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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. BE
Multiple intelligences theory
Breakeven ( ( Program Costs / Investment ) / ( Benefits / Cash Inflow) )
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
Opportunity-centered

2. Three advantages of interviews as a data gathering technique
Semantic differential
Rich data - comparable data across interviews with proper construction of interview protocol - and adds depth to quantative methods
In statistics - it means probably true
Proxemics

3. The tell approach to learning - based on the theory that learning occurs through exposure to logically presented information - usually involving lecture
Cognitivism
Communication - client motivation - self-management - technical skills
Central tendency
Matching current - usually high-potential employees - with future roles within the company to systematic prepare them for a future role

4. Steps of managing a change project
Understandable - accurate - functional
Honesty - fairness - lawfulness - compassion - respect - loyalty - dependability
Initiating - planning - executing - controlling - closing
Bloom's Taxonomy

5. Four phases of succession planning
Skill variety - task identity - task significance - autonomy - feedback
Establish scope - create plan - implement plan - monitor/evaluate/revise plan
Rapid instructional design (RID)
A description or design specification for how information should be treated and organized.

6. Four barriers to communication during training delivery
Visual - Auditory - and Kinestethic
Language - speech - environmental - and psychological
Pilot tests - technical reviews - production reviews
Numbers or variables used to classify a system

7. The process that measures if the practitioner measured what they intended to measure
Validity
Determine business impact - improve the design of the learning experience - determine the content's adequacy
Numbers or variables used to classify a system
Knowledge - skills - desire - environment - and opportunity

8. The seven characteristics of good dialog
Relevance - inquiry - freedom - connectedness - reception - empowerment - play
Sequence
Review strategies - measure performance - take correction action
Communication - client motivation - self-management - technical skills

9. Information Chunking
Philosophy of coaching - definition of coaching - standards of ethical coaching conduct - pledge of coaching ethics
The process that enables organizations to create short reference materials with relevant information by reducing information into codified - categorized - and reusable content.
Semantic differential
Solution Selection

10. Three tools for determining learner preferences
Productivity Environmental Preference Survey (PEPS) - Canfield Learning Style Inventory - and Learning Style Questionnaire
Audience - behavior - condition - and degree
Hypothetical
Action plans - interviews - questionnaires - focus groups - performance contracts

11. The reliability test where one test is split into two shorter ones - by randomly assigning test items to one half or the other
Interviews
Skill variety - task identity - task significance - autonomy - feedback
Split-half
An unknown or uncontrolled variable that produces an effect

12. Two guiding principles of displaying quantative data in charts and graphs
Maslow's hierarchy - McGregor's Theory X and Y of management
Technology - new products - shareholders - financial conditions - system challenges - process challenges - policies
Perform a front-end analysis
Scaling and integrity

13. Predictive validity
The extent to which an instrument predicts future results
Numbers or variables used to rank order a system
Disengagement - disidentification - disorientation - and disenchantment.
Self-contained chunk of instructional material

14. The six major factors that influence performance in Gilbert's behavior engineering model
Information - resources - incentives/consequences - knowledge and skills - capacity - and motivation.
Balanced scorecard
Electronic Performance Support System. Software that provides just-in-time help - guidance - coaching - or assistance to improve job performance.
Review strategies - measure performance - take correction action

15. Four variables that effect how members of a culture think and express themselves
Data from archival records - existing records - report - and data
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
Benefit-to-cost ratio (Total Benefit / Total Program Cost)
Social contexting - contexting - authority - and concept of time

16. The components of the VAK model
Questions that stimulate discussion
Chaos is simple systems generating complicated behavior. Complexity is complicated systems generating simple behavior.
Action plans - interviews - questionnaires - focus groups - performance contracts
Visual - Auditory - and Kinestethic

17. The three competency elements that constitute most jobs
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
A measure of the variability of scores from the mean
Managerial/administrative - supervisory - functional
Silence

18. Four elements of an effective oral presentation
Engage learner's attention - present materials as input to brain - practice with ideas and skills - review to create new connections and applications
Management - performance
Learner-centered - content-centered
Opener - bridge - main body - and close

19. The HPI tool that uses the 80/20 rule
Numbers or variables used to classify a system
Polling questions
Pareto analysis
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.

20. The tasks involved in the implementation phase of strategic development
Evaluation
Validity
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 selection of measurement points which can have a large impact on the research's ability to be generalized

21. Two types of coaching situations that primarily differ on the degree of confidentiality and sensitivity
Focused on fundamental changes to thinking patterns and behaviors
Create a vision - communicate the plan - connect the people - congratulate success
External coaching - internal coaching
Raw and non-contextual - and can exist in forms usable or not

22. Software that automates the administration of training
Focused on fundamental changes to thinking patterns and behaviors
Learning Management System (LMS)
Dictatorship - anarchy - democracy
The multiple dependent variables in a study with multiple independent variables

23. PERT
Learning Management System. Software that automates administration - tracking - and reporting of learning events (ILT and online).
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.
Benjamin Bloom
Indicate whether response was correct - explain an incorrect response or clarify a correct response - give instructions on how to proceed

24. Sequencing and structure are closely related. What refers to the relationship among skills and topics
No area is overlooked - forces to be used are known - there is time to develop other strategies if the analysis reveals the need
A collection of code containing instructions for a computer to perform a specific action
Solution Selection
Structure

25. Triple-loop learning
Focused on fundamental shifts in how people view themselves - and intentional alterations of beliefs and values about the world and themselves
Semantic differential
Electronic Performance Support System. Software that provides just-in-time help - guidance - coaching - or assistance to improve job performance.
Interview - survey/questionnaire - observation - focus group - work diary/work log

26. The fifth component of the ASTD HPI model
Language - speech - environmental - and psychological
Solution Implementation
Cause Analysis
Review of objective and key points - review participant benefits - call participants to action - ask participants if they have any questions.

27. Confounding
An unknown or uncontrolled variable that produces an effect
Dictatorship - anarchy - democracy
Questions that check for understanding or test for consensus
Learning style

28. Systems thinking
Weak manager judgments or experience levels - identified talent shortages - organization culture suports structured programs
Thinking about the whole organization - rather than individuals - and looking primarily at processes
Capture attention - help message to be remembered - establish rapport - build credibility - and build team unity.
A visual tools used to systematically describe actions/behaviors in a sequential flow - including all the steps and tasks for that process flow.

29. Discrete
Learner characteristics like age - educational background - cultural background - learner expectations - and learn motivation to attend
Ginzberg's theory
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
A variable in whole number or distinct units (opposed to continuous)

30. What is the best thing to do first when a client wants a designer to develop a training to improve declining business process
Pedagogy
Perform a front-end analysis
Design
Capture attention - help message to be remembered - establish rapport - build credibility - and build team unity.

31. Three disadvantages of focus groups
Time and resource intensive - undue influence of vocal member(s) - difficult to facilitate with a single facilitator to encourage participation and take notes
Capture attention - help message to be remembered - establish rapport - build credibility - and build team unity.
Interview - survey/questionnaire - observation - focus group - work diary/work log
To aid in career planning

32. succession planning
Matching current - usually high-potential employees - with future roles within the company to systematic prepare them for a future role
Business Analysis
Andragogy - time pressures - goal orientation - previous knowledge and experience - relevent content - levels of motivation - and different learning styles
Learning technologies

33. Confidence interval
The expected range of a measurement
Understandable - accurate - functional
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
Management - performance

34. Three conditions that warrant multi-rater feedback
Weak manager judgments or experience levels - identified talent shortages - organization culture suports structured programs
Change Management
Learning technologies
Ideas - processes - procedures - methods of operation - concepts - principles - and discoveries

35. The final behavioral outcomes of a specific instructional event
Terminal objectives
Capture attention - reveal trainer's style - raise participant's comfort level - introduce the topic of the presentation.
Audience - Behavior - Condition - and Degree
Synchrononous occurs at a given time with a live instructor. Asynchronous is self-paced and available at any time.

36. Describe a message board
Icebreakers do not have to relate to the session materials. Opening exercise introduces the session materials being taught.
Sorting - tabulating - and comparing raw to summarized data
Learner-centered - content-centered
Websites where users post questions - thoughts and observations - and can reply to other users postings of the same

37. Describe a chat room
Chat rooms are essentially synchronous (real-time) message boards.
HPI uses a results-based - systematic approach - HPI focuses on accomplishments before behavior - Organizations are systems.
Synchrononous occurs at a given time with a live instructor. Asynchronous is self-paced and available at any time.
Cost or budget - lesson content - learner background and expectations - time available - and facilities/equipment/materials

38. What does context refer to in designing learning
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
Growth - exploratory - establishment - maintenance - decline
Learner characteristics like age - educational background - cultural background - learner expectations - and learn motivation to attend
Identify organizational values - development mission - develop vision - develop value statements

39. RFP
Surveys
Observe body language
Learner self-concept - Learner prior experience - Readiness to learn - Orientation to learning - and Motivation to learn
Request for proposal. A communication from an organization to potential vendors that defines the organizations needs and how to respond to those needs.

40. Two circumstances where e-learning is particularly useful
Electronic Performance Support System. Software that provides just-in-time help - guidance - coaching - or assistance to improve job performance.
Structure
Rote skills - and prerequisite material
Multiple intelligences theory

41. The kinds of objectives that support the final behavioral outcomes by breaking them down into more manageable chunks
Gain understanding or learning objectives - learn the materials - practice the delivery - prepare questions to stimulate learning.
Rote skills - and prerequisite material
Create new hire training - develop behavior-based interview questions - write performance objectives - prepare employees for career progression
Enabling objectives

42. Process Map
Multiple intelligences theory
Maslow's hierarchy - McGregor's Theory X and Y of management
Audience - behavior - condition - and degree
A visual tools used to systematically describe actions/behaviors in a sequential flow - including all the steps and tasks for that process flow.

43. Mean
Socratic questioning
Virtual Reality. Computer-based technology that gives the user a realistic - 3-D - interactive experience that engages as many senses as possible.
Audience - Behavior - Condition - and Degree
The sum of the numbers divided by the total number of values

44. The topics of the A-B-C-D training development process
Organization - process - and job/performer.
Presentation software
Audience - behavior - condition - and degree
Create a vision - communicate the plan - connect the people - congratulate success

45. 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
External and environmental influences
Proxemics
Form - storm - norm - perform - and adjourn.
Business needs - performance needs - learning needs - and learner needs

46. Types of Level 4 instruments
Suggestopedia
Performance records - direct observation - supervisor checklists
Balanced scorecard
Job aids - and EPSS

47. The five characteristics of every job that influence employee motivation
Data - Information - Knowledge
Constraints analysis
Skill variety - task identity - task significance - autonomy - feedback
Entertainment - interaction - control - usability - and customization

48. Describe how facilitation differs from training
A visual tools used to systematically describe actions/behaviors in a sequential flow - including all the steps and tasks for that process flow.
Facilitation is used to involve participants - and to help them learn from one another.
Balanced scorecard
Separation of place - time - or both among learners - instructors - and learning resources; Interactions are conducted through one or mode media.

49. The two management practices similar to complexity theory
Questions that stimulate discussion
Learning organizations - systems thinking
Polling questions
Written tests - oral Q&A - performance tests - role plays

50. The seating arrangement is the least conducive to stimulating group discussion
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
Communication - client motivation - self-management - technical skills
Theatre style
Change Management