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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.
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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 reliability test where one test is split into two shorter ones - by randomly assigning test items to one half or the other
A variable that can have one of two possible values.
Split-half
Seels and Glasgow instructional systems design model
A variable whose quantification can be broken down into very small units - often called analog (opposed to discrete)

2. Discrete
Establish short-term objectives - create an action plan to achieve short-term objectives - allocate resources to the objectives - motivate employees to reach the objectives
Pedagogy
Interviews
A variable in whole number or distinct units (opposed to continuous)

3. The seating arrangement is the least conducive to stimulating group discussion
Results
Accelerated Learning
Weak manager judgments or experience levels - identified talent shortages - organization culture suports structured programs
Theatre style

4. The use of electronic technologies to deliver information and facilitate the development of skills
Data from archival records - existing records - report - and data
Communication - client motivation - self-management - technical skills
Learning technologies
Harless' front-end analysis model

5. The e-Learning techniques allows learners to personally assess what can be learned - the value of the content - and the difficulty of the content
Establish short-term objectives - create an action plan to achieve short-term objectives - allocate resources to the objectives - motivate employees to reach the objectives
Identify business goals - clarify those goals - determine specificity and measurability of the goals.
Developing employees - motivating employees - deploying employees - aligning people to process to increase performance
Navigation

6. The purpose of workforce planning
To improve performance by systematically developing human expertise through organizational development and training
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
Psychomotor skills
Performance Analysis

7. Contrast mentoring to coaching
Mentoring is longer term - and mentors do not have responsibility for participants improvement.
Email - whiteboard - bulletin boards - chat rooms - online presentation tools - WIKIs - Blogs - forums - social sites
Knowledge in one's personal memory - includes judgment - insights - experience - know-how - personal beliefs - and personal values.
A variable that can have one of two possible values.

8. The second component of the ASTD HPI model
L = P + Q + R. Learning - Programmed instruction - Questioning - Reflection
Low frequency - high complexity - high consequence of error - high probability of change in the future
Rote skills
Performance Analysis

9. The topics of the A-B-C-D training development process
Learner-centered - content-centered
Audience - behavior - condition - and degree
The multiple dependent variables in a study with multiple independent variables
Cause Analysis

10. Four characteristics of effective openers

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11. Three pitfalls of coaching
Matching current - usually high-potential employees - with future roles within the company to systematic prepare them for a future role
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
Facilitation is used to involve participants - and to help them learn from one another.
Establish scope - create plan - implement plan - monitor/evaluate/revise plan

12. The tasks involved in the development phase of strategic development
Benjamin Bloom
Conduct a SWOT - establish strategic goals - develop strategies to achieve the strategic goals
Accelerated Learning
External/organizational scans - identify business needs - identify change initiatives - collect data - analyze data - report on the data - design the change initiative

13. The linear scale use to rate statements and attitudes
Driving forces - restraining forces - current state - desired state
Likert scale
Preparation
Job analysis

14. The steps in the outsourcing process
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
Cause Analysis
Psychomotor skills
Initiating - planning - executing - controlling - closing

15. The two primary tools for the visual display of quantitative data
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
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
Managerial/administrative - supervisory - functional
Charts - graphs

16. The three fundamental principles of HPI
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
HPI uses a results-based - systematic approach - HPI focuses on accomplishments before behavior - Organizations are systems.
Audience - Behavior - Condition - and Degree
Silence

17. 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
Hypothetical
High cost - scheduling difficulties - and temporary (unless learners have opportunity to practice)
External and environmental influences
Convergers - divergers - assimilators - and accommodators

18. The processes performance management is primarily concerned with
Rapid instructional design (RID)
Developing employees - motivating employees - deploying employees - aligning people to process to increase performance
Learning technologies
Benjamin Bloom

19. Knowledge Mapping
The process that connects information - education - expertise - and practical application of people in an organization for the purposes of sharing and access.
Rote skills - and prerequisite material
Learning technologies
A measure of the variability of scores from the mean

20. Dependent
The outcome that depends on the independent variable and covariates
Chat rooms are essentially synchronous (real-time) message boards.
To improve performance by systematically developing human expertise through organizational development and training
Learning

21. The seven attributes essential for leadership per Warren Bennis
Form - storm - norm - perform - and adjourn.
A collection of code containing instructions for a computer to perform a specific action
Formative evaluation
Technical competence - people skills - conceptual skills - results - taste - judgment - character

22. Who is credited with the idea that learning objectives should contain a condition statement - a performance statement - and a criterion statement
The world is created in conversation
Robert Mager
Psychomotor skills
Self-study guides - job aids - instructor-led materials - technology-delivered training deliverables - assessments

23. Factors that determine fair use
Raw and non-contextual - and can exist in forms usable or not
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
Identify performance gaps - gains commitment to learning - constructs practice to close gaps - drives application and reflection to improve competence
Performance Analysis

24. The four characteristics of online communication
Structure
Reality - feasibility - authority - and learning opportunities
Image oriented - interactive - immediate - and intimate.
Productivity Environmental Preference Survey (PEPS) - Canfield Learning Style Inventory - and Learning Style Questionnaire

25. The theory that describes a person starting at age 18 - moving from career exploration to a series of events including educational specialization that leads to a career path and a final career commitment

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26. Three basic management styles
Sequence
Performance audit
Andragogy - time pressures - goal orientation - previous knowledge and experience - relevent content - levels of motivation - and different learning styles
Dictatorship - anarchy - democracy

27. Qualitative
Measures looking at opinions - behaviors - and attributes
Computer-based training. Any learning event that uses computers as the primary distributions method.
Job aids - and EPSS
A variable the influences the dependent variable

28. The measure that is defined by mean - median - and mode
Central tendency
To systematically plan an organization's future
L = P + Q + R. Learning - Programmed instruction - Questioning - Reflection
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.

29. 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
The sum of the numbers divided by the total number of values
Knowledge that has been documented - includes books - manuals - training courses - job aids - software rules - databases - etc.
Eager to succeed - open to support - interested in different tactics/methods and trying those out - learning oriented

30. The steps of a needs analysis
External/organizational scans - identify business needs - identify change initiatives - collect data - analyze data - report on the data - design the change initiative
Knowledge - skills
Suggestopedia
Websites where users post questions - thoughts and observations - and can reply to other users postings of the same

31. The learning theory that attempts to involve the left and right hemispheres of the brain to make learning more natural
Accelerated Learning
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.
Knowledge - skills
Questions that check for understanding or test for consensus

32. What is an SME
Dictatorship - anarchy - democracy
Subject-matter expert
Pedagogy
Business Analysis

33. Three advantages of interviews as a data gathering technique
Behavior
Data - Information - Knowledge
Rich data - comparable data across interviews with proper construction of interview protocol - and adds depth to quantative methods
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

34. Three tools for determining learner preferences
An HTML tag identifying the context of the contents on a website or knowledge base.
Split-half
Productivity Environmental Preference Survey (PEPS) - Canfield Learning Style Inventory - and Learning Style Questionnaire
Defining objectives - identifying necessary data - selecting data collection methods - collecting data - analyzing and confirming data - and reporting on the data

35. Predictive validity
The extent to which an instrument predicts future results
Technology - new products - shareholders - financial conditions - system challenges - process challenges - policies
Disengagement - disidentification - disorientation - and disenchantment.
Skill variety - task identity - task significance - autonomy - feedback

36. The purposes of training evaluation

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37. Dichotomous
Functional context
Create a vision - communicate the plan - connect the people - congratulate success
Bloom's taxonomy - six sigma - Kepner-Tregoe
A variable that can have one of two possible values.

38. The other names for a cause-and-effect diagram
Ishikawa - fishbone
Balanced scorecard
Review strategies - measure performance - take correction action
Time and resource intensive - undue influence of vocal member(s) - difficult to facilitate with a single facilitator to encourage participation and take notes

39. Training that related to actual job circumstances
Learning technologies
Functional context
Howard Gardner
Chaos is simple systems generating complicated behavior. Complexity is complicated systems generating simple behavior.

40. The two management practices similar to complexity theory
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 rank order a system
High cost - scheduling difficulties - and temporary (unless learners have opportunity to practice)
Learning organizations - systems thinking

41. The tell approach to learning - based on the theory that learning occurs through exposure to logically presented information - usually involving lecture
Robert Mager
Groupthink
Knowledge in one's personal memory - includes judgment - insights - experience - know-how - personal beliefs - and personal values.
Cognitivism

42. Median
A variable the influences the dependent variable
The mid-point of the distribution - 50% of the values are above/below this value
Central tendency
Suggestopedia

43. The type of results produced by quantative methods
Ideas - processes - procedures - methods of operation - concepts - principles - and discoveries
Engage learner's attention - present materials as input to brain - practice with ideas and skills - review to create new connections and applications
Developing employees - motivating employees - deploying employees - aligning people to process to increase performance
Hard data

44. Mentoring
Data - Information - Knowledge
Simulations
The process that connects information - education - expertise - and practical application of people in an organization for the purposes of sharing and access.
Long-term process for performance improvement based on 1-on-1 interactions where mentee retains the responsibility for improvement

45. EPSS
Maslow's hierarchy
Engage learner's attention - present materials as input to brain - practice with ideas and skills - review to create new connections and applications
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

46. The components of the VAK model
Focused on fundamental changes to thinking patterns and behaviors
External/organizational scans - identify business needs - identify change initiatives - collect data - analyze data - report on the data - design the change initiative
Visual - Auditory - and Kinestethic
Misplacing ownership - misaligning incentives - saving recognition - playing favorites - misspeaking praise

47. The term for the relationship of people's positions in space
Electronic performance support system (EPSS)
Monetary impact/ROI
Learning style
Proxemics

48. 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
Objectivity - confidentiality
Benefit-to-cost ratio (Total Benefit / Total Program Cost)
Communication - client motivation - self-management - technical skills

49. The factors that are defined during the performance gap analysis
Low frequency - high complexity - high consequence of error - high probability of change in the future
Driving forces - restraining forces - current state - desired state
To systematically plan an organization's future
Proxemics

50. Types of Level 2 instruments
Learning Management System (LMS)
Job aids - and EPSS
Behavorism
Written tests - oral Q&A - performance tests - role plays

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