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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. Levels of listening
A collection of code containing instructions for a computer to perform a specific action
External coaching - internal coaching
Passive - active - empathetic - listening for knowledge - listening for clarification
Computer-based training. Any learning event that uses computers as the primary distributions method.

2. Two characteristics for any coaching program to succeed
Meta-evaluation
Objectivity - confidentiality
Matching current - usually high-potential employees - with future roles within the company to systematic prepare them for a future role
Problem - action learning group - emphasis on careful questioning and listening - resolution to take action - commitment to learning - group facilitator/learning coach

3. The three fundamental principles of HPI
Benjamin Bloom
Create safe haven for learning - create a comfortable environment - encourage participation - facilitate more than lecture.
Documentation audit - information system survey - identification of external information sources
HPI uses a results-based - systematic approach - HPI focuses on accomplishments before behavior - Organizations are systems.

4. Describe how facilitation differs from training
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
Facilitation is used to involve participants - and to help them learn from one another.
Information - resources - incentives/consequences - knowledge and skills - capacity - and motivation.
Learner characteristics like age - educational background - cultural background - learner expectations - and learn motivation to attend

5. The tasks involved in the evaluation phase of strategic development
The process that enables organizations to create short reference materials with relevant information by reducing information into codified - categorized - and reusable content.
Reality - feasibility - authority - and learning opportunities
Job aids - and EPSS
Review strategies - measure performance - take correction action

6. Skills / knowledge areas that SMEs may lack
Adult learning theories - instructional design techniques
Driving forces - restraining forces - current state - desired state
Interview - survey/questionnaire - observation - focus group - work diary/work log
No area is overlooked - forces to be used are known - there is time to develop other strategies if the analysis reveals the need

7. Four steps to prepare for training delivery
An HTML tag identifying the context of the contents on a website or knowledge base.
Gain understanding or learning objectives - learn the materials - practice the delivery - prepare questions to stimulate learning.
Groupthink
Pilot tests - technical reviews - production reviews

8. The three foundations of action learning

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9. Independent
Questions that check for understanding or test for consensus
Terminal objectives
A variable the influences the dependent variable
Managerial/administrative - supervisory - functional

10. Three process principles of strategic management development that are likely to remain constant across organizations
Economic - social - political and legislative - workforce - technological - and competitive.
Opportunity-centered
Identify organizational values - development mission - develop vision - develop value statements
Managers are responsible for their own development - executives are responsible for the development of their subordinates - the organization is responsible for providing growth opportunities

11. Three criteria for formative evaluation
Brainstorming - case studies - and role plays
Learning Management System. Software that automates administration - tracking - and reporting of learning events (ILT and online).
Engage learner's attention - present materials as input to brain - practice with ideas and skills - review to create new connections and applications
Understandable - accurate - functional

12. List seven principles of adult learning
Performance Analysis
Computer-based training. Any learning event that uses computers as the primary distributions method.
Sequence
Andragogy - time pressures - goal orientation - previous knowledge and experience - relevent content - levels of motivation - and different learning styles

13. The purpose of strategic planning

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14. The measure that is defined by mean - median - and mode
Central tendency
Observe body language
A description or design specification for how information should be treated and organized.
Driving forces - restraining forces - current state - desired state

15. List David Kolk's four learning styles
Convergers - divergers - assimilators - and accommodators
To systematically plan an organization's future
Review of objective and key points - review participant benefits - call participants to action - ask participants if they have any questions.
Behavorism

16. Four common mistakes HPI professionals make in selecting - designing - and implementing interventions
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.
Growth - exploratory - establishment - maintenance - decline
Capture attention - help message to be remembered - establish rapport - build credibility - and build team unity.
Failure to partner - failure to consider culture - failure to manage change - and failure to adapt to the client.

17. The kinds of objectives that support the final behavioral outcomes by breaking them down into more manageable chunks
Speed - quantity - quality/accuracy - thoroughness - timeliness
Andragogy - time pressures - goal orientation - previous knowledge and experience - relevent content - levels of motivation - and different learning styles
Enabling objectives
Adult learning theories - instructional design techniques

18. The theory that describes how intelligences reflect how people prefer to process information
Multiple intelligences theory
Meta-evaluation
Learner characteristics like age - educational background - cultural background - learner expectations - and learn motivation to attend
Job aids - and EPSS

19. Types of Level 5 instruments
The mid-point of the distribution - 50% of the values are above/below this value
Something that disrupts the flow of information between source and receiver
Control groups - management estimates - extant data - external studies
Organization - process - and job/performer.

20. The six founding principles of systems thinking
Disengagement - disidentification - disorientation - and disenchantment.
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
External and environmental influences
Self-contained chunk of instructional material

21. Knowledge
Cognitive
Self-contained chunk of instructional material
Focused on fundamental shifts in how people view themselves - and intentional alterations of beliefs and values about the world and themselves
Information that combined with understanding enables understanding

22. Systems thinking
Thinking about the whole organization - rather than individuals - and looking primarily at processes
Socratic questioning
problem - establish action plan - clarify values - identify alternatives - discover probable outcomes - eliminate alternatives systematically - start action
Cognitivism

23. The HPI tool that uses the 80/20 rule
Pareto analysis
Image oriented - interactive - immediate - and intimate.
Meta-evaluation
Upper-left cerebral - lower-left limbic - upper-right cerebral - and lower-right limbic

24. Five stages of Tuckman's team-maturing model
Form - storm - norm - perform - and adjourn.
Initiating - planning - executing - controlling - closing
Behavior
Performance Analysis

25. The method by which a trainer recognize signs of boredom - disinterest - or lack of understanding
Observe body language
Suggestopedia
Performance records - direct observation - supervisor checklists
A description or design specification for how information should be treated and organized.

26. Mode
Self-contained chunk of instructional material
The most frequently occurring value
Pedagogy
Speed - quantity - quality/accuracy - thoroughness - timeliness

27. The learning theory that attempts to involve the left and right hemispheres of the brain to make learning more natural
Information - feedback
A description or design specification for how information should be treated and organized.
Hard data
Accelerated Learning

28. Three examples of active training techniques
Brainstorming - case studies - and role plays
A group of people who share a common interest - and are willing to share the experiences of their common interest.
Passive - active - empathetic - listening for knowledge - listening for clarification
Upper-left cerebral - lower-left limbic - upper-right cerebral - and lower-right limbic

29. The two primary tools for the visual display of quantitative data
Charts - graphs
Information that combined with understanding enables understanding
Pedagogy
Understandable - accurate - functional

30. The three levels of problems in systems thinking
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
Structures - patterns - events
When the cause of the problem is a lack of knowledge or skills
A collection of code containing instructions for a computer to perform a specific action

31. Two influences of great effect on employee motivation
Pedagogy
Structures - patterns - events
Management - performance
The expected range of a measurement

32. Five mistakes managers can make to negatively impact employee motivation
Relevance - inquiry - freedom - connectedness - reception - empowerment - play
Knowledge that has been documented - includes books - manuals - training courses - job aids - software rules - databases - etc.
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
Misplacing ownership - misaligning incentives - saving recognition - playing favorites - misspeaking praise

33. Training that related to actual job circumstances
Functional context
Understandable - accurate - functional
Speed - quantity - quality/accuracy - thoroughness - timeliness
Create a vision - communicate the plan - connect the people - congratulate success

34. The process that measures if the practitioner measured what they intended to measure
Measures looking at opinions - behaviors - and attributes
Validity
Philosophy of coaching - definition of coaching - standards of ethical coaching conduct - pledge of coaching ethics
Understandable - accurate - functional

35. Dependent
Preparation
Theatre style
Review strategies - measure performance - take correction action
The outcome that depends on the independent variable and covariates

36. Quantitative
Measures of quantity or numbers
Observe body language
Seels and Glasgow instructional systems design model
Websites where users post questions - thoughts and observations - and can reply to other users postings of the same

37. Compare/contrast chaos and complexity
Chaos is simple systems generating complicated behavior. Complexity is complicated systems generating simple behavior.
L = P + Q + R. Learning - Programmed instruction - Questioning - Reflection
An unknown or uncontrolled variable that produces an effect
Balanced scorecard

38. Factors that determine fair use
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
Cause Analysis
Kurt Lewin's forcefield analysis
Data that has been given context

39. 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
Data that has been given context
A variable whose quantification can be broken down into very small units - often called analog (opposed to discrete)
Personal space
Suggestopedia

40. The two criteria for a successful training program that must be accounted for by the WLP professional
High cost - scheduling difficulties - and temporary (unless learners have opportunity to practice)
Current organization climate - available resources
Numbers or variables used to classify a system
Relevance - inquiry - freedom - connectedness - reception - empowerment - play

41. The method a trainer can use to encourage a participant to continue speaking
Managerial/administrative - supervisory - functional
Walk towards a participant as they speak
Psychomotor skills
Data that has been given context

42. The framework developed by Patricia Cross to describe some differences between adult and child learners
Characteristics of adults as learners (CAL) conceptual framework
Self-contained chunk of instructional material
Learning Management System. Software that automates administration - tracking - and reporting of learning events (ILT and online).
Bloom's Taxonomy

43. The purpose of workforce planning
To improve performance by systematically developing human expertise through organizational development and training
Do not discriminate in any aspect of employment based on disabilities - with reasonable accommodations such as interpreters - reading aids - instructional material modifications - etc.
Reaction
Balanced scorecard

44. 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
A group of people who share a common interest - and are willing to share the experiences of their common interest.
Hypothetical
External and environmental influences
Developing employees - motivating employees - deploying employees - aligning people to process to increase performance

45. Level 1 evaluation
Navigation
Behavorism
The minimum time schedule for completing all the tasks in a project with several overlapping or dependent tasks.
Reaction

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

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47. The four quadrants in W.E. (Ned) Herrmann's learning brain model
Results
Upper-left cerebral - lower-left limbic - upper-right cerebral - and lower-right limbic
Request for proposal. A communication from an organization to potential vendors that defines the organizations needs and how to respond to those needs.
problem - establish action plan - clarify values - identify alternatives - discover probable outcomes - eliminate alternatives systematically - start action

48. A computer application that is linked directly to another application to train or guide workers through a task
Form - storm - norm - perform - and adjourn.
Capture attention - help message to be remembered - establish rapport - build credibility - and build team unity.
Charts - graphs
Electronic performance support system (EPSS)

49. A method used to evaluation organizational effectiveness beyond financial measures
Multiple intelligences theory
Balanced scorecard
No area is overlooked - forces to be used are known - there is time to develop other strategies if the analysis reveals the need
Computer-based training. Any learning event that uses computers as the primary distributions method.

50. EPSS
Observe body language
Reality - feasibility - authority - and learning opportunities
Questionnaires - follow-up interviews - observation checklists
Electronic Performance Support System. Software that provides just-in-time help - guidance - coaching - or assistance to improve job performance.

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Certified Professional In Learning And Performance Cplp

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