Test your basic knowledge |

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. Types of Level 4 instruments
A variable the influences the dependent variable
Performance records - direct observation - supervisor checklists
Productivity Environmental Preference Survey (PEPS) - Canfield Learning Style Inventory - and Learning Style Questionnaire
Harless' front-end analysis model

2. Two types of job rotations
Cross-functional - cross-country/international
Functional context
Pilot tests - technical reviews - production reviews
Indicate whether response was correct - explain an incorrect response or clarify a correct response - give instructions on how to proceed

3. Malcolm Knowles' work tipped the instructional systems design scale. The two ends of that scale
Engage learner's attention - present materials as input to brain - practice with ideas and skills - review to create new connections and applications
Learner-centered - content-centered
Formulation - Development - Implementation - Evaluation
Information - feedback

4. DMAIC
- measure - analyze - improve - control
Benjamin Bloom
Terminal objectives
Speed - quantity - quality/accuracy - thoroughness - timeliness

5. Two theories of motivation for coaching

Warning: Invalid argument supplied for foreach() in /var/www/html/basicversity.com/show_quiz.php on line 183

6. The two primary tools for the visual display of quantitative data
Engage learner's attention - present materials as input to brain - practice with ideas and skills - review to create new connections and applications
Charts - graphs
Evaluation
Sequence

7. The components of the action learning formula
Opportunity-centered
L = P + Q + R. Learning - Programmed instruction - Questioning - Reflection
Email - whiteboard - bulletin boards - chat rooms - online presentation tools - WIKIs - Blogs - forums - social sites
Rich data - comparable data across interviews with proper construction of interview protocol - and adds depth to quantative methods

8. succession planning
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
Learner-centered - content-centered
Performance Analysis
Matching current - usually high-potential employees - with future roles within the company to systematic prepare them for a future role

9. The process where each member of a group makes their opinions conform to the perceived group consensus
Andragogy - time pressures - goal orientation - previous knowledge and experience - relevent content - levels of motivation - and different learning styles
Reliability
Low frequency - high complexity - high consequence of error - high probability of change in the future
Groupthink

10. The seven steps in Krumboltz's DECIDES model
Hypothetical
Email - whiteboard - bulletin boards - chat rooms - online presentation tools - WIKIs - Blogs - forums - social sites
Analytical - amiable - drivers - expressive
problem - establish action plan - clarify values - identify alternatives - discover probable outcomes - eliminate alternatives systematically - start action

11. Types of Level 1 instruments
Job aids - and EPSS
Questionnaires - follow-up interviews - observation checklists
Entertainment - interaction - control - usability - and customization
Questions that check for understanding or test for consensus

12. Double-loop learning
A variable the influences the dependent variable
A measure of the variability of scores from the mean
Robert Mager
Focused on fundamental changes to thinking patterns and behaviors

13. The six founding principles of systems thinking
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
Rich data - comparable data across interviews with proper construction of interview protocol - and adds depth to quantative methods
Technical competence - people skills - conceptual skills - results - taste - judgment - character
Language - speech - environmental - and psychological

14. Three tools for determining learner preferences
Thinking about the whole organization - rather than individuals - and looking primarily at processes
Two-aix matrixes - flowcharts - dichotomy - graphic models
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.
Productivity Environmental Preference Survey (PEPS) - Canfield Learning Style Inventory - and Learning Style Questionnaire

15. Five stages of Tuckman's team-maturing model
Establish short-term objectives - create an action plan to achieve short-term objectives - allocate resources to the objectives - motivate employees to reach the objectives
Review of objective and key points - review participant benefits - call participants to action - ask participants if they have any questions.
Form - storm - norm - perform - and adjourn.
Focused on fundamental changes to thinking patterns and behaviors

16. Mean
Silence
The sum of the numbers divided by the total number of values
Control groups - management estimates - extant data - external studies
Entertainment - interaction - control - usability - and customization

17. Four tools and techniques related to six sigma
Seels and Glasgow instructional systems design model
Focused on fundamental shifts in how people view themselves - and intentional alterations of beliefs and values about the world and themselves
DMAIC methodology - IPO model - flowcharting - evaluation models
Feedback

18. Two types of personality inventory instruments
Behavior
Matching current - usually high-potential employees - with future roles within the company to systematic prepare them for a future role
Performance audit
Myer-Briggs Type Indicator (MBTI) - DiSC personality profile

19. List 10 types of root causes

Warning: Invalid argument supplied for foreach() in /var/www/html/basicversity.com/show_quiz.php on line 183

20. The seating arrangement is the least conducive to stimulating group discussion
Electronic performance support system (EPSS)
Cross-functional - cross-country/international
Theatre style
Chat rooms are essentially synchronous (real-time) message boards.

21. The other names for a cause-and-effect diagram
Pareto analysis
The mid-point of the distribution - 50% of the values are above/below this value
Rapid instructional design (RID)
Ishikawa - fishbone

22. The technique that allows a WLP professional to present material in a professional manner - and keep a class focused on the correct topic
Virtual Reality. Computer-based technology that gives the user a realistic - 3-D - interactive experience that engages as many senses as possible.
Image oriented - interactive - immediate - and intimate.
Preparation
Learner characteristics like age - educational background - cultural background - learner expectations - and learn motivation to attend

23. Three basic management styles
Knowledge - skills - desire - environment - and opportunity
Create a vision - communicate the plan - connect the people - congratulate success
Structures - patterns - events
Dictatorship - anarchy - democracy

24. Quantitative
Data - Information - Knowledge
Measures of quantity or numbers
Separation of place - time - or both among learners - instructors - and learning resources; Interactions are conducted through one or mode media.
Preparation

25. Independent
Reliability
A variable the influences the dependent variable
Driving forces - restraining forces - current state - desired state
Subject-matter expert

26. ROI
Capture attention - help message to be remembered - establish rapport - build credibility - and build team unity.
Harless' front-end analysis model
The sum of the numbers divided by the total number of values
Return-on-investment ( (Benefits - Costs) / Costs) * 100

27. The four components of a learning objective
The sum of the numbers divided by the total number of values
Learning style
Audience - Behavior - Condition - and Degree
Performance records - direct observation - supervisor checklists

28. Examples of collaborative software
Virtual Reality. Computer-based technology that gives the user a realistic - 3-D - interactive experience that engages as many senses as possible.
Establish short-term objectives - create an action plan to achieve short-term objectives - allocate resources to the objectives - motivate employees to reach the objectives
Ideas - processes - procedures - methods of operation - concepts - principles - and discoveries
Email - whiteboard - bulletin boards - chat rooms - online presentation tools - WIKIs - Blogs - forums - social sites

29. Process Map
A visual tools used to systematically describe actions/behaviors in a sequential flow - including all the steps and tasks for that process flow.
Structure
Analytical - amiable - drivers - expressive
Knowledge that has been documented - includes books - manuals - training courses - job aids - software rules - databases - etc.

30. Three examples of active training techniques
Learning technologies
Hypothetical
Brainstorming - case studies - and role plays
Interview - survey/questionnaire - observation - focus group - work diary/work log

31. 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
To improve performance by systematically developing human expertise through organizational development and training
Visual - Auditory - and Kinestethic
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

32. The method used to identify the efficiency and effectiveness of employees
Diagnose the problem - generate alternative actions/behaviors - identify consequences for those actions/behaviors
Performance audit
Current organization climate - available resources
Business needs - performance needs - learning needs - and learner needs

33. learning object
Language - speech - environmental - and psychological
Slides
Self-contained chunk of instructional material
Review strategies - measure performance - take correction action

34. List David Kolk's four learning styles
Cost or budget - lesson content - learner background and expectations - time available - and facilities/equipment/materials
Convergers - divergers - assimilators - and accommodators
The world is created in conversation
Extroversion/Introversion - Sensing/Intuition - Thinking/Feeling - Judgment/Perception

35. Four things a coach does
The minimum time schedule for completing all the tasks in a project with several overlapping or dependent tasks.
Identify performance gaps - gains commitment to learning - constructs practice to close gaps - drives application and reflection to improve competence
External and environmental influences
Monetary impact/ROI

36. Level 3 evaluation
The multiple dependent variables in a study with multiple independent variables
Results
Learner-centered - content-centered
A variable in whole number or distinct units (opposed to continuous)

37. Mentoring
Initiating - planning - executing - controlling - closing
Long-term process for performance improvement based on 1-on-1 interactions where mentee retains the responsibility for improvement
Review of objective and key points - review participant benefits - call participants to action - ask participants if they have any questions.
Something that disrupts the flow of information between source and receiver

38. Two examples of performance support systems
HPI uses a results-based - systematic approach - HPI focuses on accomplishments before behavior - Organizations are systems.
Job aids - and EPSS
The selection of measurement points which can have a large impact on the research's ability to be generalized
The extent to which an instrument represents the program's content

39. The theory that matches individual needs to instructional experiences
Performance audit
Simulations
Central tendency
Opportunity-centered

40. The processes performance management is primarily concerned with
Focused on fundamental changes to thinking patterns and behaviors
Developing employees - motivating employees - deploying employees - aligning people to process to increase performance
Functional context
Solution Implementation

41. Information Chunking
Knowledge that has been documented - includes books - manuals - training courses - job aids - software rules - databases - etc.
Learner self-concept - Learner prior experience - Readiness to learn - Orientation to learning - and Motivation to learn
Cognitive
The process that enables organizations to create short reference materials with relevant information by reducing information into codified - categorized - and reusable content.

42. Describe a message board
Websites where users post questions - thoughts and observations - and can reply to other users postings of the same
Review strategies - measure performance - take correction action
Organization - process - and job/performer.
Experiential learning

43. The HPI tool that can gather both qualitative and quantitative data
A variable the influences the dependent variable
Websites where users post questions - thoughts and observations - and can reply to other users postings of the same
Surveys
Upper-left cerebral - lower-left limbic - upper-right cerebral - and lower-right limbic

44. The methods learning organizations use to create and foster productive learning
Proxemics
Functional context
Culture - vision - strategy - and structure
An effective - structured way that captures people's learning from an experience.

45. CBT
Howard Gardner
When the cause of the problem is a lack of knowledge or skills
Computer-based training. Any learning event that uses computers as the primary distributions method.
Something that disrupts the flow of information between source and receiver

46. Five conflict responses
Upper-left cerebral - lower-left limbic - upper-right cerebral - and lower-right limbic
Preparation
- measure - analyze - improve - control
Competing - accommodating - avoiding - collaborating - and compromising.

47. Two guiding principles of displaying quantative data in charts and graphs
Scaling and integrity
A visual tools used to systematically describe actions/behaviors in a sequential flow - including all the steps and tasks for that process flow.
Do not discriminate in any aspect of employment based on disabilities - with reasonable accommodations such as interpreters - reading aids - instructional material modifications - etc.
Awareness - modeling - targeted interventions - desensitization - training

48. When is training the appropriate solution to a performance problem
When the cause of the problem is a lack of knowledge or skills
Experiential learning
Image oriented - interactive - immediate - and intimate.
Economic - social - political and legislative - workforce - technological - and competitive.

49. Contrast synchronous to asynchronous e-learning
Skill variety - task identity - task significance - autonomy - feedback
Written tests - oral Q&A - performance tests - role plays
Synchrononous occurs at a given time with a live instructor. Asynchronous is self-paced and available at any time.
Numbers or variables used to rank order a system

50. Cordinal data
Chaos is simple systems generating complicated behavior. Complexity is complicated systems generating simple behavior.
Numbers or variables used to rank order a system
Self-study guides - job aids - instructor-led materials - technology-delivered training deliverables - assessments
Facilitation is used to involve participants - and to help them learn from one another.