
Virtual Reality. Computer-based technology that gives the user a realistic - 3-D - interactive experience that engages as many senses as possible.

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

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31. The three parts of the problem-solving model
Seels and Glasgow instructional systems design model
Chaos is simple systems generating complicated behavior. Complexity is complicated systems generating simple behavior.
Diagnose the problem - generate alternative actions/behaviors - identify consequences for those actions/behaviors
Review of objective and key points - review participant benefits - call participants to action - ask participants if they have any questions.

32. The three foundations of action learning

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33. Process Map
Behavorism
A visual tools used to systematically describe actions/behaviors in a sequential flow - including all the steps and tasks for that process flow.
Howard Gardner
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

34. A computer application that is linked directly to another application to train or guide workers through a task
Productivity Environmental Preference Survey (PEPS) - Canfield Learning Style Inventory - and Learning Style Questionnaire
Cross-functional - cross-country/international
Electronic performance support system (EPSS)
Chaos is simple systems generating complicated behavior. Complexity is complicated systems generating simple behavior.

35. Things a forcefield analysis ensures
Structures - patterns - events
Presentation software
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
No area is overlooked - forces to be used are known - there is time to develop other strategies if the analysis reveals the need

36. Knowledge
Robert Mager
Identify organizational values - development mission - develop vision - develop value statements
Information that combined with understanding enables understanding
Form - storm - norm - perform - and adjourn.

37. Three learner preferences as defined by the VAK model
Measures of quantity or numbers
Visual - Auditory - and Kinestethic
The outcome that depends on the independent variable and covariates
Relevance - inquiry - freedom - connectedness - reception - empowerment - play

38. Two types of personality inventory instruments
Myer-Briggs Type Indicator (MBTI) - DiSC personality profile
Interview - survey/questionnaire - observation - focus group - work diary/work log
External and environmental influences
Philosophy of coaching - definition of coaching - standards of ethical coaching conduct - pledge of coaching ethics

39. Four benefits of web-based training
Cost-effectiveness - accessibility and application - learner access - and self-direction
Icebreakers do not have to relate to the session materials. Opening exercise introduces the session materials being taught.
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

40. EPSS
Determine business impact - improve the design of the learning experience - determine the content's adequacy
Andragogy - time pressures - goal orientation - previous knowledge and experience - relevent content - levels of motivation - and different learning styles
Electronic Performance Support System. Software that provides just-in-time help - guidance - coaching - or assistance to improve job performance.
Mentoring is longer term - and mentors do not have responsibility for participants improvement.

41. The technique that allows a WLP professional to present material in a professional manner - and keep a class focused on the correct topic
Language - speech - environmental - and psychological
Constraints analysis
Preparation
The multiple dependent variables in a study with multiple independent variables

42. LMS
Synchrononous occurs at a given time with a live instructor. Asynchronous is self-paced and available at any time.
Knowledge in one's personal memory - includes judgment - insights - experience - know-how - personal beliefs - and personal values.
Inputs - outputs - process controls - and resources.
Learning Management System. Software that automates administration - tracking - and reporting of learning events (ILT and online).

43. Types of formative evaluation
Bloom's Taxonomy
Pilot tests - technical reviews - production reviews
Social contexting - contexting - authority - and concept of time
Numbers or variables used to classify a system

44. The tool instructors can leverage from WBT to immediately determine a group's understanding of the material
Raw and non-contextual - and can exist in forms usable or not
Action plans - interviews - questionnaires - focus groups - performance contracts
Ginzberg's theory
Polling questions

45. Two examples of performance support systems
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
Job aids - and EPSS
The process that enables organizations to create short reference materials with relevant information by reducing information into codified - categorized - and reusable content.
Asynchronous

46. The six factors an instructional designer must consider before choosing techniques and training materials
External/organizational scans - identify business needs - identify change initiatives - collect data - analyze data - report on the data - design the change initiative
Cost or budget - lesson content - learner background and expectations - time available - and facilities/equipment/materials
Solution Selection
Numbers or variables used to rank order a system

47. The four dimensions of personality per the Myers-Briggs Type Indicator
The extent to which an instrument represents the program's content
Cognitivism
Measures looking at opinions - behaviors - and attributes
Extroversion/Introversion - Sensing/Intuition - Thinking/Feeling - Judgment/Perception

48. The method where instruction is provided in a self-directed format that is available at all times - even with a facilitator is not online
Focused on fundamental shifts in how people view themselves - and intentional alterations of beliefs and values about the world and themselves
The mid-point of the distribution - 50% of the values are above/below this value
Engage learner's attention - present materials as input to brain - practice with ideas and skills - review to create new connections and applications
Asynchronous

49. The tasks involved in the development phase of strategic development
Synchrononous occurs at a given time with a live instructor. Asynchronous is self-paced and available at any time.
Identify organizational values - development mission - develop vision - develop value statements
Something that disrupts the flow of information between source and receiver
Conduct a SWOT - establish strategic goals - develop strategies to achieve the strategic goals

50. The instrument where participants rate two contrasting ideas or words by circling points on a line
To aid in career planning
Balanced scorecard
Problem - action learning group - emphasis on careful questioning and listening - resolution to take action - commitment to learning - group facilitator/learning coach
Semantic differential