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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 four dimensions of personality per the Myers-Briggs Type Indicator
Thinking about the whole organization - rather than individuals - and looking primarily at processes
Self-contained chunk of instructional material
Extroversion/Introversion - Sensing/Intuition - Thinking/Feeling - Judgment/Perception
Learning Content Management System. Software that packages courses and learning materials for print - CD-ROM - and electronic publication.

2. Training that related to actual job circumstances
L = P + Q + R. Learning - Programmed instruction - Questioning - Reflection
Kurt Lewin's forcefield analysis
Functional context
Seels and Glasgow instructional systems design model

3. The method a trainer can use to encourage a participant to continue speaking
Psychomotor skills
Walk towards a participant as they speak
The process that enables organizations to create short reference materials with relevant information by reducing information into codified - categorized - and reusable content.
DMAIC methodology - IPO model - flowcharting - evaluation models

4. The steps of a needs analysis
Learning technologies
Information - resources - incentives/consequences - knowledge and skills - capacity - and motivation.
The sum of the numbers divided by the total number of values
External/organizational scans - identify business needs - identify change initiatives - collect data - analyze data - report on the data - design the change initiative

5. The two management practices similar to complexity theory
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
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.
Learning organizations - systems thinking
Accelerated Learning

6. The tell approach to learning - based on the theory that learning occurs through exposure to logically presented information - usually involving lecture
Ginzberg's theory
Learning Management System (LMS)
Cognitivism
Opportunity-centered

7. The type of learning that E-Learning is outstanding for teaching because it has infinite patience
Performance Analysis
Scaling and integrity
Psychomotor skills
Rote skills

8. Cordinal data
Inputs - outputs - process controls - and resources.
Numbers or variables used to rank order a system
The multiple dependent variables in a study with multiple independent variables
Questions that check for understanding or test for consensus

9. The purposes of training evaluation

10. Five mistakes managers can make to negatively impact employee motivation
An effective - structured way that captures people's learning from an experience.
Misplacing ownership - misaligning incentives - saving recognition - playing favorites - misspeaking praise
Psychomotor skills
Control groups - management estimates - extant data - external studies

11. The popularizer of the multiple intelligences theory
Howard Gardner
Culture - vision - strategy - and structure
Learner self-concept - Learner prior experience - Readiness to learn - Orientation to learning - and Motivation to learn
Discovery - Dream - Design - and Destiny

12. Four stages of transition through M&As
Kurt Lewin's forcefield analysis
Electronic performance support system (EPSS)
External and environmental influences
Disengagement - disidentification - disorientation - and disenchantment.

13. The five stages of D. E. Super's developmental framework
The expected range of a measurement
Cost or budget - lesson content - learner background and expectations - time available - and facilities/equipment/materials
Growth - exploratory - establishment - maintenance - decline
L = P + Q + R. Learning - Programmed instruction - Questioning - Reflection

14. The three levels of problems in systems thinking
Managerial/administrative - supervisory - functional
Solution Implementation
When the cause of the problem is a lack of knowledge or skills
Structures - patterns - events

15. The four characteristics of online communication
Image oriented - interactive - immediate - and intimate.
Validity
Breakeven ( ( Program Costs / Investment ) / ( Benefits / Cash Inflow) )
Ideas - processes - procedures - methods of operation - concepts - principles - and discoveries

16. The method where instruction is provided in a self-directed format that is available at all times - even with a facilitator is not online
Icebreakers do not have to relate to the session materials. Opening exercise introduces the session materials being taught.
Learning Content Management System. Software that packages courses and learning materials for print - CD-ROM - and electronic publication.
Asynchronous
Pareto analysis

17. 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
Seels and Glasgow instructional systems design model
Skill variety - task identity - task significance - autonomy - feedback
Balanced scorecard
Knowledge - skills - desire - environment - and opportunity

18. Knowledge Mapping
Cost-effectiveness - accessibility and application - learner access - and self-direction
The process that connects information - education - expertise - and practical application of people in an organization for the purposes of sharing and access.
Mentoring is longer term - and mentors do not have responsibility for participants improvement.
Information - feedback

19. Types of Level 3 instruments
Observe body language
Performance audit
Action plans - interviews - questionnaires - focus groups - performance contracts
Preparation

20. Four activites to consider when closing a presentation
Harless' front-end analysis model
Brainstorming - case studies - and role plays
Opportunity-centered
Review of objective and key points - review participant benefits - call participants to action - ask participants if they have any questions.

21. The three fundamental principles of HPI
Structure and processes - resources - information - knowledge and skills - motives - and wellness.
HPI uses a results-based - systematic approach - HPI focuses on accomplishments before behavior - Organizations are systems.
Long-term process for performance improvement based on 1-on-1 interactions where mentee retains the responsibility for improvement
Performance records - direct observation - supervisor checklists

22. The learning theory that includes activities like behavioral modeling - simulations - role plays - skill drills - and rewards
Websites where users post questions - thoughts and observations - and can reply to other users postings of the same
The process that connects information - education - expertise - and practical application of people in an organization for the purposes of sharing and access.
Behavorism
Productivity Environmental Preference Survey (PEPS) - Canfield Learning Style Inventory - and Learning Style Questionnaire

23. The philosophy of teaching focusing on the instructor rather than the participant - and is generally used to in reference to teaching children
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.
Bloom's Taxonomy
Email - whiteboard - bulletin boards - chat rooms - online presentation tools - WIKIs - Blogs - forums - social sites
Pedagogy

24. A method used to evaluation organizational effectiveness beyond financial measures
Balanced scorecard
Socratic questioning
Measures of quantity or numbers
HPI uses a results-based - systematic approach - HPI focuses on accomplishments before behavior - Organizations are systems.

25. The learning domain that focuses on the skills and knowledge relating to an activity such as changing a car's oil
Cognitive
Performance records - direct observation - supervisor checklists
Focused on fundamental shifts in how people view themselves - and intentional alterations of beliefs and values about the world and themselves
Misplacing ownership - misaligning incentives - saving recognition - playing favorites - misspeaking praise

26. Steps in Pfeiffer and Jones' experiential learning cycle
Learner-centered - content-centered
Constraints analysis
Experiencing - publishing - processing - generalizing - and applying
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

27. Four tools and techniques related to six sigma
To systematically plan an organization's future
Learner self-concept - Learner prior experience - Readiness to learn - Orientation to learning - and Motivation to learn
DMAIC methodology - IPO model - flowcharting - evaluation models
Identify business goals - clarify those goals - determine specificity and measurability of the goals.

28. The five principles of andragogy
Learner self-concept - Learner prior experience - Readiness to learn - Orientation to learning - and Motivation to learn
Problem - action learning group - emphasis on careful questioning and listening - resolution to take action - commitment to learning - group facilitator/learning coach
Subject-matter expert
The extent to which an instrument predicts future results

29. Two influences of great effect on employee motivation
Capture attention - help message to be remembered - establish rapport - build credibility - and build team unity.
Management - performance
Speed - quantity - quality/accuracy - thoroughness - timeliness
Structure and processes - resources - information - knowledge and skills - motives - and wellness.

30. The five factors that affect human performance
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.
The outcome that depends on the independent variable and covariates
Knowledge - skills - desire - environment - and opportunity
Interviews

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

32. The purpose of an after-action review

33. Compare/contrast chaos and complexity
Two-aix matrixes - flowcharts - dichotomy - graphic models
Chaos is simple systems generating complicated behavior. Complexity is complicated systems generating simple behavior.
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
An HTML tag identifying the context of the contents on a website or knowledge base.

34. Tacit knowledge

35. Confidence interval
Discovery - Dream - Design - and Destiny
The expected range of a measurement
Numbers or variables used to rank order a system
Measures of quantity or numbers

36. Level 3 evaluation
Review strategies - measure performance - take correction action
Results
Benjamin Bloom
Disengagement - disidentification - disorientation - and disenchantment.

37. Four characteristics of highly motivated clients
Problem - action learning group - emphasis on careful questioning and listening - resolution to take action - commitment to learning - group facilitator/learning coach
Eager to succeed - open to support - interested in different tactics/methods and trying those out - learning oriented
Change is a process not an event. Change management is the process of directing change at each level of an organization.
Learning Content Management System. Software that packages courses and learning materials for print - CD-ROM - and electronic publication.

38. Mentoring
Long-term process for performance improvement based on 1-on-1 interactions where mentee retains the responsibility for improvement
Experiencing - publishing - processing - generalizing - and applying
Slides
Cross-functional - cross-country/international

39. The two criteria that learners must demonstrate before leaving performance-based training (PBT)
Design
Knowledge - skills
Productivity Environmental Preference Survey (PEPS) - Canfield Learning Style Inventory - and Learning Style Questionnaire
Speed - quantity - quality/accuracy - thoroughness - timeliness

40. 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
Indicate whether response was correct - explain an incorrect response or clarify a correct response - give instructions on how to proceed
HPI uses a results-based - systematic approach - HPI focuses on accomplishments before behavior - Organizations are systems.
Monetary impact/ROI

41. What is the best thing to do first when a client wants a designer to develop a training to improve declining business process
Diagnose the problem - generate alternative actions/behaviors - identify consequences for those actions/behaviors
Perform a front-end analysis
Extroversion/Introversion - Sensing/Intuition - Thinking/Feeling - Judgment/Perception
Meta-evaluation

42. The seven steps in Krumboltz's DECIDES model
Numbers or variables used to classify a system
Preparation
Behavorism
problem - establish action plan - clarify values - identify alternatives - discover probable outcomes - eliminate alternatives systematically - start action

43. Four barriers to communication during training delivery
Pareto analysis
Language - speech - environmental - and psychological
Identify performance gaps - gains commitment to learning - constructs practice to close gaps - drives application and reflection to improve competence
To improve performance by systematically developing human expertise through organizational development and training

44. Triple-loop learning
Evaluation
Discovery - Dream - Design - and Destiny
Behavior
Focused on fundamental shifts in how people view themselves - and intentional alterations of beliefs and values about the world and themselves

45. The core belief of appreciative inquiry theory
Rehersal
Competing - accommodating - avoiding - collaborating - and compromising.
The world is created in conversation
Misplacing ownership - misaligning incentives - saving recognition - playing favorites - misspeaking praise

46. Types of Level 2 instruments
Written tests - oral Q&A - performance tests - role plays
Initiating - planning - executing - controlling - closing
The extent to which an instrument represents the program's content
Create safe haven for learning - create a comfortable environment - encourage participation - facilitate more than lecture.

47. RFP
Cost-effectiveness - accessibility and application - learner access - and self-direction
Accelerated Learning
Request for proposal. A communication from an organization to potential vendors that defines the organizations needs and how to respond to those needs.
Learning Management System. Software that automates administration - tracking - and reporting of learning events (ILT and online).

48. 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
Terminal objectives
Formulation - Development - Implementation - Evaluation
Performance records - direct observation - supervisor checklists
External and environmental influences

49. Five approaches to facilitate inclusion
Request for proposal. A communication from an organization to potential vendors that defines the organizations needs and how to respond to those needs.
Business Analysis
Formulation - Development - Implementation - Evaluation
Awareness - modeling - targeted interventions - desensitization - training

50. Types of formative evaluation
Harless' front-end analysis model
Pilot tests - technical reviews - production reviews
Computer-based training. Any learning event that uses computers as the primary distributions method.
Personal space