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Certified Professional In Learning And Performance Cplp

Instructions:

Answer 50 questions in 15 minutes.
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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 components of the action learning formula
L = P + Q + R. Learning - Programmed instruction - Questioning - Reflection
Charts - graphs
Technical competence - people skills - conceptual skills - results - taste - judgment - character
Synchrononous occurs at a given time with a live instructor. Asynchronous is self-paced and available at any time.

2. Covariates
The multiple dependent variables in a study with multiple independent variables
Developing employees - motivating employees - deploying employees - aligning people to process to increase performance
An HTML tag identifying the context of the contents on a website or knowledge base.
Job aids - and EPSS

3. The components of the VAK model
Visual - Auditory - and Kinestethic
Behavior
Learning technologies
Initiating - planning - executing - controlling - closing

4. Four tools and techniques related to six sigma
DMAIC methodology - IPO model - flowcharting - evaluation models
Data - Information - Knowledge
Structures - patterns - events
Performance Analysis

5. The first component of the ASTD HPI model
Business Analysis
- measure - analyze - improve - control
The extent to which an instrument predicts future results
Learner-centered - content-centered

6. The purposes of training evaluation

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7. Knowledge management
Characteristics of adults as learners (CAL) conceptual framework
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
Control groups - management estimates - extant data - external studies
Behavorism

8. Two types of coaching situations that primarily differ on the degree of confidentiality and sensitivity
DMAIC methodology - IPO model - flowcharting - evaluation models
Balanced scorecard
External coaching - internal coaching
To improve performance by systematically developing human expertise through organizational development and training

9. Levels of listening
Phone - VoIP - online meetings - email - specialized software
The extent to which an instrument represents the program's content
Passive - active - empathetic - listening for knowledge - listening for clarification
Robert Mager

10. Things a forcefield analysis ensures
Learner self-concept - Learner prior experience - Readiness to learn - Orientation to learning - and Motivation to learn
No area is overlooked - forces to be used are known - there is time to develop other strategies if the analysis reveals the need
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.
Threat - problem - solution - habit

11. The final behavioral outcomes of a specific instructional event
The sum of the numbers divided by the total number of values
Terminal objectives
Developing employees - motivating employees - deploying employees - aligning people to process to increase performance
Benjamin Bloom

12. Qualitative
Philosophy of coaching - definition of coaching - standards of ethical coaching conduct - pledge of coaching ethics
To aid in career planning
Measures looking at opinions - behaviors - and attributes
Disengagement - disidentification - disorientation - and disenchantment.

13. Types of Level 3 instruments
Action plans - interviews - questionnaires - focus groups - performance contracts
Cross-functional - cross-country/international
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
Psychomotor skills

14. Four characteristics of highly motivated clients
Eager to succeed - open to support - interested in different tactics/methods and trying those out - learning oriented
Understandable - accurate - functional
Phone - VoIP - online meetings - email - specialized software
Honesty - fairness - lawfulness - compassion - respect - loyalty - dependability

15. Types of Level 4 instruments
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
Email - whiteboard - bulletin boards - chat rooms - online presentation tools - WIKIs - Blogs - forums - social sites
A variable the influences the dependent variable
Performance records - direct observation - supervisor checklists

16. Five mistakes managers can make to negatively impact employee motivation
Reality - feasibility - authority - and learning opportunities
Change Management
Convergers - divergers - assimilators - and accommodators
Misplacing ownership - misaligning incentives - saving recognition - playing favorites - misspeaking praise

17. BE
Information - resources - incentives/consequences - knowledge and skills - capacity - and motivation.
Self-contained chunk of instructional material
Breakeven ( ( Program Costs / Investment ) / ( Benefits / Cash Inflow) )
Speed - quantity - quality/accuracy - thoroughness - timeliness

18. Four tasks typically done in the job analysis
Create new hire training - develop behavior-based interview questions - write performance objectives - prepare employees for career progression
Pareto analysis
Learner self-concept - Learner prior experience - Readiness to learn - Orientation to learning - and Motivation to learn
Characteristics of adults as learners (CAL) conceptual framework

19. Confidence interval
Raw and non-contextual - and can exist in forms usable or not
The outcome that depends on the independent variable and covariates
Knowledge that has been documented - includes books - manuals - training courses - job aids - software rules - databases - etc.
The expected range of a measurement

20. succession planning
Information that combined with understanding enables understanding
Ginzberg's theory
Matching current - usually high-potential employees - with future roles within the company to systematic prepare them for a future role
The multiple dependent variables in a study with multiple independent variables

21. The theory that matches individual needs to instructional experiences
To improve performance by systematically developing human expertise through organizational development and training
Opportunity-centered
Bloom's Taxonomy
Synchrononous occurs at a given time with a live instructor. Asynchronous is self-paced and available at any time.

22. The method used to identify all duties - responsibilities - and tasks that make up a single job function or role
Job analysis
Job aids - and EPSS
Visual - Auditory - and Kinestethic
Cognitivism

23. the meaning of significant - in a statistical context
In statistics - it means probably true
Learning Management System (LMS)
Results
Business Analysis

24. Meta-tag
Technical competence - people skills - conceptual skills - results - taste - judgment - character
Enabling objectives
- measure - analyze - improve - control
An HTML tag identifying the context of the contents on a website or knowledge base.

25. Information
Enabling objectives
Data that has been given context
Surveys
Learning

26. Exercises that include a form of real-life situation that allows participants to practice is called
Simulations
The extent to which an instrument represents the program's content
High cost - scheduling difficulties - and temporary (unless learners have opportunity to practice)
Two-aix matrixes - flowcharts - dichotomy - graphic models

27. Four variables that effect how members of a culture think and express themselves
The sum of the numbers divided by the total number of values
Adult learning theories - instructional design techniques
Social contexting - contexting - authority - and concept of time
Something that disrupts the flow of information between source and receiver

28. List 10 types of root causes

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29. Steps of managing a change project
Websites where users post questions - thoughts and observations - and can reply to other users postings of the same
Initiating - planning - executing - controlling - closing
Silence
Knowledge - skills - desire - environment - and opportunity

30. The characteristics of a complex system
Control groups - management estimates - extant data - external studies
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
High cost - scheduling difficulties - and temporary (unless learners have opportunity to practice)
Design

31. The two criteria for a successful training program that must be accounted for by the WLP professional
Problem - action learning group - emphasis on careful questioning and listening - resolution to take action - commitment to learning - group facilitator/learning coach
Current organization climate - available resources
Phone - VoIP - online meetings - email - specialized software
Business needs - performance needs - learning needs - and learner needs

32. Three advantages of interviews as a data gathering technique
Identify organizational values - development mission - develop vision - develop value statements
Electronic Performance Support System. Software that provides just-in-time help - guidance - coaching - or assistance to improve job performance.
Rich data - comparable data across interviews with proper construction of interview protocol - and adds depth to quantative methods
Validity

33. Steps in Pfeiffer and Jones' experiential learning cycle
The minimum time schedule for completing all the tasks in a project with several overlapping or dependent tasks.
Data that has been given context
Matching current - usually high-potential employees - with future roles within the company to systematic prepare them for a future role
Experiencing - publishing - processing - generalizing - and applying

34. Change management
Do not discriminate in any aspect of employment based on disabilities - with reasonable accommodations such as interpreters - reading aids - instructional material modifications - etc.
Change is a process not an event. Change management is the process of directing change at each level of an organization.
Gain understanding or learning objectives - learn the materials - practice the delivery - prepare questions to stimulate learning.
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

35. The two management practices similar to complexity theory
Speed - quantity - quality/accuracy - thoroughness - timeliness
A measure of the variability of scores from the mean
Learning organizations - systems thinking
Behavorism

36. Four personal social styles per Harvey Robbins
Scaling and integrity
Solution Implementation
Analytical - amiable - drivers - expressive
Questions that stimulate discussion

37. An assessment done during formation
Cause Analysis
Formative evaluation
Brainstorming - case studies - and role plays
Cross-functional - cross-country/international

38. The five factors that affect human performance
Learning Management System (LMS)
Data from archival records - existing records - report - and data
Knowledge - skills - desire - environment - and opportunity
A variable that can have one of two possible values.

39. The third component of the ASTD HPI model
Cause Analysis
Pareto analysis
Experiencing - publishing - processing - generalizing - and applying
Reaction

40. Dichotomous
Reaction
Learner self-concept - Learner prior experience - Readiness to learn - Orientation to learning - and Motivation to learn
Self-contained chunk of instructional material
A variable that can have one of two possible values.

41. Examples of courseware
Navigation
problem - establish action plan - clarify values - identify alternatives - discover probable outcomes - eliminate alternatives systematically - start action
Self-study guides - job aids - instructor-led materials - technology-delivered training deliverables - assessments
Speed - quantity - quality/accuracy - thoroughness - timeliness

42. Median
A measure of the variability of scores from the mean
Andragogy - time pressures - goal orientation - previous knowledge and experience - relevent content - levels of motivation - and different learning styles
The mid-point of the distribution - 50% of the values are above/below this value
Hard data

43. Factors that determine fair use
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
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
Phone - VoIP - online meetings - email - specialized software
Weak manager judgments or experience levels - identified talent shortages - organization culture suports structured programs

44. 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 expected range of a measurement
Suggestopedia
Socratic questioning
A measure of the variability of scores from the mean

45. The mode of training for which classroom training is most effective
Learning organizations - systems thinking
Psychomotor skills
Information - feedback
Cost-effectiveness - accessibility and application - learner access - and self-direction

46. Community of practice
Chaos is simple systems generating complicated behavior. Complexity is complicated systems generating simple behavior.
A group of people who share a common interest - and are willing to share the experiences of their common interest.
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
Eager to succeed - open to support - interested in different tactics/methods and trying those out - learning oriented

47. The learning theory that attempts to involve the left and right hemispheres of the brain to make learning more natural
Pilot tests - technical reviews - production reviews
Relevance - inquiry - freedom - connectedness - reception - empowerment - play
Learning Management System (LMS)
Accelerated Learning

48. The method a trainer can use to encourage a participant to continue speaking
problem - establish action plan - clarify values - identify alternatives - discover probable outcomes - eliminate alternatives systematically - start action
Mentoring is longer term - and mentors do not have responsibility for participants improvement.
External coaching - internal coaching
Walk towards a participant as they speak

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

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50. Compare/contrast chaos and complexity
Maslow's hierarchy
Benefit-to-cost ratio (Total Benefit / Total Program Cost)
Chaos is simple systems generating complicated behavior. Complexity is complicated systems generating simple behavior.
A visual tools used to systematically describe actions/behaviors in a sequential flow - including all the steps and tasks for that process flow.

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