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. Knowledge
In statistics - it means probably true
Charts - graphs
Information that combined with understanding enables understanding
Interview - survey/questionnaire - observation - focus group - work diary/work log


2. succession planning
Identify performance gaps - gains commitment to learning - constructs practice to close gaps - drives application and reflection to improve competence
Solution Implementation
Matching current - usually high-potential employees - with future roles within the company to systematic prepare them for a future role
Evaluation


3. Types of Level 4 instruments
The mid-point of the distribution - 50% of the values are above/below this value
Misplacing ownership - misaligning incentives - saving recognition - playing favorites - misspeaking praise
Questions that check for understanding or test for consensus
Performance records - direct observation - supervisor checklists


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

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5. The tasks involved in the development phase of strategic development
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
Conduct a SWOT - establish strategic goals - develop strategies to achieve the strategic goals
Driving forces - restraining forces - current state - desired state
Central tendency


6. The purpose of strategic planning

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7. LCMS
Preparation
Learning Content Management System. Software that packages courses and learning materials for print - CD-ROM - and electronic publication.
A description or design specification for how information should be treated and organized.
Slides


8. The technique that allows a WLP professional to present material in a professional manner - and keep a class focused on the correct topic
Numbers or variables used to rank order a system
Formulation - Development - Implementation - Evaluation
Self-study guides - job aids - instructor-led materials - technology-delivered training deliverables - assessments
Preparation


9. Four benefits of web-based training
Control groups - management estimates - extant data - external studies
Cost-effectiveness - accessibility and application - learner access - and self-direction
Inputs - outputs - process controls - and resources.
Information that combined with understanding enables understanding


10. When is training the appropriate solution to a performance problem
Formulation - Development - Implementation - Evaluation
A variable in whole number or distinct units (opposed to continuous)
Economic - social - political and legislative - workforce - technological - and competitive.
When the cause of the problem is a lack of knowledge or skills


11. Four tools and techniques related to six sigma
Structure
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
DMAIC methodology - IPO model - flowcharting - evaluation models
External/organizational scans - identify business needs - identify change initiatives - collect data - analyze data - report on the data - design the change initiative


12. RFP
Request for proposal. A communication from an organization to potential vendors that defines the organizations needs and how to respond to those needs.
Long-term process for performance improvement based on 1-on-1 interactions where mentee retains the responsibility for improvement
Self-contained chunk of instructional material
Something that disrupts the flow of information between source and receiver


13. What does proxemics refer to?
Personal space
Technology - new products - shareholders - financial conditions - system challenges - process challenges - policies
Separation of place - time - or both among learners - instructors - and learning resources; Interactions are conducted through one or mode media.
Performance Analysis


14. The analysis that serves as a reality check to identify a project's limiting factors
Theatre style
Constraints analysis
Observe body language
Identify organizational values - development mission - develop vision - develop value statements


15. The use of electronic technologies to deliver information and facilitate the development of skills
Learning technologies
Understandable - accurate - functional
Adult learning theories - instructional design techniques
Low frequency - high complexity - high consequence of error - high probability of change in the future


16. The four quadrants in W.E. (Ned) Herrmann's learning brain model
Upper-left cerebral - lower-left limbic - upper-right cerebral - and lower-right limbic
Engage learner's attention - present materials as input to brain - practice with ideas and skills - review to create new connections and applications
Bloom's Taxonomy
Performance records - direct observation - supervisor checklists


17. Information Chunking
The process that enables organizations to create short reference materials with relevant information by reducing information into codified - categorized - and reusable content.
Inputs - outputs - process controls - and resources.
Managerial/administrative - supervisory - functional
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.


18. The technique that should account for 50% of the preparation for a presentation
Failure to partner - failure to consider culture - failure to manage change - and failure to adapt to the client.
Review of objective and key points - review participant benefits - call participants to action - ask participants if they have any questions.
Rehersal
A variable in whole number or distinct units (opposed to continuous)


19. Four ways to create a learning climate based on Knowles' work
Create safe haven for learning - create a comfortable environment - encourage participation - facilitate more than lecture.
Job analysis
problem - establish action plan - clarify values - identify alternatives - discover probable outcomes - eliminate alternatives systematically - start action
Raw and non-contextual - and can exist in forms usable or not


20. The technique trainers should use when a presentation is formal and should present a professional image
Formative evaluation
Slides
Identify business goals - clarify those goals - determine specificity and measurability of the goals.
Awareness - modeling - targeted interventions - desensitization - training


21. An assessment done during formation
Formative evaluation
Kurt Lewin's forcefield analysis
Technical competence - people skills - conceptual skills - results - taste - judgment - character
Focused on learning and using new necessary skills through incremental change


22. The tasks involved in the implementation phase of strategic development
Establish short-term objectives - create an action plan to achieve short-term objectives - allocate resources to the objectives - motivate employees to reach the objectives
A variable the influences the dependent variable
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
Behavior


23. The reliability test where one test is split into two shorter ones - by randomly assigning test items to one half or the other
Accelerated Learning
Split-half
External/organizational scans - identify business needs - identify change initiatives - collect data - analyze data - report on the data - design the change initiative
Constraints analysis


24. Training that related to actual job circumstances
Identify organizational values - development mission - develop vision - develop value statements
Questions that check for understanding or test for consensus
Functional context
Initiating - planning - executing - controlling - closing


25. Median
Robert Mager
Technology - new products - shareholders - financial conditions - system challenges - process challenges - policies
The mid-point of the distribution - 50% of the values are above/below this value
Presentation software


26. Three advantages of interviews as a data gathering technique
Enabling objectives
Inputs - outputs - process controls - and resources.
Questions that check for understanding or test for consensus
Rich data - comparable data across interviews with proper construction of interview protocol - and adds depth to quantative methods


27. List six external factors that may affect an organization
Charts - graphs
Economic - social - political and legislative - workforce - technological - and competitive.
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
Questions that check for understanding or test for consensus


28. scripting
Learning Management System (LMS)
A collection of code containing instructions for a computer to perform a specific action
Visual - Auditory - and Kinestethic
Suggestopedia


29. The process of giving advice or information from one person to another about the usefulness of an event - process or action
Functional context
Mentoring is longer term - and mentors do not have responsibility for participants improvement.
Control groups - management estimates - extant data - external studies
Feedback


30. List 10 types of root causes

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31. Four stages of accelerated learning

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32. Two theories of motivation for coaching

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33. The term for the relationship of people's positions in space
Proxemics
Virtual Reality. Computer-based technology that gives the user a realistic - 3-D - interactive experience that engages as many senses as possible.
L = P + Q + R. Learning - Programmed instruction - Questioning - Reflection
Learning Management System. Software that automates administration - tracking - and reporting of learning events (ILT and online).


34. Two influences of great effect on employee motivation
Review strategies - measure performance - take correction action
Economic - social - political and legislative - workforce - technological - and competitive.
Measures of quantity or numbers
Management - performance


35. CBT
Computer-based training. Any learning event that uses computers as the primary distributions method.
A variable the influences the dependent variable
L = P + Q + R. Learning - Programmed instruction - Questioning - Reflection
Review strategies - measure performance - take correction action


36. Five conflict responses
Competing - accommodating - avoiding - collaborating - and compromising.
To systematically plan an organization's future
Conduct a SWOT - establish strategic goals - develop strategies to achieve the strategic goals
A variable in whole number or distinct units (opposed to continuous)


37. The guidelines Carl Rogers describes as critical elements to remember in adult learning situations
When the cause of the problem is a lack of knowledge or skills
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
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.
A variable that can have one of two possible values.


38. Level 1 evaluation
Misplacing ownership - misaligning incentives - saving recognition - playing favorites - misspeaking praise
Opener - bridge - main body - and close
Reaction
Structure and processes - resources - information - knowledge and skills - motives - and wellness.


39. Four characteristics of highly motivated clients
Eager to succeed - open to support - interested in different tactics/methods and trying those out - learning oriented
Long-term process for performance improvement based on 1-on-1 interactions where mentee retains the responsibility for improvement
Skill variety - task identity - task significance - autonomy - feedback
Weak manager judgments or experience levels - identified talent shortages - organization culture suports structured programs


40. The type of question - often starting with 'what if ...' - that is used to get learners to thinking freely
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
Passive - active - empathetic - listening for knowledge - listening for clarification
Hypothetical


41. An evaluation of an evaluation
Learner self-concept - Learner prior experience - Readiness to learn - Orientation to learning - and Motivation to learn
Meta-evaluation
The extent to which an instrument represents the program's content
The selection of measurement points which can have a large impact on the research's ability to be generalized


42. The kinds of objectives that support the final behavioral outcomes by breaking them down into more manageable chunks
Electronic Performance Support System. Software that provides just-in-time help - guidance - coaching - or assistance to improve job performance.
Functional context
Culture - vision - strategy - and structure
Enabling objectives


43. The three building blocks of knowledge management
Data - Information - Knowledge
Audience - Behavior - Condition - and Degree
Two-aix matrixes - flowcharts - dichotomy - graphic models
The sum of the numbers divided by the total number of values


44. Two examples of performance support systems
Cause Analysis
Questions that stimulate discussion
Meta-evaluation
Job aids - and EPSS


45. Malcolm Knowles' work tipped the instructional systems design scale. The two ends of that scale
Learner-centered - content-centered
Visual - Auditory - and Kinestethic
Data - Information - Knowledge
A variable the influences the dependent variable


46. Three basic management styles
Data from archival records - existing records - report - and data
A variable the influences the dependent variable
Rote skills - and prerequisite material
Dictatorship - anarchy - democracy


47. Three learner preferences as defined by the VAK model
Weak manager judgments or experience levels - identified talent shortages - organization culture suports structured programs
The process that connects information - education - expertise - and practical application of people in an organization for the purposes of sharing and access.
Objectivity - confidentiality
Visual - Auditory - and Kinestethic


48. The two criteria for a successful training program that must be accounted for by the WLP professional
Current organization climate - available resources
Formative evaluation
The multiple dependent variables in a study with multiple independent variables
Self-study guides - job aids - instructor-led materials - technology-delivered training deliverables - assessments


49. Dichotomous
Silence
Audience - Behavior - Condition - and Degree
Constraints analysis
A variable that can have one of two possible values.


50. The three foundations of action learning

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