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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. Two examples of performance support systems
In statistics - it means probably true
Performance records - direct observation - supervisor checklists
Benefit-to-cost ratio (Total Benefit / Total Program Cost)
Job aids - and EPSS

2. Information
Job analysis
To aid in career planning
Data that has been given context
problem - establish action plan - clarify values - identify alternatives - discover probable outcomes - eliminate alternatives systematically - start action

3. Two influences of great effect on employee motivation
Something that disrupts the flow of information between source and receiver
Psychomotor skills
Low frequency - high complexity - high consequence of error - high probability of change in the future
Management - performance

4. Discrete
Information that combined with understanding enables understanding
A variable in whole number or distinct units (opposed to continuous)
Speed - quantity - quality/accuracy - thoroughness - timeliness
Extroversion/Introversion - Sensing/Intuition - Thinking/Feeling - Judgment/Perception

5. Five job analysis methods
Reality - feasibility - authority - and learning opportunities
Weak manager judgments or experience levels - identified talent shortages - organization culture suports structured programs
Interview - survey/questionnaire - observation - focus group - work diary/work log
An effective - structured way that captures people's learning from an experience.

6. The seven steps in Krumboltz's DECIDES model
Eager to succeed - open to support - interested in different tactics/methods and trying those out - learning oriented
Inputs - outputs - process controls - and resources.
Icebreakers do not have to relate to the session materials. Opening exercise introduces the session materials being taught.
problem - establish action plan - clarify values - identify alternatives - discover probable outcomes - eliminate alternatives systematically - start action

7. Meta-tag
Culture - vision - strategy - and structure
An HTML tag identifying the context of the contents on a website or knowledge base.
Action plans - interviews - questionnaires - focus groups - performance contracts
Presentation software

8. Contrast synchronous to asynchronous e-learning
Enabling objectives
Questionnaires - follow-up interviews - observation checklists
Synchrononous occurs at a given time with a live instructor. Asynchronous is self-paced and available at any time.
No area is overlooked - forces to be used are known - there is time to develop other strategies if the analysis reveals the need

9. The six steps in a training needs assessment
Defining objectives - identifying necessary data - selecting data collection methods - collecting data - analyzing and confirming data - and reporting on the data
Bloom's Taxonomy
Driving forces - restraining forces - current state - desired state
A variable in whole number or distinct units (opposed to continuous)

10. Contrast mentoring to coaching
Cognitive
Mentoring is longer term - and mentors do not have responsibility for participants improvement.
Constraints analysis
Adult learning theories - instructional design techniques

11. EPSS
Image oriented - interactive - immediate - and intimate.
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.
Myer-Briggs Type Indicator (MBTI) - DiSC personality profile
Electronic Performance Support System. Software that provides just-in-time help - guidance - coaching - or assistance to improve job performance.

12. The technique that allows a WLP professional to present material in a professional manner - and keep a class focused on the correct topic
Pareto analysis
Opener - bridge - main body - and close
Preparation
Low frequency - high complexity - high consequence of error - high probability of change in the future

13. The type of learning that E-Learning is outstanding for teaching because it has infinite patience
Rote skills
Knowledge - skills - desire - environment - and opportunity
Skill variety - task identity - task significance - autonomy - feedback
Sequence

14. The purposes of training evaluation

15. DMAIC
Management - performance
Driving forces - restraining forces - current state - desired state
Proxemics
- measure - analyze - improve - control

16. The HPI tool that can gather both qualitative and quantitative data
Surveys
Indicate whether response was correct - explain an incorrect response or clarify a correct response - give instructions on how to proceed
Solution Selection
Visual - Auditory - and Kinestethic

17. The criteria for determining if a project is appropriate for action learning
A measure of the variability of scores from the mean
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
Reality - feasibility - authority - and learning opportunities
Establish scope - create plan - implement plan - monitor/evaluate/revise plan

18. The seven attributes essential for leadership per Warren Bennis
Technical competence - people skills - conceptual skills - results - taste - judgment - character
Email - whiteboard - bulletin boards - chat rooms - online presentation tools - WIKIs - Blogs - forums - social sites
Accelerated Learning
A variable in whole number or distinct units (opposed to continuous)

19. BE
Job aids - and EPSS
Request for proposal. A communication from an organization to potential vendors that defines the organizations needs and how to respond to those needs.
Experiencing - publishing - processing - generalizing - and applying
Breakeven ( ( Program Costs / Investment ) / ( Benefits / Cash Inflow) )

20. Four ways to create a learning climate based on Knowles' work
Separation of place - time - or both among learners - instructors - and learning resources; Interactions are conducted through one or mode media.
Perform a front-end analysis
Managerial/administrative - supervisory - functional
Create safe haven for learning - create a comfortable environment - encourage participation - facilitate more than lecture.

21. The popularizer of the multiple intelligences theory
Howard Gardner
Learning technologies
Performance Analysis
Questions that stimulate discussion

22. Three process principles of strategic management development that are likely to remain constant across organizations
Extroversion/Introversion - Sensing/Intuition - Thinking/Feeling - Judgment/Perception
Managers are responsible for their own development - executives are responsible for the development of their subordinates - the organization is responsible for providing growth opportunities
Silence
External coaching - internal coaching

23. RFP
External coaching - internal coaching
An unknown or uncontrolled variable that produces an effect
Request for proposal. A communication from an organization to potential vendors that defines the organizations needs and how to respond to those needs.
Interviews

24. Types of Level 1 instruments
Action plans - interviews - questionnaires - focus groups - performance contracts
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
Low frequency - high complexity - high consequence of error - high probability of change in the future
Questionnaires - follow-up interviews - observation checklists

25. Things feedback to a learner that answered a question should do
Identify organizational values - development mission - develop vision - develop value statements
Initiating - planning - executing - controlling - closing
Benefit-to-cost ratio (Total Benefit / Total Program Cost)
Indicate whether response was correct - explain an incorrect response or clarify a correct response - give instructions on how to proceed

26. A computer application that is linked directly to another application to train or guide workers through a task
The sum of the numbers divided by the total number of values
Electronic performance support system (EPSS)
Action plans - interviews - questionnaires - focus groups - performance contracts
Enabling objectives

27. The three levels of problems in systems thinking
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.
Phone - VoIP - online meetings - email - specialized software
Results
Structures - patterns - events

28. The four most important skills for a coach
Communication - client motivation - self-management - technical skills
Presentation software
Formative evaluation
Business needs - performance needs - learning needs - and learner needs

29. Skills / knowledge areas that SMEs may lack
Adult learning theories - instructional design techniques
An effective - structured way that captures people's learning from an experience.
To improve performance by systematically developing human expertise through organizational development and training
To systematically plan an organization's future

30. Three drawbacks of classroom training
External and environmental influences
- measure - analyze - improve - control
Myer-Briggs Type Indicator (MBTI) - DiSC personality profile
High cost - scheduling difficulties - and temporary (unless learners have opportunity to practice)

31. The fourth component of the ASTD HPI model
Solution Selection
Presentation software
Navigation
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

32. The five characteristics of every job that influence employee motivation
Skill variety - task identity - task significance - autonomy - feedback
Multiple intelligences theory
Focused on fundamental shifts in how people view themselves - and intentional alterations of beliefs and values about the world and themselves
Data that has been given context

33. Process Map
Bloom's taxonomy - six sigma - Kepner-Tregoe
Silence
The mid-point of the distribution - 50% of the values are above/below this value
A visual tools used to systematically describe actions/behaviors in a sequential flow - including all the steps and tasks for that process flow.

34. Four variables that effect how members of a culture think and express themselves
Social contexting - contexting - authority - and concept of time
Control groups - management estimates - extant data - external studies
L = P + Q + R. Learning - Programmed instruction - Questioning - Reflection
Multiple intelligences theory

35. Steps of managing a change project
Simulations
Focused on fundamental changes to thinking patterns and behaviors
Growth - exploratory - establishment - maintenance - decline
Initiating - planning - executing - controlling - closing

36. Confidence interval
Structures - patterns - events
The expected range of a measurement
Theatre style
Discovery - Dream - Design - and Destiny

37. The four parts of the International Federation's (ICF) ethical standards
The expected range of a measurement
Skill variety - task identity - task significance - autonomy - feedback
Weak manager judgments or experience levels - identified talent shortages - organization culture suports structured programs
Philosophy of coaching - definition of coaching - standards of ethical coaching conduct - pledge of coaching ethics

38. Four tasks typically done in the job analysis
Focused on fundamental shifts in how people view themselves - and intentional alterations of beliefs and values about the world and themselves
Create new hire training - develop behavior-based interview questions - write performance objectives - prepare employees for career progression
The world is created in conversation
Numbers or variables used to classify a system

39. The tasks involved in the evaluation phase of strategic development
Identify performance gaps - gains commitment to learning - constructs practice to close gaps - drives application and reflection to improve competence
Analytical - amiable - drivers - expressive
Review strategies - measure performance - take correction action
Cognitive

40. Sequencing and structure are closely related. What refers to the relationship among skills and topics
Learning technologies
HPI uses a results-based - systematic approach - HPI focuses on accomplishments before behavior - Organizations are systems.
Honesty - fairness - lawfulness - compassion - respect - loyalty - dependability
Structure

41. Two types of personality inventory instruments
Myer-Briggs Type Indicator (MBTI) - DiSC personality profile
Ideas - processes - procedures - methods of operation - concepts - principles - and discoveries
A visual tools used to systematically describe actions/behaviors in a sequential flow - including all the steps and tasks for that process flow.
Learning organizations - systems thinking

42. Five technologies that can be used to connect clients to coaches
Facilitation is used to involve participants - and to help them learn from one another.
Electronic Performance Support System. Software that provides just-in-time help - guidance - coaching - or assistance to improve job performance.
Phone - VoIP - online meetings - email - specialized software
Technology - new products - shareholders - financial conditions - system challenges - process challenges - policies

43. The seating arrangement is the least conducive to stimulating group discussion
When the cause of the problem is a lack of knowledge or skills
Theatre style
Seels and Glasgow instructional systems design model
The process that connects information - education - expertise - and practical application of people in an organization for the purposes of sharing and access.

44. The methods learning organizations use to create and foster productive learning
Subject-matter expert
Numbers or variables used to classify a system
Culture - vision - strategy - and structure
Problem - action learning group - emphasis on careful questioning and listening - resolution to take action - commitment to learning - group facilitator/learning coach

45. The ability of the same measurement to produce consistent results over time
Feedback
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
Hypothetical
Reliability

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

47. The kinds of objectives that support the final behavioral outcomes by breaking them down into more manageable chunks
Establish short-term objectives - create an action plan to achieve short-term objectives - allocate resources to the objectives - motivate employees to reach the objectives
Convergers - divergers - assimilators - and accommodators
Action plans - interviews - questionnaires - focus groups - performance contracts
Enabling objectives

48. The philosophy of teaching focusing on the instructor rather than the participant - and is generally used to in reference to teaching children
The multiple dependent variables in a study with multiple independent variables
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
Information - feedback
Pedagogy

49. The components of the VAK model
Characteristics of adults as learners (CAL) conceptual framework
Passive - active - empathetic - listening for knowledge - listening for clarification
When the cause of the problem is a lack of knowledge or skills
Visual - Auditory - and Kinestethic

50. learning object
Performance records - direct observation - supervisor checklists
Chat rooms are essentially synchronous (real-time) message boards.
Self-contained chunk of instructional material
Howard Gardner