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 criteria for determining if a project is appropriate for action learning
External coaching - internal coaching
Information - feedback
Reality - feasibility - authority - and learning opportunities
Characteristics of adults as learners (CAL) conceptual framework


2. Standard deviation
Learning Content Management System. Software that packages courses and learning materials for print - CD-ROM - and electronic publication.
A measure of the variability of scores from the mean
Diagnose the problem - generate alternative actions/behaviors - identify consequences for those actions/behaviors
Polling questions


3. Four things a coach does
Structure
Identify performance gaps - gains commitment to learning - constructs practice to close gaps - drives application and reflection to improve competence
The process that enables organizations to create short reference materials with relevant information by reducing information into codified - categorized - and reusable content.
Balanced scorecard


4. The purpose of strategic planning

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5. Describe how facilitation differs from training
Facilitation is used to involve participants - and to help them learn from one another.
Adult learning theories - instructional design techniques
Review strategies - measure performance - take correction action
Cross-functional - cross-country/international


6. Types of Level 5 instruments
Control groups - management estimates - extant data - external studies
Virtual Reality. Computer-based technology that gives the user a realistic - 3-D - interactive experience that engages as many senses as possible.
Problem - action learning group - emphasis on careful questioning and listening - resolution to take action - commitment to learning - group facilitator/learning coach
Navigation


7. Four activites to consider when closing a presentation
Review of objective and key points - review participant benefits - call participants to action - ask participants if they have any questions.
Psychomotor skills
Structure and processes - resources - information - knowledge and skills - motives - and wellness.
Learning Content Management System. Software that packages courses and learning materials for print - CD-ROM - and electronic publication.


8. Examples of collaborative software
Breakeven ( ( Program Costs / Investment ) / ( Benefits / Cash Inflow) )
Results
Sequence
Email - whiteboard - bulletin boards - chat rooms - online presentation tools - WIKIs - Blogs - forums - social sites


9. The six major factors that influence performance in Gilbert's behavior engineering model
Terminal objectives
Information - resources - incentives/consequences - knowledge and skills - capacity - and motivation.
Solution Selection
Weak manager judgments or experience levels - identified talent shortages - organization culture suports structured programs


10. Knowledge Mapping
Simulations
Misplacing ownership - misaligning incentives - saving recognition - playing favorites - misspeaking praise
The process that connects information - education - expertise - and practical application of people in an organization for the purposes of sharing and access.
Rote skills - and prerequisite material


11. The purpose of workforce planning
Identify business goals - clarify those goals - determine specificity and measurability of the goals.
To improve performance by systematically developing human expertise through organizational development and training
When the cause of the problem is a lack of knowledge or skills
Feedback


12. The elements of the 4-D cycle
Matching current - usually high-potential employees - with future roles within the company to systematic prepare them for a future role
Discovery - Dream - Design - and Destiny
Cognitivism
Create safe haven for learning - create a comfortable environment - encourage participation - facilitate more than lecture.


13. The two criteria for a successful training program that must be accounted for by the WLP professional
Managers are responsible for their own development - executives are responsible for the development of their subordinates - the organization is responsible for providing growth opportunities
Current organization climate - available resources
Engage learner's attention - present materials as input to brain - practice with ideas and skills - review to create new connections and applications
Entertainment - interaction - control - usability - and customization


14. The steps in the outsourcing process
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
Knowledge - skills - desire - environment - and opportunity
Icebreakers do not have to relate to the session materials. Opening exercise introduces the session materials being taught.
Solution Selection


15. The ability of the same measurement to produce consistent results over time
Raw and non-contextual - and can exist in forms usable or not
Reliability
Time and resource intensive - undue influence of vocal member(s) - difficult to facilitate with a single facilitator to encourage participation and take notes
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


16. The five factors that affect human performance
Knowledge - skills - desire - environment - and opportunity
To aid in career planning
Capture attention - help message to be remembered - establish rapport - build credibility - and build team unity.
Indicate whether response was correct - explain an incorrect response or clarify a correct response - give instructions on how to proceed


17. List seven things that cannot be copyrighted
Determine business impact - improve the design of the learning experience - determine the content's adequacy
In statistics - it means probably true
Ideas - processes - procedures - methods of operation - concepts - principles - and discoveries
Psychomotor skills


18. CBT
Learning technologies
Maslow's hierarchy - McGregor's Theory X and Y of management
Computer-based training. Any learning event that uses computers as the primary distributions method.
Email - whiteboard - bulletin boards - chat rooms - online presentation tools - WIKIs - Blogs - forums - social sites


19. The characteristics of a complex system
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
Capture attention - help message to be remembered - establish rapport - build credibility - and build team unity.
Threat - problem - solution - habit
Time and resource intensive - undue influence of vocal member(s) - difficult to facilitate with a single facilitator to encourage participation and take notes


20. The process of giving advice or information from one person to another about the usefulness of an event - process or action
Ishikawa - fishbone
Feedback
Performance audit
Reaction


21. Two characteristics of distance learning
Pareto analysis
Measures looking at opinions - behaviors - and attributes
Separation of place - time - or both among learners - instructors - and learning resources; Interactions are conducted through one or mode media.
Accelerated Learning


22. LCMS
Synchrononous occurs at a given time with a live instructor. Asynchronous is self-paced and available at any time.
Focused on fundamental shifts in how people view themselves - and intentional alterations of beliefs and values about the world and themselves
Learning Content Management System. Software that packages courses and learning materials for print - CD-ROM - and electronic publication.
Characteristics of adults as learners (CAL) conceptual framework


23. Tacit knowledge

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24. Meta-tag
Functional context
Hard data
An HTML tag identifying the context of the contents on a website or knowledge base.
Maslow's hierarchy - McGregor's Theory X and Y of management


25. scripting
A collection of code containing instructions for a computer to perform a specific action
Learning Management System. Software that automates administration - tracking - and reporting of learning events (ILT and online).
Howard Gardner
Meta-evaluation


26. Quantitative
Analytical - amiable - drivers - expressive
The multiple dependent variables in a study with multiple independent variables
Passive - active - empathetic - listening for knowledge - listening for clarification
Measures of quantity or numbers


27. List 10 types of root causes

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28. Level 2 evaluation
Learning
Failure to partner - failure to consider culture - failure to manage change - and failure to adapt to the client.
Organization - process - and job/performer.
Observe body language


29. The instrument where participants rate two contrasting ideas or words by circling points on a line
Semantic differential
Data - Information - Knowledge
Rich data - comparable data across interviews with proper construction of interview protocol - and adds depth to quantative methods
Identify performance gaps - gains commitment to learning - constructs practice to close gaps - drives application and reflection to improve competence


30. Contrast mentoring to coaching
Management - performance
Mentoring is longer term - and mentors do not have responsibility for participants improvement.
Indicate whether response was correct - explain an incorrect response or clarify a correct response - give instructions on how to proceed
Managers are responsible for their own development - executives are responsible for the development of their subordinates - the organization is responsible for providing growth opportunities


31. The topics of the A-B-C-D training development process
Numbers or variables used to rank order a system
Entertainment - interaction - control - usability - and customization
Audience - behavior - condition - and degree
Learning style


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

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33. Things a forcefield analysis ensures
Facilitation is used to involve participants - and to help them learn from one another.
Opener - bridge - main body - and close
No area is overlooked - forces to be used are known - there is time to develop other strategies if the analysis reveals the need
Knowledge that has been documented - includes books - manuals - training courses - job aids - software rules - databases - etc.


34. The method used to identify the efficiency and effectiveness of employees
Performance audit
Convergers - divergers - assimilators - and accommodators
Documentation audit - information system survey - identification of external information sources
Identify business goals - clarify those goals - determine specificity and measurability of the goals.


35. The purposes of training evaluation

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36. Types of Level 2 instruments
Written tests - oral Q&A - performance tests - role plays
Multiple intelligences theory
The process that enables organizations to create short reference materials with relevant information by reducing information into codified - categorized - and reusable content.
Social contexting - contexting - authority - and concept of time


37. What is an SME
Technology - new products - shareholders - financial conditions - system challenges - process challenges - policies
Driving forces - restraining forces - current state - desired state
Subject-matter expert
Cognitive


38. The requirements of the ADA
Indicate whether response was correct - explain an incorrect response or clarify a correct response - give instructions on how to proceed
Do not discriminate in any aspect of employment based on disabilities - with reasonable accommodations such as interpreters - reading aids - instructional material modifications - etc.
A group of people who share a common interest - and are willing to share the experiences of their common interest.
Dictatorship - anarchy - democracy


39. Single-loop learning
Problem - action learning group - emphasis on careful questioning and listening - resolution to take action - commitment to learning - group facilitator/learning coach
Social contexting - contexting - authority - and concept of time
Focused on learning and using new necessary skills through incremental change
Questionnaires - follow-up interviews - observation checklists


40. The linear scale use to rate statements and attitudes
Likert scale
Knowledge - skills
Action plans - interviews - questionnaires - focus groups - performance contracts
Reaction


41. Types of synthesis models
Establish scope - create plan - implement plan - monitor/evaluate/revise plan
Two-aix matrixes - flowcharts - dichotomy - graphic models
Terminal objectives
Polling questions


42. The reliability test where one test is split into two shorter ones - by randomly assigning test items to one half or the other
Preparation
Discovery - Dream - Design - and Destiny
Split-half
Two-aix matrixes - flowcharts - dichotomy - graphic models


43. The tasks involved in the implementation phase of strategic development
Behavior
Establish short-term objectives - create an action plan to achieve short-term objectives - allocate resources to the objectives - motivate employees to reach the objectives
The outcome that depends on the independent variable and covariates
Maslow's hierarchy


44. The core belief of appreciative inquiry theory
Solution Selection
The world is created in conversation
Accelerated Learning
External/organizational scans - identify business needs - identify change initiatives - collect data - analyze data - report on the data - design the change initiative


45. The creator of the theory of three types of learning - knowledge - skills - and attitudes
Initiating - planning - executing - controlling - closing
A description or design specification for how information should be treated and organized.
Benjamin Bloom
The minimum time schedule for completing all the tasks in a project with several overlapping or dependent tasks.


46. The technique trainers should use when a presentation is formal and should present a professional image
Form - storm - norm - perform - and adjourn.
Knowledge that has been documented - includes books - manuals - training courses - job aids - software rules - databases - etc.
Thinking about the whole organization - rather than individuals - and looking primarily at processes
Slides


47. VR
The outcome that depends on the independent variable and covariates
Groupthink
Virtual Reality. Computer-based technology that gives the user a realistic - 3-D - interactive experience that engages as many senses as possible.
Hard data


48. The three building blocks of knowledge management
Theatre style
Data - Information - Knowledge
Objectivity - confidentiality
Identify business goals - clarify those goals - determine specificity and measurability of the goals.


49. Two theories of motivation for coaching

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50. succession planning
Failure to partner - failure to consider culture - failure to manage change - and failure to adapt to the client.
Split-half
Characteristics of adults as learners (CAL) conceptual framework
Matching current - usually high-potential employees - with future roles within the company to systematic prepare them for a future role