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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 three building blocks of knowledge management
Andragogy - time pressures - goal orientation - previous knowledge and experience - relevent content - levels of motivation - and different learning styles
Data - Information - Knowledge
Hard data
Management - performance

2. Two types of job rotations
Communication - client motivation - self-management - technical skills
Cross-functional - cross-country/international
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
Solution Implementation

3. The instructional design model is based on the assumptions that design happens in a context of project management that establishes roles - tasks - timelines - budgets - checkpoints - and supervisory procedures
Formative evaluation
Pedagogy
Seels and Glasgow instructional systems design model
Meta-evaluation

4. Two guiding principles of displaying quantative data in charts and graphs
Speed - quantity - quality/accuracy - thoroughness - timeliness
Scaling and integrity
Theatre style
Benefit-to-cost ratio (Total Benefit / Total Program Cost)

5. The second component of the ASTD HPI model
A variable in whole number or distinct units (opposed to continuous)
Thinking about the whole organization - rather than individuals - and looking primarily at processes
Pilot tests - technical reviews - production reviews
Performance Analysis

6. Levels of listening
Learner characteristics like age - educational background - cultural background - learner expectations - and learn motivation to attend
Evaluation
Passive - active - empathetic - listening for knowledge - listening for clarification
Questionnaires - follow-up interviews - observation checklists

7. The HPI tool that uses the 80/20 rule
Pareto analysis
High cost - scheduling difficulties - and temporary (unless learners have opportunity to practice)
Silence
Learning style

8. List seven principles of adult learning
Rapid instructional design (RID)
Andragogy - time pressures - goal orientation - previous knowledge and experience - relevent content - levels of motivation - and different learning styles
Solution Selection
Review strategies - measure performance - take correction action

9. Information Architecture
Computer-based training. Any learning event that uses computers as the primary distributions method.
A description or design specification for how information should be treated and organized.
Constraints analysis
Structure and processes - resources - information - knowledge and skills - motives - and wellness.

10. Two influences of great effect on employee motivation
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
Weak manager judgments or experience levels - identified talent shortages - organization culture suports structured programs
Convergers - divergers - assimilators - and accommodators
Management - performance

11. Extant
DMAIC methodology - IPO model - flowcharting - evaluation models
Data from archival records - existing records - report - and data
Review strategies - measure performance - take correction action
An HTML tag identifying the context of the contents on a website or knowledge base.

12. The two management practices similar to complexity theory
Learning organizations - systems thinking
An unknown or uncontrolled variable that produces an effect
Observe body language
To aid in career planning

13. Types of synthesis models
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.
Learning Management System. Software that automates administration - tracking - and reporting of learning events (ILT and online).
Structures - patterns - events
Two-aix matrixes - flowcharts - dichotomy - graphic models

14. Steps of managing a change project
Email - whiteboard - bulletin boards - chat rooms - online presentation tools - WIKIs - Blogs - forums - social sites
Eager to succeed - open to support - interested in different tactics/methods and trying those out - learning oriented
Conduct a SWOT - establish strategic goals - develop strategies to achieve the strategic goals
Initiating - planning - executing - controlling - closing

15. The guidelines Carl Rogers describes as critical elements to remember in adult learning situations
Icebreakers do not have to relate to the session materials. Opening exercise introduces the session materials being taught.
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
Observe body language
A description or design specification for how information should be treated and organized.

16. The three tasks of business analysis
Information - feedback
Identify organizational values - development mission - develop vision - develop value statements
Split-half
Identify business goals - clarify those goals - determine specificity and measurability of the goals.

17. The facilitation tool that can create just enough tension to get people thinking
Driving forces - restraining forces - current state - desired state
Business Analysis
Silence
Learning Content Management System. Software that packages courses and learning materials for print - CD-ROM - and electronic publication.

18. Information
Threat - problem - solution - habit
Data that has been given context
Structure
Performance records - direct observation - supervisor checklists

19. List David Kolk's four learning styles
Convergers - divergers - assimilators - and accommodators
Upper-left cerebral - lower-left limbic - upper-right cerebral - and lower-right limbic
External coaching - internal coaching
Seels and Glasgow instructional systems design model

20. The tasks involved in the development phase of strategic development
Conduct a SWOT - establish strategic goals - develop strategies to achieve the strategic goals
Meta-evaluation
Thinking about the whole organization - rather than individuals - and looking primarily at processes
Relevance - inquiry - freedom - connectedness - reception - empowerment - play

21. The process that measures if the practitioner measured what they intended to measure
Validity
Focused on learning and using new necessary skills through incremental change
Knowledge in one's personal memory - includes judgment - insights - experience - know-how - personal beliefs - and personal values.
Slides

22. The two criteria for a successful training program that must be accounted for by the WLP professional
Cost or budget - lesson content - learner background and expectations - time available - and facilities/equipment/materials
Current organization climate - available resources
Pilot tests - technical reviews - production reviews
Convergers - divergers - assimilators - and accommodators

23. The components of the VAK model
Questions that check for understanding or test for consensus
Inputs - outputs - process controls - and resources.
Visual - Auditory - and Kinestethic
Initiating - planning - executing - controlling - closing

24. Three process principles of strategic management development that are likely to remain constant across organizations
Managers are responsible for their own development - executives are responsible for the development of their subordinates - the organization is responsible for providing growth opportunities
Focused on fundamental shifts in how people view themselves - and intentional alterations of beliefs and values about the world and themselves
An effective - structured way that captures people's learning from an experience.
Business Analysis

25. Examples of courseware
Measures looking at opinions - behaviors - and attributes
Knowledge - skills
Self-study guides - job aids - instructor-led materials - technology-delivered training deliverables - assessments
Separation of place - time - or both among learners - instructors - and learning resources; Interactions are conducted through one or mode media.

26. Explicit knowledge
Self-study guides - job aids - instructor-led materials - technology-delivered training deliverables - assessments
Speed - quantity - quality/accuracy - thoroughness - timeliness
Questions that check for understanding or test for consensus
Knowledge that has been documented - includes books - manuals - training courses - job aids - software rules - databases - etc.

27. The six major factors that influence performance in Gilbert's behavior engineering model
Information - resources - incentives/consequences - knowledge and skills - capacity - and motivation.
Data that has been given context
Robert Mager
Request for proposal. A communication from an organization to potential vendors that defines the organizations needs and how to respond to those needs.

28. The theory that matches individual needs to instructional experiences
Objectivity - confidentiality
Identify business goals - clarify those goals - determine specificity and measurability of the goals.
Opportunity-centered
Chaos is simple systems generating complicated behavior. Complexity is complicated systems generating simple behavior.

29. The questioning technique that seeks to develop critical thinking and creativity
The selection of measurement points which can have a large impact on the research's ability to be generalized
Bloom's Taxonomy
The minimum time schedule for completing all the tasks in a project with several overlapping or dependent tasks.
Socratic questioning

30. List six categories of HPI solutions
Psychomotor skills
Structure and processes - resources - information - knowledge and skills - motives - and wellness.
Asynchronous
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

31. The way a person prefers to learn new content
Low frequency - high complexity - high consequence of error - high probability of change in the future
Inputs - outputs - process controls - and resources.
Failure to partner - failure to consider culture - failure to manage change - and failure to adapt to the client.
Learning style

32. The technique trainers should use when they want to use the revelation technique
Presentation software
Rehersal
The world is created in conversation
Measures looking at opinions - behaviors - and attributes

33. Community of practice
Current organization climate - available resources
A group of people who share a common interest - and are willing to share the experiences of their common interest.
Learner self-concept - Learner prior experience - Readiness to learn - Orientation to learning - and Motivation to learn
Opportunity-centered

34. What does context refer to in designing learning
The extent to which an instrument represents the program's content
Rehersal
Questions that check for understanding or test for consensus
Learner characteristics like age - educational background - cultural background - learner expectations - and learn motivation to attend

35. Two types of personality inventory instruments
The expected range of a measurement
Myer-Briggs Type Indicator (MBTI) - DiSC personality profile
Enabling objectives
Scaling and integrity

36. 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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37. Types of Level 5 instruments
Focused on fundamental shifts in how people view themselves - and intentional alterations of beliefs and values about the world and themselves
Control groups - management estimates - extant data - external studies
Written tests - oral Q&A - performance tests - role plays
The process that connects information - education - expertise - and practical application of people in an organization for the purposes of sharing and access.

38. Change management
Structure
Change is a process not an event. Change management is the process of directing change at each level of an organization.
Visual - Auditory - and Kinestethic
An effective - structured way that captures people's learning from an experience.

39. The two mechanisms the chaos and complexity theory focus on
Communication - client motivation - self-management - technical skills
Indicate whether response was correct - explain an incorrect response or clarify a correct response - give instructions on how to proceed
Information - feedback
Learning Content Management System. Software that packages courses and learning materials for print - CD-ROM - and electronic publication.

40. Four personal social styles per Harvey Robbins
Asynchronous
Analytical - amiable - drivers - expressive
Groupthink
Icebreakers do not have to relate to the session materials. Opening exercise introduces the session materials being taught.

41. The way of learning that stresses experience and reflection - and uses an inductive learning process that takes a learner through five stages: experiencing - publishing - processing - generalizing - and applying
Experiential learning
Focused on learning and using new necessary skills through incremental change
No area is overlooked - forces to be used are known - there is time to develop other strategies if the analysis reveals the need
Data from archival records - existing records - report - and data

42. Four stages of transition through M&As
Identify organizational values - development mission - develop vision - develop value statements
Disengagement - disidentification - disorientation - and disenchantment.
Problem - action learning group - emphasis on careful questioning and listening - resolution to take action - commitment to learning - group facilitator/learning coach
Cause Analysis

43. Four characteristics of highly motivated clients
Eager to succeed - open to support - interested in different tactics/methods and trying those out - learning oriented
Evaluation
Establish short-term objectives - create an action plan to achieve short-term objectives - allocate resources to the objectives - motivate employees to reach the objectives
Learning

44. The seating arrangement is the least conducive to stimulating group discussion
Identify organizational values - development mission - develop vision - develop value statements
Scaling and integrity
Performance audit
Theatre style

45. Three advantages of interviews as a data gathering technique
Create a vision - communicate the plan - connect the people - congratulate success
Rich data - comparable data across interviews with proper construction of interview protocol - and adds depth to quantative methods
Performance Analysis
A variable whose quantification can be broken down into very small units - often called analog (opposed to discrete)

46. The processes performance management is primarily concerned with
Learning style
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
Enabling objectives
Developing employees - motivating employees - deploying employees - aligning people to process to increase performance

47. The framework developed by Patricia Cross to describe some differences between adult and child learners
Characteristics of adults as learners (CAL) conceptual framework
Ishikawa - fishbone
Measures looking at opinions - behaviors - and attributes
Disengagement - disidentification - disorientation - and disenchantment.

48. The method a trainer can use to encourage a participant to continue speaking
A variable that can have one of two possible values.
Developing employees - motivating employees - deploying employees - aligning people to process to increase performance
Walk towards a participant as they speak
Validity

49. Mode
Validity
Learning Management System. Software that automates administration - tracking - and reporting of learning events (ILT and online).
The most frequently occurring value
Learning style

50. Five conflict responses
Data from archival records - existing records - report - and data
Design
Competing - accommodating - avoiding - collaborating - and compromising.
Job analysis