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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. The theory that describes how intelligences reflect how people prefer to process information
Culture - vision - strategy - and structure
Slides
Multiple intelligences theory
Virtual Reality. Computer-based technology that gives the user a realistic - 3-D - interactive experience that engages as many senses as possible.

2. The characteristics of a complex system
Identify performance gaps - gains commitment to learning - constructs practice to close gaps - drives application and reflection to improve competence
Benefit-to-cost ratio (Total Benefit / Total Program Cost)
The mid-point of the distribution - 50% of the values are above/below this value
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

3. Types of Level 1 instruments
Disengagement - disidentification - disorientation - and disenchantment.
Questionnaires - follow-up interviews - observation checklists
Create a vision - communicate the plan - connect the people - congratulate success
To improve performance by systematically developing human expertise through organizational development and training

4. Two guiding principles of displaying quantative data in charts and graphs
Self-contained chunk of instructional material
Meta-evaluation
External/organizational scans - identify business needs - identify change initiatives - collect data - analyze data - report on the data - design the change initiative
Scaling and integrity

5. Median
Myer-Briggs Type Indicator (MBTI) - DiSC personality profile
The mid-point of the distribution - 50% of the values are above/below this value
Upper-left cerebral - lower-left limbic - upper-right cerebral - and lower-right limbic
Validity

6. The first component of the ASTD HPI model
problem - establish action plan - clarify values - identify alternatives - discover probable outcomes - eliminate alternatives systematically - start action
Business Analysis
Managers are responsible for their own development - executives are responsible for the development of their subordinates - the organization is responsible for providing growth opportunities
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

7. The system that uses knowledge - skills - and attitudes (KSAs) to describe three types of learning

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8. Four tools and techniques related to six sigma
DMAIC methodology - IPO model - flowcharting - evaluation models
Learning Management System (LMS)
Groupthink
Create safe haven for learning - create a comfortable environment - encourage participation - facilitate more than lecture.

9. List 10 types of root causes

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10. What is the primary reason for 360-degree feedback
Balanced scorecard
Cost or budget - lesson content - learner background and expectations - time available - and facilities/equipment/materials
Cognitive
To aid in career planning

11. The three major tasks of analyzing data
Chat rooms are essentially synchronous (real-time) message boards.
Sorting - tabulating - and comparing raw to summarized data
Electronic performance support system (EPSS)
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

12. Types of Level 2 instruments
Theatre style
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
Written tests - oral Q&A - performance tests - role plays
Speed - quantity - quality/accuracy - thoroughness - timeliness

13. Types of Level 5 instruments
Learning Content Management System. Software that packages courses and learning materials for print - CD-ROM - and electronic publication.
Request for proposal. A communication from an organization to potential vendors that defines the organizations needs and how to respond to those needs.
Theatre style
Control groups - management estimates - extant data - external studies

14. Two characteristics of distance learning
Change Management
Split-half
Learning Content Management System. Software that packages courses and learning materials for print - CD-ROM - and electronic publication.
Separation of place - time - or both among learners - instructors - and learning resources; Interactions are conducted through one or mode media.

15. A method used to evaluation organizational effectiveness beyond financial measures
A measure of the variability of scores from the mean
Focused on learning and using new necessary skills through incremental change
Balanced scorecard
Proxemics

16. The components of the action learning formula
Honesty - fairness - lawfulness - compassion - respect - loyalty - dependability
L = P + Q + R. Learning - Programmed instruction - Questioning - Reflection
Questions that stimulate discussion
Computer-based training. Any learning event that uses computers as the primary distributions method.

17. The seven characteristics of good dialog
problem - establish action plan - clarify values - identify alternatives - discover probable outcomes - eliminate alternatives systematically - start action
Change Management
Socratic questioning
Relevance - inquiry - freedom - connectedness - reception - empowerment - play

18. Quantitative
Misplacing ownership - misaligning incentives - saving recognition - playing favorites - misspeaking praise
Measures of quantity or numbers
The most frequently occurring value
Return-on-investment ( (Benefits - Costs) / Costs) * 100

19. Covariates
The multiple dependent variables in a study with multiple independent variables
Reality - feasibility - authority - and learning opportunities
Review of objective and key points - review participant benefits - call participants to action - ask participants if they have any questions.
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.

20. List David Kolk's four learning styles
Reliability
The process that enables organizations to create short reference materials with relevant information by reducing information into codified - categorized - and reusable content.
Convergers - divergers - assimilators - and accommodators
Learning

21. Single-loop learning
Focused on learning and using new necessary skills through incremental change
Reality - feasibility - authority - and learning opportunities
Simulations
An unknown or uncontrolled variable that produces an effect

22. Change management
Multiple intelligences theory
Change is a process not an event. Change management is the process of directing change at each level of an organization.
Identify organizational values - development mission - develop vision - develop value statements
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

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

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24. Factors that determine fair use
Likert scale
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
Ishikawa - fishbone
Objectivity - confidentiality

25. Describe noise - in communication theory
Behavior
Something that disrupts the flow of information between source and receiver
Maslow's hierarchy
Passive - active - empathetic - listening for knowledge - listening for clarification

26. Things a forcefield analysis ensures
Psychomotor skills
No area is overlooked - forces to be used are known - there is time to develop other strategies if the analysis reveals the need
Passive - active - empathetic - listening for knowledge - listening for clarification
Capture attention - reveal trainer's style - raise participant's comfort level - introduce the topic of the presentation.

27. The fifth component of the ASTD HPI model
Create a vision - communicate the plan - connect the people - congratulate success
Solution Implementation
Proxemics
Indicate whether response was correct - explain an incorrect response or clarify a correct response - give instructions on how to proceed

28. Four phases of succession planning
Establish scope - create plan - implement plan - monitor/evaluate/revise plan
Accelerated Learning
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
Polling questions

29. The linear scale use to rate statements and attitudes
Two-aix matrixes - flowcharts - dichotomy - graphic models
Audience - behavior - condition - and degree
Feedback
Likert scale

30. The sixth component of the ASTD HPI model
Objectivity - confidentiality
Socratic questioning
Engage learner's attention - present materials as input to brain - practice with ideas and skills - review to create new connections and applications
Evaluation

31. The methods learning organizations use to create and foster productive learning
Enabling objectives
Relevance - inquiry - freedom - connectedness - reception - empowerment - play
Culture - vision - strategy - and structure
Current organization climate - available resources

32. The five elements of learner engagement
Technical competence - people skills - conceptual skills - results - taste - judgment - character
Focused on fundamental shifts in how people view themselves - and intentional alterations of beliefs and values about the world and themselves
Entertainment - interaction - control - usability - and customization
Evaluation

33. The seven steps in Krumboltz's DECIDES model
problem - establish action plan - clarify values - identify alternatives - discover probable outcomes - eliminate alternatives systematically - start action
Philosophy of coaching - definition of coaching - standards of ethical coaching conduct - pledge of coaching ethics
Skill variety - task identity - task significance - autonomy - feedback
Business needs - performance needs - learning needs - and learner needs

34. The term for the relationship of people's positions in space
Navigation
Written tests - oral Q&A - performance tests - role plays
Self-study guides - job aids - instructor-led materials - technology-delivered training deliverables - assessments
Proxemics

35. Standard deviation
Learning
Passive - active - empathetic - listening for knowledge - listening for clarification
A measure of the variability of scores from the mean
An HTML tag identifying the context of the contents on a website or knowledge base.

36. The tool instructors can leverage from WBT to immediately determine a group's understanding of the material
Entertainment - interaction - control - usability - and customization
Information - feedback
To systematically plan an organization's future
Polling questions

37. Critical Path
Thinking about the whole organization - rather than individuals - and looking primarily at processes
A collection of code containing instructions for a computer to perform a specific action
Awareness - modeling - targeted interventions - desensitization - training
The minimum time schedule for completing all the tasks in a project with several overlapping or dependent tasks.

38. learning object
Self-contained chunk of instructional material
Performance records - direct observation - supervisor checklists
Return-on-investment ( (Benefits - Costs) / Costs) * 100
Interview - survey/questionnaire - observation - focus group - work diary/work log

39. The five characteristics of every job that influence employee motivation
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
Skill variety - task identity - task significance - autonomy - feedback
Rote skills
A measure of the variability of scores from the mean

40. Four things a coach does
Gain understanding or learning objectives - learn the materials - practice the delivery - prepare questions to stimulate 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.
Behavorism
Identify performance gaps - gains commitment to learning - constructs practice to close gaps - drives application and reflection to improve competence

41. The fourth component of the ASTD HPI model
Weak manager judgments or experience levels - identified talent shortages - organization culture suports structured programs
Questions that stimulate discussion
A variable that can have one of two possible values.
Solution Selection

42. Qualitative
Learning
A variable that can have one of two possible values.
Measures looking at opinions - behaviors - and attributes
In statistics - it means probably true

43. The six founding principles of systems thinking
Structures - patterns - events
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
To systematically plan an organization's future
Behavorism

44. Three disadvantages of focus groups
Time and resource intensive - undue influence of vocal member(s) - difficult to facilitate with a single facilitator to encourage participation and take notes
Validity
Presentation software
Change Management

45. 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
Inputs - outputs - process controls - and resources.
Management - performance
Preparation

46. Three drawbacks of classroom training
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
Eager to succeed - open to support - interested in different tactics/methods and trying those out - learning oriented
High cost - scheduling difficulties - and temporary (unless learners have opportunity to practice)
Communication - client motivation - self-management - technical skills

47. Closed questions
Relevance - inquiry - freedom - connectedness - reception - empowerment - play
Knowledge in one's personal memory - includes judgment - insights - experience - know-how - personal beliefs - and personal values.
Questions that check for understanding or test for consensus
A description or design specification for how information should be treated and organized.

48. The type of question - often starting with 'what if ...' - that is used to get learners to thinking freely
Driving forces - restraining forces - current state - desired state
Hypothetical
Create a vision - communicate the plan - connect the people - congratulate success
A group of people who share a common interest - and are willing to share the experiences of their common interest.

49. Two types of job rotations
A variable the influences the dependent variable
Capture attention - help message to be remembered - establish rapport - build credibility - and build team unity.
Cross-functional - cross-country/international
Accelerated Learning

50. The ability of the same measurement to produce consistent results over time
Inputs - outputs - process controls - and resources.
Competing - accommodating - avoiding - collaborating - and compromising.
Action plans - interviews - questionnaires - focus groups - performance contracts
Reliability