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Certified Professional In Learning And Performance Cplp

Instructions:

Answer 50 questions in 15 minutes.
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Match each statement with the correct term.
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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 3 instruments
Request for proposal. A communication from an organization to potential vendors that defines the organizations needs and how to respond to those needs.
Sorting - tabulating - and comparing raw to summarized data
Action plans - interviews - questionnaires - focus groups - performance contracts
Formulation - Development - Implementation - Evaluation

2. LMS
Learning Management System. Software that automates administration - tracking - and reporting of learning events (ILT and online).
Sorting - tabulating - and comparing raw to summarized data
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

3. The tool instructors can leverage from WBT to immediately determine a group's understanding of the material
Discovery - Dream - Design - and Destiny
Extroversion/Introversion - Sensing/Intuition - Thinking/Feeling - Judgment/Perception
Polling questions
Preparation

4. Four activites to consider when closing a presentation
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
Cause Analysis
Feedback
Review of objective and key points - review participant benefits - call participants to action - ask participants if they have any questions.

5. Three examples of active training techniques
Websites where users post questions - thoughts and observations - and can reply to other users postings of the same
Gain understanding or learning objectives - learn the materials - practice the delivery - prepare questions to stimulate learning.
Determine business impact - improve the design of the learning experience - determine the content's adequacy
Brainstorming - case studies - and role plays

6. When is training the appropriate solution to a performance problem
When the cause of the problem is a lack of knowledge or skills
Written tests - oral Q&A - performance tests - role plays
Websites where users post questions - thoughts and observations - and can reply to other users postings of the same
Cognitivism

7. The seating arrangement is the least conducive to stimulating group discussion
Theatre style
Learning organizations - systems thinking
Balanced scorecard
Diagnose the problem - generate alternative actions/behaviors - identify consequences for those actions/behaviors

8. The five stages of D. E. Super's developmental framework
Language - speech - environmental - and psychological
Threat - problem - solution - habit
Cognitivism
Growth - exploratory - establishment - maintenance - decline

9. The topics of the A-B-C-D training development process
Sequence
Walk towards a participant as they speak
The process that connects information - education - expertise - and practical application of people in an organization for the purposes of sharing and access.
Audience - behavior - condition - and degree

10. The method where instruction is provided in a self-directed format that is available at all times - even with a facilitator is not online
Asynchronous
Performance Analysis
Semantic differential
Questions that check for understanding or test for consensus

11. Three advantages of interviews as a data gathering technique
Managers are responsible for their own development - executives are responsible for the development of their subordinates - the organization is responsible for providing growth opportunities
Productivity Environmental Preference Survey (PEPS) - Canfield Learning Style Inventory - and Learning Style Questionnaire
Rich data - comparable data across interviews with proper construction of interview protocol - and adds depth to quantative methods
Learner self-concept - Learner prior experience - Readiness to learn - Orientation to learning - and Motivation to learn

12. The tasks involved in the evaluation phase of strategic development
Numbers or variables used to rank order a system
Ideas - processes - procedures - methods of operation - concepts - principles - and discoveries
Review strategies - measure performance - take correction action
The outcome that depends on the independent variable and covariates

13. The six steps in a training needs assessment
Audience - Behavior - Condition - and Degree
Balanced scorecard
Defining objectives - identifying necessary data - selecting data collection methods - collecting data - analyzing and confirming data - and reporting on the data
Phone - VoIP - online meetings - email - specialized software

14. Information Chunking
Create new hire training - develop behavior-based interview questions - write performance objectives - prepare employees for career progression
The process that enables organizations to create short reference materials with relevant information by reducing information into codified - categorized - and reusable content.
Numbers or variables used to classify a system
An unknown or uncontrolled variable that produces an effect

15. The process where each member of a group makes their opinions conform to the perceived group consensus
Kurt Lewin's forcefield analysis
A description or design specification for how information should be treated and organized.
Groupthink
Questionnaires - follow-up interviews - observation checklists

16. Four stages of accelerated learning

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17. Four variables that effect how members of a culture think and express themselves
Psychomotor skills
Social contexting - contexting - authority - and concept of time
Surveys
Functional context

18. Four personal social styles per Harvey Robbins
Harless' front-end analysis model
Analytical - amiable - drivers - expressive
Ishikawa - fishbone
Computer-based training. Any learning event that uses computers as the primary distributions method.

19. Steps in Pfeiffer and Jones' experiential learning cycle
Job aids - and EPSS
Discovery - Dream - Design - and Destiny
Indicate whether response was correct - explain an incorrect response or clarify a correct response - give instructions on how to proceed
Experiencing - publishing - processing - generalizing - and applying

20. Dependent
Eager to succeed - open to support - interested in different tactics/methods and trying those out - learning oriented
Opener - bridge - main body - and close
The outcome that depends on the independent variable and covariates
A description or design specification for how information should be treated and organized.

21. Quantitative
Chaos is simple systems generating complicated behavior. Complexity is complicated systems generating simple behavior.
Disengagement - disidentification - disorientation - and disenchantment.
Measures of quantity or numbers
The mid-point of the distribution - 50% of the values are above/below this value

22. BCR
Image oriented - interactive - immediate - and intimate.
Charts - graphs
Cost-effectiveness - accessibility and application - learner access - and self-direction
Benefit-to-cost ratio (Total Benefit / Total Program Cost)

23. The difference between an icebreaker and an opening exercise
Icebreakers do not have to relate to the session materials. Opening exercise introduces the session materials being taught.
Misplacing ownership - misaligning incentives - saving recognition - playing favorites - misspeaking praise
Ishikawa - fishbone
Mentoring is longer term - and mentors do not have responsibility for participants improvement.

24. The two management practices similar to complexity theory
A variable that can have one of two possible values.
Split-half
Learning organizations - systems thinking
Questions that stimulate discussion

25. Contrast synchronous to asynchronous e-learning
Synchrononous occurs at a given time with a live instructor. Asynchronous is self-paced and available at any time.
Change is a process not an event. Change management is the process of directing change at each level of an organization.
Seels and Glasgow instructional systems design model
Interview - survey/questionnaire - observation - focus group - work diary/work log

26. Discrete
Data - Information - Knowledge
Thinking about the whole organization - rather than individuals - and looking primarily at processes
Knowledge - skills
A variable in whole number or distinct units (opposed to continuous)

27. The three parts of the problem-solving model
Diagnose the problem - generate alternative actions/behaviors - identify consequences for those actions/behaviors
Suggestopedia
Numbers or variables used to classify a system
Chaos is simple systems generating complicated behavior. Complexity is complicated systems generating simple behavior.

28. The methods learning organizations use to create and foster productive learning
Learner-centered - content-centered
Learning Management System (LMS)
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
Culture - vision - strategy - and structure

29. Mode
Facilitation is used to involve participants - and to help them learn from one another.
Philosophy of coaching - definition of coaching - standards of ethical coaching conduct - pledge of coaching ethics
The most frequently occurring value
Matching current - usually high-potential employees - with future roles within the company to systematic prepare them for a future role

30. Examples of collaborative software
Awareness - modeling - targeted interventions - desensitization - training
Email - whiteboard - bulletin boards - chat rooms - online presentation tools - WIKIs - Blogs - forums - social sites
Initiating - planning - executing - controlling - closing
An effective - structured way that captures people's learning from an experience.

31. The three building blocks of knowledge management
Data - Information - Knowledge
Learning organizations - systems thinking
Language - speech - environmental - and psychological
Electronic Performance Support System. Software that provides just-in-time help - guidance - coaching - or assistance to improve job performance.

32. The fifth component of the ASTD HPI model
Solution Implementation
An HTML tag identifying the context of the contents on a website or knowledge base.
Current organization climate - available resources
Breakeven ( ( Program Costs / Investment ) / ( Benefits / Cash Inflow) )

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
Reaction
Data - Information - Knowledge
Hard data
Design

34. Confounding
Review of objective and key points - review participant benefits - call participants to action - ask participants if they have any questions.
Competing - accommodating - avoiding - collaborating - and compromising.
Action plans - interviews - questionnaires - focus groups - performance contracts
An unknown or uncontrolled variable that produces an effect

35. Three tasks for knowledge mapping
Documentation audit - information system survey - identification of external information sources
Skill variety - task identity - task significance - autonomy - feedback
Visual - Auditory - and Kinestethic
Communication - client motivation - self-management - technical skills

36. Describe a chat room
Visual - Auditory - and Kinestethic
The selection of measurement points which can have a large impact on the research's ability to be generalized
Chat rooms are essentially synchronous (real-time) message boards.
Visual - Auditory - and Kinestethic

37. The tasks involved in the formulation phase of strategic development
Learner self-concept - Learner prior experience - Readiness to learn - Orientation to learning - and Motivation to learn
A visual tools used to systematically describe actions/behaviors in a sequential flow - including all the steps and tasks for that process flow.
Opportunity-centered
Identify organizational values - development mission - develop vision - develop value statements

38. The ability of the same measurement to produce consistent results over time
Reliability
Kurt Lewin's forcefield analysis
Extroversion/Introversion - Sensing/Intuition - Thinking/Feeling - Judgment/Perception
Central tendency

39. Mean
Adult learning theories - instructional design techniques
Create a vision - communicate the plan - connect the people - congratulate success
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
The sum of the numbers divided by the total number of values

40. The second component of the ASTD HPI model
Navigation
Initiating - planning - executing - controlling - closing
Enabling objectives
Performance Analysis

41. The theory that matches individual needs to instructional experiences
Opportunity-centered
Likert scale
The process that connects information - education - expertise - and practical application of people in an organization for the purposes of sharing and access.
Something that disrupts the flow of information between source and receiver

42. The framework developed by Patricia Cross to describe some differences between adult and child learners
The multiple dependent variables in a study with multiple independent variables
Job analysis
Characteristics of adults as learners (CAL) conceptual framework
Accelerated Learning

43. The components of the VAK model
Technical competence - people skills - conceptual skills - results - taste - judgment - character
Create a vision - communicate the plan - connect the people - congratulate success
Visual - Auditory - and Kinestethic
Thinking about the whole organization - rather than individuals - and looking primarily at processes

44. Software that automates the administration of training
Learning Management System (LMS)
Mentoring is longer term - and mentors do not have responsibility for participants improvement.
Phone - VoIP - online meetings - email - specialized software
To systematically plan an organization's future

45. The HPI tool used to collect current performance - learner analysis - and business needs
Language - speech - environmental - and psychological
Interviews
Hypothetical
Speed - quantity - quality/accuracy - thoroughness - timeliness

46. 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
Feedback
A variable in whole number or distinct units (opposed to continuous)
Social contexting - contexting - authority - and concept of time

47. Five technologies that can be used to connect clients to coaches
Phone - VoIP - online meetings - email - specialized software
The outcome that depends on the independent variable and covariates
Discovery - Dream - Design - and Destiny
Capture attention - help message to be remembered - establish rapport - build credibility - and build team unity.

48. Standard deviation
Economic - social - political and legislative - workforce - technological - and competitive.
Performance records - direct observation - supervisor checklists
A measure of the variability of scores from the mean
Performance audit

49. The linear scale use to rate statements and attitudes
The selection of measurement points which can have a large impact on the research's ability to be generalized
Two-aix matrixes - flowcharts - dichotomy - graphic models
Likert scale
Results

50. The six founding principles of systems thinking
Opener - bridge - main body - and close
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
Knowledge in one's personal memory - includes judgment - insights - experience - know-how - personal beliefs - and personal values.
Rich data - comparable data across interviews with proper construction of interview protocol - and adds depth to quantative methods

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