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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. Four barriers to communication during training delivery
Inputs - outputs - process controls - and resources.
Language - speech - environmental - and psychological
Establish scope - create plan - implement plan - monitor/evaluate/revise plan
Psychomotor skills

2. Types of Level 1 instruments
Change is a process not an event. Change management is the process of directing change at each level of an organization.
Questionnaires - follow-up interviews - observation checklists
A measure of the variability of scores from the mean
Indicate whether response was correct - explain an incorrect response or clarify a correct response - give instructions on how to proceed

3. The way a person prefers to learn new content
Learning style
Awareness - modeling - targeted interventions - desensitization - training
Culture - vision - strategy - and structure
Facilitation is used to involve participants - and to help them learn from one another.

4. Three disadvantages of focus groups
A visual tools used to systematically describe actions/behaviors in a sequential flow - including all the steps and tasks for that process flow.
Maslow's hierarchy
Time and resource intensive - undue influence of vocal member(s) - difficult to facilitate with a single facilitator to encourage participation and take notes
Facilitation is used to involve participants - and to help them learn from one another.

5. Level 1 evaluation
Knowledge - skills
Management - performance
Reaction
Conduct a SWOT - establish strategic goals - develop strategies to achieve the strategic goals

6. What does context refer to in designing learning
Focused on fundamental shifts in how people view themselves - and intentional alterations of beliefs and values about the world and themselves
The sum of the numbers divided by the total number of values
Identify business goals - clarify those goals - determine specificity and measurability of the goals.
Learner characteristics like age - educational background - cultural background - learner expectations - and learn motivation to attend

7. The theory that matches individual needs to instructional experiences
Split-half
Computer-based training. Any learning event that uses computers as the primary distributions method.
Bloom's taxonomy - six sigma - Kepner-Tregoe
Opportunity-centered

8. The four parts of the International Federation's (ICF) ethical standards
Accelerated Learning
Visual - Auditory - and Kinestethic
Benefit-to-cost ratio (Total Benefit / Total Program Cost)
Philosophy of coaching - definition of coaching - standards of ethical coaching conduct - pledge of coaching ethics

9. Types of Level 4 instruments
Measures of quantity or numbers
Performance records - direct observation - supervisor checklists
Two-aix matrixes - flowcharts - dichotomy - graphic models
Data from archival records - existing records - report - and data

10. Knowledge
The most frequently occurring value
Information that combined with understanding enables understanding
Rich data - comparable data across interviews with proper construction of interview protocol - and adds depth to quantative methods
Feedback

11. The technique that allows a WLP professional to present material in a professional manner - and keep a class focused on the correct topic
Capture attention - help message to be remembered - establish rapport - build credibility - and build team unity.
Design
Preparation
Cost-effectiveness - accessibility and application - learner access - and self-direction

12. The three building blocks of knowledge management
Learning style
The extent to which an instrument predicts future results
Data - Information - Knowledge
A variable whose quantification can be broken down into very small units - often called analog (opposed to discrete)

13. BCR
Benefit-to-cost ratio (Total Benefit / Total Program Cost)
Terminal objectives
Questionnaires - follow-up interviews - observation checklists
Knowledge in one's personal memory - includes judgment - insights - experience - know-how - personal beliefs - and personal values.

14. The requirements of the ADA
Split-half
Do not discriminate in any aspect of employment based on disabilities - with reasonable accommodations such as interpreters - reading aids - instructional material modifications - etc.
Focused on learning and using new necessary skills through incremental change
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

15. The kinds of objectives that support the final behavioral outcomes by breaking them down into more manageable chunks
Computer-based training. Any learning event that uses computers as the primary distributions method.
Enabling objectives
Andragogy - time pressures - goal orientation - previous knowledge and experience - relevent content - levels of motivation - and different learning styles
L = P + Q + R. Learning - Programmed instruction - Questioning - Reflection

16. Two influences of great effect on employee motivation
Management - performance
Do not discriminate in any aspect of employment based on disabilities - with reasonable accommodations such as interpreters - reading aids - instructional material modifications - etc.
Culture - vision - strategy - and structure
Data - Information - Knowledge

17. 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
Navigation
Opener - bridge - main body - and close
Threat - problem - solution - habit

18. Four characteristics of effective openers

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19. Examples of collaborative software
Learning Content Management System. Software that packages courses and learning materials for print - CD-ROM - and electronic publication.
Two-aix matrixes - flowcharts - dichotomy - graphic models
Email - whiteboard - bulletin boards - chat rooms - online presentation tools - WIKIs - Blogs - forums - social sites
Discovery - Dream - Design - and Destiny

20. Four elements of an effective oral presentation
Current organization climate - available resources
Electronic performance support system (EPSS)
Opener - bridge - main body - and close
Cognitivism

21. The three major tasks of analyzing data
Identify performance gaps - gains commitment to learning - constructs practice to close gaps - drives application and reflection to improve competence
The minimum time schedule for completing all the tasks in a project with several overlapping or dependent tasks.
Sorting - tabulating - and comparing raw to summarized data
External and environmental influences

22. EPSS
Electronic Performance Support System. Software that provides just-in-time help - guidance - coaching - or assistance to improve job performance.
Constraints analysis
The outcome that depends on the independent variable and covariates
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.

23. Community of practice
A variable the influences the dependent variable
A group of people who share a common interest - and are willing to share the experiences of their common interest.
An HTML tag identifying the context of the contents on a website or knowledge base.
Job aids - and EPSS

24. Four things a coach does
Enabling objectives
Identify performance gaps - gains commitment to learning - constructs practice to close gaps - drives application and reflection to improve competence
Competing - accommodating - avoiding - collaborating - and compromising.
Speed - quantity - quality/accuracy - thoroughness - timeliness

25. The two mechanisms the chaos and complexity theory focus on
Passive - active - empathetic - listening for knowledge - listening for clarification
The extent to which an instrument represents the program's content
Two-aix matrixes - flowcharts - dichotomy - graphic models
Information - feedback

26. The three foundations of action learning

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27. Four stages of transition through M&As
Disengagement - disidentification - disorientation - and disenchantment.
Audience - Behavior - Condition - and Degree
An HTML tag identifying the context of the contents on a website or knowledge base.
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.

28. 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
Bloom's Taxonomy
Feedback
A visual tools used to systematically describe actions/behaviors in a sequential flow - including all the steps and tasks for that process flow.
External and environmental influences

29. The process of giving advice or information from one person to another about the usefulness of an event - process or action
Something that disrupts the flow of information between source and receiver
Do not discriminate in any aspect of employment based on disabilities - with reasonable accommodations such as interpreters - reading aids - instructional material modifications - etc.
Analytical - amiable - drivers - expressive
Feedback

30. 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
Knowledge - skills - desire - environment - and opportunity
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
Passive - active - empathetic - listening for knowledge - listening for clarification
Experiential learning

31. Two characteristics for any coaching program to succeed
Cost or budget - lesson content - learner background and expectations - time available - and facilities/equipment/materials
Failure to partner - failure to consider culture - failure to manage change - and failure to adapt to the client.
Objectivity - confidentiality
A collection of code containing instructions for a computer to perform a specific action

32. The ability of the same measurement to produce consistent results over time
Reliability
Learning
Kurt Lewin's forcefield analysis
The outcome that depends on the independent variable and covariates

33. The diagnostic model that identifies the performance problem cause - based on cause driving solution

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34. Knowledge management
The process that enables organizations to create short reference materials with relevant information by reducing information into codified - categorized - and reusable content.
Information - resources - incentives/consequences - knowledge and skills - capacity - and motivation.
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
Sequence

35. Three examples of active training techniques
Brainstorming - case studies - and role plays
Management - performance
Time and resource intensive - undue influence of vocal member(s) - difficult to facilitate with a single facilitator to encourage participation and take notes
Entertainment - interaction - control - usability - and customization

36. What is the best thing to do first when a client wants a designer to develop a training to improve declining business process
Chaos is simple systems generating complicated behavior. Complexity is complicated systems generating simple behavior.
Capture attention - reveal trainer's style - raise participant's comfort level - introduce the topic of the presentation.
Create a vision - communicate the plan - connect the people - congratulate success
Perform a front-end analysis

37. Training that related to actual job circumstances
Preparation
Formative evaluation
Action plans - interviews - questionnaires - focus groups - performance contracts
Functional context

38. The analysis that serves as a reality check to identify a project's limiting factors
Formative evaluation
Capture attention - reveal trainer's style - raise participant's comfort level - introduce the topic of the presentation.
Upper-left cerebral - lower-left limbic - upper-right cerebral - and lower-right limbic
Constraints analysis

39. scripting
To aid in career planning
Learner characteristics like age - educational background - cultural background - learner expectations - and learn motivation to attend
Job analysis
A collection of code containing instructions for a computer to perform a specific action

40. Cordinal data
Productivity Environmental Preference Survey (PEPS) - Canfield Learning Style Inventory - and Learning Style Questionnaire
Discovery - Dream - Design - and Destiny
Numbers or variables used to rank order a system
Learner-centered - content-centered

41. Who is credited with the idea that learning objectives should contain a condition statement - a performance statement - and a criterion statement
Performance records - direct observation - supervisor checklists
Robert Mager
The process that connects information - education - expertise - and practical application of people in an organization for the purposes of sharing and access.
Diagnose the problem - generate alternative actions/behaviors - identify consequences for those actions/behaviors

42. The fourth component of the ASTD HPI model
Solution Selection
Learning Content Management System. Software that packages courses and learning materials for print - CD-ROM - and electronic publication.
Formative evaluation
Diagnose the problem - generate alternative actions/behaviors - identify consequences for those actions/behaviors

43. The four most important skills for a coach
Ishikawa - fishbone
Performance audit
Focused on fundamental changes to thinking patterns and behaviors
Communication - client motivation - self-management - technical skills

44. Sequencing and structure are closely related. What is the order in which skills and information are taught
Sequence
Business needs - performance needs - learning needs - and learner needs
Measures of quantity or numbers
Maslow's hierarchy - McGregor's Theory X and Y of management

45. The type of results produced by quantative methods
Reliability
Sorting - tabulating - and comparing raw to summarized data
Hard data
Accelerated Learning

46. The five characteristics of every job that influence employee motivation
Create a vision - communicate the plan - connect the people - congratulate success
Structure
Skill variety - task identity - task significance - autonomy - feedback
Electronic Performance Support System. Software that provides just-in-time help - guidance - coaching - or assistance to improve job performance.

47. Types of formative evaluation
Enabling objectives
Pilot tests - technical reviews - production reviews
Psychomotor skills
Organization - process - and job/performer.

48. Explicit knowledge
Harless' front-end analysis model
Knowledge that has been documented - includes books - manuals - training courses - job aids - software rules - databases - etc.
Honesty - fairness - lawfulness - compassion - respect - loyalty - dependability
A variable the influences the dependent variable

49. The purpose of workforce planning
To improve performance by systematically developing human expertise through organizational development and training
Phone - VoIP - online meetings - email - specialized software
Suggestopedia
Groupthink

50. The creator of the theory of three types of learning - knowledge - skills - and attitudes
Benjamin Bloom
Brainstorming - case studies - and role plays
Action plans - interviews - questionnaires - focus groups - performance contracts
Phone - VoIP - online meetings - email - specialized software