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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. Five stages of Tuckman's team-maturing model
A group of people who share a common interest - and are willing to share the experiences of their common interest.
Constraints analysis
Developing employees - motivating employees - deploying employees - aligning people to process to increase performance
Form - storm - norm - perform - and adjourn.

2. Independent
Charts - graphs
Hypothetical
Information - feedback
A variable the influences the dependent variable

3. Continuous
A variable whose quantification can be broken down into very small units - often called analog (opposed to discrete)
Written tests - oral Q&A - performance tests - role plays
Howard Gardner
Capture attention - help message to be remembered - establish rapport - build credibility - and build team unity.

4. Five approaches to facilitate inclusion
Awareness - modeling - targeted interventions - desensitization - training
Opportunity-centered
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.
Current organization climate - available resources

5. Mean
The sum of the numbers divided by the total number of values
Language - speech - environmental - and psychological
DMAIC methodology - IPO model - flowcharting - evaluation models
Learning technologies

6. The seven steps in Krumboltz's DECIDES model
The mid-point of the distribution - 50% of the values are above/below this value
Benjamin Bloom
problem - establish action plan - clarify values - identify alternatives - discover probable outcomes - eliminate alternatives systematically - start action
Navigation

7. Confidence interval
The expected range of a measurement
Experiential learning
Diagnose the problem - generate alternative actions/behaviors - identify consequences for those actions/behaviors
Passive - active - empathetic - listening for knowledge - listening for clarification

8. The term for the relationship of people's positions in space
An unknown or uncontrolled variable that produces an effect
Bloom's taxonomy - six sigma - Kepner-Tregoe
Psychomotor skills
Proxemics

9. Process Map
A variable that can have one of two possible values.
Do not discriminate in any aspect of employment based on disabilities - with reasonable accommodations such as interpreters - reading aids - instructional material modifications - etc.
A visual tools used to systematically describe actions/behaviors in a sequential flow - including all the steps and tasks for that process flow.
External coaching - internal coaching

10. The instructional design model is based on the assumptions that design happens in a context of project management that establishes roles - tasks - timelines - budgets - checkpoints - and supervisory procedures
Theatre style
The most frequently occurring value
Learner characteristics like age - educational background - cultural background - learner expectations - and learn motivation to attend
Seels and Glasgow instructional systems design model

11. The factors that are defined during the performance gap analysis
Image oriented - interactive - immediate - and intimate.
Driving forces - restraining forces - current state - desired state
Icebreakers do not have to relate to the session materials. Opening exercise introduces the session materials being taught.
An HTML tag identifying the context of the contents on a website or knowledge base.

12. Nominal data
Numbers or variables used to classify a system
An unknown or uncontrolled variable that produces an effect
A group of people who share a common interest - and are willing to share the experiences of their common interest.
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

13. The technique trainers should use when a presentation is formal and should present a professional image
Slides
Kurt Lewin's forcefield analysis
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
Competing - accommodating - avoiding - collaborating - and compromising.

14. Types of Level 1 instruments
Reality - feasibility - authority - and learning opportunities
Virtual Reality. Computer-based technology that gives the user a realistic - 3-D - interactive experience that engages as many senses as possible.
Interviews
Questionnaires - follow-up interviews - observation checklists

15. The topics of the A-B-C-D training development process
Audience - behavior - condition - and degree
Email - whiteboard - bulletin boards - chat rooms - online presentation tools - WIKIs - Blogs - forums - social sites
Social contexting - contexting - authority - and concept of time
The process that connects information - education - expertise - and practical application of people in an organization for the purposes of sharing and access.

16. The steps in the outsourcing process
Focused on fundamental shifts in how people view themselves - and intentional alterations of beliefs and values about the world and themselves
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
Charts - graphs
Failure to partner - failure to consider culture - failure to manage change - and failure to adapt to the client.

17. Dichotomous
Maslow's hierarchy
Sorting - tabulating - and comparing raw to summarized data
A variable that can have one of two possible values.
Virtual Reality. Computer-based technology that gives the user a realistic - 3-D - interactive experience that engages as many senses as possible.

18. The seven characteristics of good dialog
Knowledge that has been documented - includes books - manuals - training courses - job aids - software rules - databases - etc.
Management - performance
Data from archival records - existing records - report - and data
Relevance - inquiry - freedom - connectedness - reception - empowerment - play

19. Three criteria for formative evaluation
Entertainment - interaction - control - usability - and customization
Understandable - accurate - functional
Extroversion/Introversion - Sensing/Intuition - Thinking/Feeling - Judgment/Perception
Growth - exploratory - establishment - maintenance - decline

20. Two characteristics for any coaching program to succeed
Terminal objectives
Learning Management System (LMS)
Objectivity - confidentiality
Request for proposal. A communication from an organization to potential vendors that defines the organizations needs and how to respond to those needs.

21. Four activites to consider when closing a presentation
Rote skills - and prerequisite material
Groupthink
Performance audit
Review of objective and key points - review participant benefits - call participants to action - ask participants if they have any questions.

22. The three fundamental principles of HPI
Action plans - interviews - questionnaires - focus groups - performance contracts
Walk towards a participant as they speak
HPI uses a results-based - systematic approach - HPI focuses on accomplishments before behavior - Organizations are systems.
The extent to which an instrument predicts future results

23. Median
Preparation
Long-term process for performance improvement based on 1-on-1 interactions where mentee retains the responsibility for improvement
The mid-point of the distribution - 50% of the values are above/below this value
Cause Analysis

24. Four ways to create a learning climate based on Knowles' work
Create safe haven for learning - create a comfortable environment - encourage participation - facilitate more than lecture.
Communication - client motivation - self-management - technical skills
Initiating - planning - executing - controlling - closing
Self-contained chunk of instructional material

25. Meta-tag
Knowledge that has been documented - includes books - manuals - training courses - job aids - software rules - databases - etc.
An HTML tag identifying the context of the contents on a website or knowledge base.
The multiple dependent variables in a study with multiple independent variables
Andragogy - time pressures - goal orientation - previous knowledge and experience - relevent content - levels of motivation - and different learning styles

26. The mode of training for which classroom training is most effective
Experiencing - publishing - processing - generalizing - and applying
Identify business goals - clarify those goals - determine specificity and measurability of the goals.
Psychomotor skills
Knowledge - skills

27. The tasks involved in the implementation phase of strategic development
External coaching - internal coaching
Design
Establish short-term objectives - create an action plan to achieve short-term objectives - allocate resources to the objectives - motivate employees to reach the objectives
Speed - quantity - quality/accuracy - thoroughness - timeliness

28. The six factors an instructional designer must consider before choosing techniques and training materials
HPI uses a results-based - systematic approach - HPI focuses on accomplishments before behavior - Organizations are systems.
A visual tools used to systematically describe actions/behaviors in a sequential flow - including all the steps and tasks for that process flow.
Cost or budget - lesson content - learner background and expectations - time available - and facilities/equipment/materials
Ginzberg's theory

29. Four cases when a trainer should not use a chart pack
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.
High cost - scheduling difficulties - and temporary (unless learners have opportunity to practice)
Multiple intelligences theory
Structures - patterns - events

30. EPSS
Chaos is simple systems generating complicated behavior. Complexity is complicated systems generating simple behavior.
Subject-matter expert
Electronic Performance Support System. Software that provides just-in-time help - guidance - coaching - or assistance to improve job performance.
Upper-left cerebral - lower-left limbic - upper-right cerebral - and lower-right limbic

31. 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
Discovery - Dream - Design - and Destiny
Experiential learning
Form - storm - norm - perform - and adjourn.
An unknown or uncontrolled variable that produces an effect

32. The five principles of andragogy
To systematically plan an organization's future
Results
Learner self-concept - Learner prior experience - Readiness to learn - Orientation to learning - and Motivation to learn
Functional context

33. ROI
Maslow's hierarchy - McGregor's Theory X and Y of management
Learner self-concept - Learner prior experience - Readiness to learn - Orientation to learning - and Motivation to learn
Return-on-investment ( (Benefits - Costs) / Costs) * 100
The minimum time schedule for completing all the tasks in a project with several overlapping or dependent tasks.

34. BE
To aid in career planning
Breakeven ( ( Program Costs / Investment ) / ( Benefits / Cash Inflow) )
Culture - vision - strategy - and structure
Virtual Reality. Computer-based technology that gives the user a realistic - 3-D - interactive experience that engages as many senses as possible.

35. The seventh component of the ASTD HPI model
Objectivity - confidentiality
Learning
Time and resource intensive - undue influence of vocal member(s) - difficult to facilitate with a single facilitator to encourage participation and take notes
Change Management

36. Information Chunking
A measure of the variability of scores from the mean
Seels and Glasgow instructional systems design model
The process that enables organizations to create short reference materials with relevant information by reducing information into codified - categorized - and reusable content.
Developing employees - motivating employees - deploying employees - aligning people to process to increase performance

37. The five characteristics of every job that influence employee motivation
Determine business impact - improve the design of the learning experience - determine the content's adequacy
Honesty - fairness - lawfulness - compassion - respect - loyalty - dependability
Skill variety - task identity - task significance - autonomy - feedback
Andragogy - time pressures - goal orientation - previous knowledge and experience - relevent content - levels of motivation - and different learning styles

38. The learning theory that attempts to involve the left and right hemispheres of the brain to make learning more natural
Data from archival records - existing records - report - and data
- measure - analyze - improve - control
Accelerated Learning
Walk towards a participant as they speak

39. Two guiding principles of displaying quantative data in charts and graphs
Communication - client motivation - self-management - technical skills
Brainstorming - case studies - and role plays
Experiencing - publishing - processing - generalizing - and applying
Scaling and integrity

40. Three drawbacks of classroom training
High cost - scheduling difficulties - and temporary (unless learners have opportunity to practice)
Structures - patterns - events
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
Charts - graphs

41. Open questions
Cost or budget - lesson content - learner background and expectations - time available - and facilities/equipment/materials
Questions that stimulate discussion
Behavorism
Written tests - oral Q&A - performance tests - role plays

42. Types of Level 3 instruments
Experiencing - publishing - processing - generalizing - and applying
Harless' front-end analysis model
Action plans - interviews - questionnaires - focus groups - performance contracts
Reliability

43. The phases of strategic development
Threat - problem - solution - habit
To systematically plan an organization's future
Preparation
Formulation - Development - Implementation - Evaluation

44. 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
Virtual Reality. Computer-based technology that gives the user a realistic - 3-D - interactive experience that engages as many senses as possible.
Knowledge - skills - desire - environment - and opportunity
Accelerated Learning
External and environmental influences

45. Knowledge Mapping
Asynchronous
The process that connects information - education - expertise - and practical application of people in an organization for the purposes of sharing and access.
Understandable - accurate - functional
Cognitive

46. The three building blocks of knowledge management
Data - Information - Knowledge
Mentoring is longer term - and mentors do not have responsibility for participants improvement.
Inputs - outputs - process controls - and resources.
Benjamin Bloom

47. Covariates
The multiple dependent variables in a study with multiple independent variables
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.
Observe body language
Relevance - inquiry - freedom - connectedness - reception - empowerment - play

48. Four stages of accelerated learning

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49. Steps of managing a change project
Initiating - planning - executing - controlling - closing
Low frequency - high complexity - high consequence of error - high probability of change in the future
Suggestopedia
Walk towards a participant as they speak

50. Things feedback to a learner that answered a question should do
- measure - analyze - improve - control
Charts - graphs
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
Indicate whether response was correct - explain an incorrect response or clarify a correct response - give instructions on how to proceed