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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. Level 5 evaluation
Performance audit
Dictatorship - anarchy - democracy
Relevance - inquiry - freedom - connectedness - reception - empowerment - play
Monetary impact/ROI

2. Types of synthesis models
Learning Content Management System. Software that packages courses and learning materials for print - CD-ROM - and electronic publication.
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
Two-aix matrixes - flowcharts - dichotomy - graphic models
High cost - scheduling difficulties - and temporary (unless learners have opportunity to practice)

3. Contrast mentoring to coaching
Icebreakers do not have to relate to the session materials. Opening exercise introduces the session materials being taught.
The process that enables organizations to create short reference materials with relevant information by reducing information into codified - categorized - and reusable content.
Knowledge - skills
Mentoring is longer term - and mentors do not have responsibility for participants improvement.

4. An assessment done during formation
Misplacing ownership - misaligning incentives - saving recognition - playing favorites - misspeaking praise
The outcome that depends on the independent variable and covariates
Two-aix matrixes - flowcharts - dichotomy - graphic models
Formative evaluation

5. The learning theory that attempts to involve the left and right hemispheres of the brain to make learning more natural
Ginzberg's theory
Charts - graphs
Philosophy of coaching - definition of coaching - standards of ethical coaching conduct - pledge of coaching ethics
Accelerated Learning

6. Four tools and techniques related to six sigma
DMAIC methodology - IPO model - flowcharting - evaluation models
Performance audit
Phone - VoIP - online meetings - email - specialized software
Polling questions

7. Five stages of Tuckman's team-maturing model
The sum of the numbers divided by the total number of values
Capture attention - help message to be remembered - establish rapport - build credibility - and build team unity.
Form - storm - norm - perform - and adjourn.
Observe body language

8. The two criteria that learners must demonstrate before leaving performance-based training (PBT)
An HTML tag identifying the context of the contents on a website or knowledge base.
Weak manager judgments or experience levels - identified talent shortages - organization culture suports structured programs
Knowledge - skills
Reality - feasibility - authority - and learning opportunities

9. Four common mistakes HPI professionals make in selecting - designing - and implementing interventions
Constraints analysis
No area is overlooked - forces to be used are known - there is time to develop other strategies if the analysis reveals the need
Results
Failure to partner - failure to consider culture - failure to manage change - and failure to adapt to the client.

10. Two theories of motivation for coaching

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11. The framework developed by Patricia Cross to describe some differences between adult and child learners
Self-contained chunk of instructional material
Matching current - usually high-potential employees - with future roles within the company to systematic prepare them for a future role
Results
Characteristics of adults as learners (CAL) conceptual framework

12. List seven things that cannot be copyrighted
A variable that can have one of two possible values.
Ideas - processes - procedures - methods of operation - concepts - principles - and discoveries
Synchrononous occurs at a given time with a live instructor. Asynchronous is self-paced and available at any time.
Visual - Auditory - and Kinestethic

13. The instrument where participants rate two contrasting ideas or words by circling points on a line
Monetary impact/ROI
Return-on-investment ( (Benefits - Costs) / Costs) * 100
Form - storm - norm - perform - and adjourn.
Semantic differential

14. Two examples of performance support systems
Data from archival records - existing records - report - and data
Job aids - and EPSS
Balanced scorecard
Learner self-concept - Learner prior experience - Readiness to learn - Orientation to learning - and Motivation to learn

15. Five ways to use storytelling
Capture attention - help message to be remembered - establish rapport - build credibility - and build team unity.
Discovery - Dream - Design - and Destiny
Walk towards a participant as they speak
Honesty - fairness - lawfulness - compassion - respect - loyalty - dependability

16. The philosophy of teaching focusing on the instructor rather than the participant - and is generally used to in reference to teaching children
Pedagogy
Threat - problem - solution - habit
To improve performance by systematically developing human expertise through organizational development and training
Phone - VoIP - online meetings - email - specialized software

17. Two characteristics of distance learning
Separation of place - time - or both among learners - instructors - and learning resources; Interactions are conducted through one or mode media.
High cost - scheduling difficulties - and temporary (unless learners have opportunity to practice)
Data - Information - Knowledge
Computer-based training. Any learning event that uses computers as the primary distributions method.

18. The tell approach to learning - based on the theory that learning occurs through exposure to logically presented information - usually involving lecture
Multiple intelligences theory
Icebreakers do not have to relate to the session materials. Opening exercise introduces the session materials being taught.
Rote skills
Cognitivism

19. Three drawbacks of classroom training
High cost - scheduling difficulties - and temporary (unless learners have opportunity to practice)
Personal space
Semantic differential
Visual - Auditory - and Kinestethic

20. The technique trainers should use when they want to use the revelation technique
Presentation software
Inputs - outputs - process controls - and resources.
Central tendency
Upper-left cerebral - lower-left limbic - upper-right cerebral - and lower-right limbic

21. 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
Subject-matter expert
Cost or budget - lesson content - learner background and expectations - time available - and facilities/equipment/materials
Change is a process not an event. Change management is the process of directing change at each level of an organization.
External and environmental influences

22. Levels of listening
Passive - active - empathetic - listening for knowledge - listening for clarification
Personal space
Learning technologies
Organization - process - and job/performer.

23. Two characteristics for any coaching program to succeed
Audience - behavior - condition - and degree
Objectivity - confidentiality
Managers are responsible for their own development - executives are responsible for the development of their subordinates - the organization is responsible for providing growth opportunities
Create new hire training - develop behavior-based interview questions - write performance objectives - prepare employees for career progression

24. EPSS
Electronic Performance Support System. Software that provides just-in-time help - guidance - coaching - or assistance to improve job performance.
A variable in whole number or distinct units (opposed to continuous)
Performance records - direct observation - supervisor checklists
Matching current - usually high-potential employees - with future roles within the company to systematic prepare them for a future role

25. Four characteristics of highly motivated clients
Myer-Briggs Type Indicator (MBTI) - DiSC personality profile
Validity
Eager to succeed - open to support - interested in different tactics/methods and trying those out - learning oriented
Something that disrupts the flow of information between source and receiver

26. The learning theory that includes activities like behavioral modeling - simulations - role plays - skill drills - and rewards
Polling questions
Behavorism
Numbers or variables used to rank order a system
Monetary impact/ROI

27. The four Cs of change
Solution Selection
Create a vision - communicate the plan - connect the people - congratulate success
The process that connects information - education - expertise - and practical application of people in an organization for the purposes of sharing and access.
Request for proposal. A communication from an organization to potential vendors that defines the organizations needs and how to respond to those needs.

28. Four steps to prepare for training delivery
Gain understanding or learning objectives - learn the materials - practice the delivery - prepare questions to stimulate learning.
Surveys
A description or design specification for how information should be treated and organized.
Engage learner's attention - present materials as input to brain - practice with ideas and skills - review to create new connections and applications

29. VR
Something that disrupts the flow of information between source and receiver
Virtual Reality. Computer-based technology that gives the user a realistic - 3-D - interactive experience that engages as many senses as possible.
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
Organization - process - and job/performer.

30. Two guiding principles of displaying quantative data in charts and graphs
Scaling and integrity
Learning technologies
Presentation software
Balanced scorecard

31. DMAIC
Change Management
Synchrononous occurs at a given time with a live instructor. Asynchronous is self-paced and available at any time.
Bloom's taxonomy - six sigma - Kepner-Tregoe
- measure - analyze - improve - control

32. Five technologies that can be used to connect clients to coaches
Phone - VoIP - online meetings - email - specialized software
Pilot tests - technical reviews - production reviews
Focused on learning and using new necessary skills through incremental change
Self-study guides - job aids - instructor-led materials - technology-delivered training deliverables - assessments

33. When a WLP professional is preparing instructional objectives - an evaluation plan - and a sequence of content - which step in the ADDIE model is being performed
Design
A variable in whole number or distinct units (opposed to continuous)
The process that connects information - education - expertise - and practical application of people in an organization for the purposes of sharing and access.
Charts - graphs

34. Three advantages of interviews as a data gathering technique
Rich data - comparable data across interviews with proper construction of interview protocol - and adds depth to quantative methods
Presentation software
Scaling and integrity
Validity

35. The type of results produced by quantative methods
Andragogy - time pressures - goal orientation - previous knowledge and experience - relevent content - levels of motivation - and different learning styles
Hard data
Eager to succeed - open to support - interested in different tactics/methods and trying those out - learning oriented
Interview - survey/questionnaire - observation - focus group - work diary/work log

36. The five stages of D. E. Super's developmental framework
High cost - scheduling difficulties - and temporary (unless learners have opportunity to practice)
Change is a process not an event. Change management is the process of directing change at each level of an organization.
Growth - exploratory - establishment - maintenance - decline
Cross-functional - cross-country/international

37. Discrete
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
The multiple dependent variables in a study with multiple independent variables
Driving forces - restraining forces - current state - desired state
A variable in whole number or distinct units (opposed to continuous)

38. The five principles of andragogy
Understandable - accurate - functional
Walk towards a participant as they speak
A description or design specification for how information should be treated and organized.
Learner self-concept - Learner prior experience - Readiness to learn - Orientation to learning - and Motivation to learn

39. Steps of managing a change project
Weak manager judgments or experience levels - identified talent shortages - organization culture suports structured programs
Initiating - planning - executing - controlling - closing
Structure
Measures of quantity or numbers

40. The technique trainers should use when a presentation is formal and should present a professional image
Robert Mager
Reliability
Capture attention - reveal trainer's style - raise participant's comfort level - introduce the topic of the presentation.
Slides

41. The ability of the same measurement to produce consistent results over time
Reliability
Initiating - planning - executing - controlling - closing
Learning technologies
Raw and non-contextual - and can exist in forms usable or not

42. The four parts of the International Federation's (ICF) ethical standards
Misplacing ownership - misaligning incentives - saving recognition - playing favorites - misspeaking praise
Ginzberg's theory
Philosophy of coaching - definition of coaching - standards of ethical coaching conduct - pledge of coaching ethics
Icebreakers do not have to relate to the session materials. Opening exercise introduces the session materials being taught.

43. Independent
When the cause of the problem is a lack of knowledge or skills
A variable the influences the dependent variable
Mentoring is longer term - and mentors do not have responsibility for participants improvement.
Central tendency

44. What does context refer to in designing learning
Websites where users post questions - thoughts and observations - and can reply to other users postings of the same
Return-on-investment ( (Benefits - Costs) / Costs) * 100
Learning Management System (LMS)
Learner characteristics like age - educational background - cultural background - learner expectations - and learn motivation to attend

45. Four variables that effect how members of a culture think and express themselves
Bloom's taxonomy - six sigma - Kepner-Tregoe
Social contexting - contexting - authority - and concept of time
An effective - structured way that captures people's learning from an experience.
Validity

46. The six factors an instructional designer must consider before choosing techniques and training materials
Myer-Briggs Type Indicator (MBTI) - DiSC personality profile
Brainstorming - case studies - and role plays
Pilot tests - technical reviews - production reviews
Cost or budget - lesson content - learner background and expectations - time available - and facilities/equipment/materials

47. Meta-tag
Learner characteristics like age - educational background - cultural background - learner expectations - and learn motivation to attend
Knowledge in one's personal memory - includes judgment - insights - experience - know-how - personal beliefs - and personal values.
An HTML tag identifying the context of the contents on a website or knowledge base.
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

48. The difference between an icebreaker and an opening exercise
Split-half
Relevance - inquiry - freedom - connectedness - reception - empowerment - play
External/organizational scans - identify business needs - identify change initiatives - collect data - analyze data - report on the data - design the change initiative
Icebreakers do not have to relate to the session materials. Opening exercise introduces the session materials being taught.

49. 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
Establish short-term objectives - create an action plan to achieve short-term objectives - allocate resources to the objectives - motivate employees to reach the objectives
Data that has been given context
Initiating - planning - executing - controlling - closing

50. Double-loop learning
Reaction
Focused on fundamental changes to thinking patterns and behaviors
Rote skills
Productivity Environmental Preference Survey (PEPS) - Canfield Learning Style Inventory - and Learning Style Questionnaire