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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. The five elements of learner engagement
Management - performance
Performance records - direct observation - supervisor checklists
Entertainment - interaction - control - usability - and customization
Questions that check for understanding or test for consensus

2. The two criteria for a successful training program that must be accounted for by the WLP professional
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
problem - establish action plan - clarify values - identify alternatives - discover probable outcomes - eliminate alternatives systematically - start action
Current organization climate - available resources
Create new hire training - develop behavior-based interview questions - write performance objectives - prepare employees for career progression

3. Four barriers to communication during training delivery
Control groups - management estimates - extant data - external studies
Time and resource intensive - undue influence of vocal member(s) - difficult to facilitate with a single facilitator to encourage participation and take notes
Language - speech - environmental - and psychological
Culture - vision - strategy - and structure

4. Who is credited with the idea that learning objectives should contain a condition statement - a performance statement - and a criterion statement
Engage learner's attention - present materials as input to brain - practice with ideas and skills - review to create new connections and applications
A variable whose quantification can be broken down into very small units - often called analog (opposed to discrete)
Documentation audit - information system survey - identification of external information sources
Robert Mager

5. Four variables that effect how members of a culture think and express themselves
Surveys
Design
Social contexting - contexting - authority - and concept of time
Harless' front-end analysis model

6. Dichotomous
Social contexting - contexting - authority - and concept of time
Seels and Glasgow instructional systems design model
A variable that can have one of two possible values.
Bloom's Taxonomy

7. The fifth component of the ASTD HPI model
Skill variety - task identity - task significance - autonomy - feedback
The process that connects information - education - expertise - and practical application of people in an organization for the purposes of sharing and access.
Solution Implementation
Speed - quantity - quality/accuracy - thoroughness - timeliness

8. The learning domain that focuses on the skills and knowledge relating to an activity such as changing a car's oil
Walk towards a participant as they speak
Experiencing - publishing - processing - generalizing - and applying
Focused on learning and using new necessary skills through incremental change
Cognitive

9. The three levels of problems in systems thinking
Learner characteristics like age - educational background - cultural background - learner expectations - and learn motivation to attend
Formative evaluation
Structures - patterns - events
Current organization climate - available resources

10. The mode of training for which classroom training is most effective
Philosophy of coaching - definition of coaching - standards of ethical coaching conduct - pledge of coaching ethics
Psychomotor skills
To aid in career planning
Seels and Glasgow instructional systems design model

11. The first component of the ASTD HPI model
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
Establish short-term objectives - create an action plan to achieve short-term objectives - allocate resources to the objectives - motivate employees to reach the objectives
Business Analysis
Facilitation is used to involve participants - and to help them learn from one another.

12. Qualitative
Data - Information - Knowledge
Suggestopedia
Measures looking at opinions - behaviors - and attributes
Request for proposal. A communication from an organization to potential vendors that defines the organizations needs and how to respond to those needs.

13. The three tasks of business analysis
Low frequency - high complexity - high consequence of error - high probability of change in the future
Identify business goals - clarify those goals - determine specificity and measurability of the goals.
Websites where users post questions - thoughts and observations - and can reply to other users postings of the same
Questionnaires - follow-up interviews - observation checklists

14. Two characteristics for any coaching program to succeed
Focused on fundamental changes to thinking patterns and behaviors
Objectivity - confidentiality
Interview - survey/questionnaire - observation - focus group - work diary/work log
Two-aix matrixes - flowcharts - dichotomy - graphic models

15. Training that related to actual job circumstances
Diagnose the problem - generate alternative actions/behaviors - identify consequences for those actions/behaviors
Measures looking at opinions - behaviors - and attributes
Functional context
Bloom's taxonomy - six sigma - Kepner-Tregoe

16. The term for the relationship of people's positions in space
A variable in whole number or distinct units (opposed to continuous)
Ginzberg's theory
Measures looking at opinions - behaviors - and attributes
Proxemics

17. Four stages of accelerated learning

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18. learning object
Opener - bridge - main body - and close
The mid-point of the distribution - 50% of the values are above/below this value
- measure - analyze - improve - control
Self-contained chunk of instructional material

19. Sampling

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20. Types of Level 4 instruments
Groupthink
HPI uses a results-based - systematic approach - HPI focuses on accomplishments before behavior - Organizations are systems.
Performance records - direct observation - supervisor checklists
The extent to which an instrument predicts future results

21. List 10 types of root causes

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22. The seven attributes essential for leadership per Warren Bennis
Technical competence - people skills - conceptual skills - results - taste - judgment - character
HPI uses a results-based - systematic approach - HPI focuses on accomplishments before behavior - Organizations are systems.
Validity
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

23. List six external factors that may affect an organization
Economic - social - political and legislative - workforce - technological - and competitive.
Slides
Developing employees - motivating employees - deploying employees - aligning people to process to increase performance
Low frequency - high complexity - high consequence of error - high probability of change in the future

24. The tool instructors can leverage from WBT to immediately determine a group's understanding of the material
Feedback
Myer-Briggs Type Indicator (MBTI) - DiSC personality profile
Matching current - usually high-potential employees - with future roles within the company to systematic prepare them for a future role
Polling questions

25. The components of the VAK model
Questions that stimulate discussion
Navigation
Discovery - Dream - Design - and Destiny
Visual - Auditory - and Kinestethic

26. The criteria for determining if a project is appropriate for action learning
Indicate whether response was correct - explain an incorrect response or clarify a correct response - give instructions on how to proceed
Reality - feasibility - authority - and learning opportunities
Computer-based training. Any learning event that uses computers as the primary distributions method.
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

27. The topics of the A-B-C-D training development process
Cross-functional - cross-country/international
Data that has been given context
Job aids - and EPSS
Audience - behavior - condition - and degree

28. List seven things that cannot be copyrighted
Presentation software
Ideas - processes - procedures - methods of operation - concepts - principles - and discoveries
A collection of code containing instructions for a computer to perform a specific action
Numbers or variables used to classify a system

29. Dependent
The multiple dependent variables in a study with multiple independent variables
The outcome that depends on the independent variable and covariates
Ishikawa - fishbone
Driving forces - restraining forces - current state - desired state

30. The five principles of andragogy
Identify organizational values - development mission - develop vision - develop value statements
Learner self-concept - Learner prior experience - Readiness to learn - Orientation to learning - and Motivation to learn
Identify performance gaps - gains commitment to learning - constructs practice to close gaps - drives application and reflection to improve competence
Evaluation

31. Exercises that include a form of real-life situation that allows participants to practice is called
Form - storm - norm - perform - and adjourn.
Benjamin Bloom
Simulations
Initiating - planning - executing - controlling - closing

32. Four cases when a trainer should not use a chart pack
Learning Management System (LMS)
Room size or number of participants is too large - when trainer wants to be more formal - when trainer has illegible handwriting - when the trainer presents the same program regularly.
A variable the influences the dependent variable
Silence

33. Three basic management styles
Howard Gardner
Information - feedback
Dictatorship - anarchy - democracy
Misplacing ownership - misaligning incentives - saving recognition - playing favorites - misspeaking praise

34. What is the primary reason for 360-degree feedback
Reliability
Problem - action learning group - emphasis on careful questioning and listening - resolution to take action - commitment to learning - group facilitator/learning coach
Behavior
To aid in career planning

35. Examples of internal factors that influence an organization
Technology - new products - shareholders - financial conditions - system challenges - process challenges - policies
Walk towards a participant as they speak
Learning style
Synchrononous occurs at a given time with a live instructor. Asynchronous is self-paced and available at any time.

36. The final behavioral outcomes of a specific instructional event
Review of objective and key points - review participant benefits - call participants to action - ask participants if they have any questions.
Terminal objectives
DMAIC methodology - IPO model - flowcharting - evaluation models
Technology - new products - shareholders - financial conditions - system challenges - process challenges - policies

37. The technique trainers should use when a presentation is formal and should present a professional image
Monetary impact/ROI
Form - storm - norm - perform - and adjourn.
Slides
Kurt Lewin's forcefield analysis

38. LCMS
Learning Content Management System. Software that packages courses and learning materials for print - CD-ROM - and electronic publication.
Skill variety - task identity - task significance - autonomy - feedback
Identify business goals - clarify those goals - determine specificity and measurability of the goals.
Silence

39. Closed questions
Design
Communication - client motivation - self-management - technical skills
Questions that check for understanding or test for consensus
Cost or budget - lesson content - learner background and expectations - time available - and facilities/equipment/materials

40. RFP
Request for proposal. A communication from an organization to potential vendors that defines the organizations needs and how to respond to those needs.
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.
The multiple dependent variables in a study with multiple independent variables
Initiating - planning - executing - controlling - closing

41. The three levels that - when in harmony - work to optimal performance in the Rummler and Brache's model
- measure - analyze - improve - control
Accelerated Learning
Organization - process - and job/performer.
External/organizational scans - identify business needs - identify change initiatives - collect data - analyze data - report on the data - design the change initiative

42. Types of formative evaluation
Pilot tests - technical reviews - production reviews
Knowledge in one's personal memory - includes judgment - insights - experience - know-how - personal beliefs - and personal values.
A description or design specification for how information should be treated and organized.
The process that connects information - education - expertise - and practical application of people in an organization for the purposes of sharing and access.

43. Sequencing and structure are closely related. What is the order in which skills and information are taught
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
Sequence
Likert scale
Synchrononous occurs at a given time with a live instructor. Asynchronous is self-paced and available at any time.

44. Four characteristics of tasks that are well-suited for job aids
High cost - scheduling difficulties - and temporary (unless learners have opportunity to practice)
Determine business impact - improve the design of the learning experience - determine the content's adequacy
Low frequency - high complexity - high consequence of error - high probability of change in the future
Written tests - oral Q&A - performance tests - role plays

45. The type of learning that E-Learning is outstanding for teaching because it has infinite patience
Analytical - amiable - drivers - expressive
Rote skills
Managerial/administrative - supervisory - functional
Pareto analysis

46. The analysis that identifies forces that maintain the status quo - and the approaches to allow change

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47. Systems thinking
Thinking about the whole organization - rather than individuals - and looking primarily at processes
Measures of quantity or numbers
Upper-left cerebral - lower-left limbic - upper-right cerebral - and lower-right limbic
Numbers or variables used to rank order a system

48. The method used to identify the efficiency and effectiveness of employees
Performance audit
Establish short-term objectives - create an action plan to achieve short-term objectives - allocate resources to the objectives - motivate employees to reach the objectives
Information that combined with understanding enables understanding
Personal space

49. succession planning
Behavior
Matching current - usually high-potential employees - with future roles within the company to systematic prepare them for a future role
Psychomotor skills
Job aids - and EPSS

50. Two types of coaching situations that primarily differ on the degree of confidentiality and sensitivity
Rote skills
Perform a front-end analysis
External coaching - internal coaching
Theatre style