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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. List seven things that cannot be copyrighted
Numbers or variables used to rank order a system
Capture attention - reveal trainer's style - raise participant's comfort level - introduce the topic of the presentation.
Sorting - tabulating - and comparing raw to summarized data
Ideas - processes - procedures - methods of operation - concepts - principles - and discoveries

2. Things feedback to a learner that answered a question should do
Electronic performance support system (EPSS)
High cost - scheduling difficulties - and temporary (unless learners have opportunity to practice)
Problem - action learning group - emphasis on careful questioning and listening - resolution to take action - commitment to learning - group facilitator/learning coach
Indicate whether response was correct - explain an incorrect response or clarify a correct response - give instructions on how to proceed

3. Examples of internal factors that influence an organization
An HTML tag identifying the context of the contents on a website or knowledge base.
The process that connects information - education - expertise - and practical application of people in an organization for the purposes of sharing and access.
Polling questions
Technology - new products - shareholders - financial conditions - system challenges - process challenges - policies

4. The method where instruction is provided in a self-directed format that is available at all times - even with a facilitator is not online
Managers are responsible for their own development - executives are responsible for the development of their subordinates - the organization is responsible for providing growth opportunities
Passive - active - empathetic - listening for knowledge - listening for clarification
Competing - accommodating - avoiding - collaborating - and compromising.
Asynchronous

5. The measure that is defined by mean - median - and mode
Hard data
Numbers or variables used to classify a system
Central tendency
Weak manager judgments or experience levels - identified talent shortages - organization culture suports structured programs

6. Two types of coaching situations that primarily differ on the degree of confidentiality and sensitivity
Do not discriminate in any aspect of employment based on disabilities - with reasonable accommodations such as interpreters - reading aids - instructional material modifications - etc.
Organization - process - and job/performer.
A collection of code containing instructions for a computer to perform a specific action
External coaching - internal coaching

7. Extant
Data from archival records - existing records - report - and data
Characteristics of adults as learners (CAL) conceptual framework
Phone - VoIP - online meetings - email - specialized software
Breakeven ( ( Program Costs / Investment ) / ( Benefits / Cash Inflow) )

8. The model (a pyramid) from bottom to top is: physiology - safety - belongingness - esteem - and self-actualization

9. The two criteria for a successful training program that must be accounted for by the WLP professional
Benjamin Bloom
Cognitivism
Behavior
Current organization climate - available resources

10. The learning theory that includes activities like behavioral modeling - simulations - role plays - skill drills - and rewards
Behavorism
Structure
Learning Management System (LMS)
Review strategies - measure performance - take correction action

11. An evaluation of an evaluation
Inputs - outputs - process controls - and resources.
Meta-evaluation
Silence
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

12. Types of formative evaluation
Social contexting - contexting - authority - and concept of time
Reaction
Pilot tests - technical reviews - production reviews
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

13. The technique that allows a WLP professional to present material in a professional manner - and keep a class focused on the correct topic
High cost - scheduling difficulties - and temporary (unless learners have opportunity to practice)
Objectivity - confidentiality
Weak manager judgments or experience levels - identified talent shortages - organization culture suports structured programs
Preparation

14. Three criteria for formative evaluation
Understandable - accurate - functional
Howard Gardner
Passive - active - empathetic - listening for knowledge - listening for clarification
Electronic performance support system (EPSS)

15. Four things a coach does
Results
Balanced scorecard
Learning style
Identify performance gaps - gains commitment to learning - constructs practice to close gaps - drives application and reflection to improve competence

16. scripting
A collection of code containing instructions for a computer to perform a specific action
problem - establish action plan - clarify values - identify alternatives - discover probable outcomes - eliminate alternatives systematically - start action
Problem - action learning group - emphasis on careful questioning and listening - resolution to take action - commitment to learning - group facilitator/learning coach
Form - storm - norm - perform - and adjourn.

17. Factors that determine fair use
Websites where users post questions - thoughts and observations - and can reply to other users postings of the same
Relevance - inquiry - freedom - connectedness - reception - empowerment - play
Documentation audit - information system survey - identification of external information sources
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

18. Sampling

19. The five elements of learner engagement
Howard Gardner
Formulation - Development - Implementation - Evaluation
Entertainment - interaction - control - usability - and customization
Information - resources - incentives/consequences - knowledge and skills - capacity - and motivation.

20. The seven basic self-governing behaviors
Language - speech - environmental - and psychological
Managerial/administrative - supervisory - functional
Honesty - fairness - lawfulness - compassion - respect - loyalty - dependability
A collection of code containing instructions for a computer to perform a specific action

21. The purposes of training evaluation

22. List seven principles of adult learning
Andragogy - time pressures - goal orientation - previous knowledge and experience - relevent content - levels of motivation - and different learning styles
Multiple intelligences theory
Navigation
Defining objectives - identifying necessary data - selecting data collection methods - collecting data - analyzing and confirming data - and reporting on the data

23. Three disadvantages of focus groups
Current organization climate - available resources
A measure of the variability of scores from the mean
Time and resource intensive - undue influence of vocal member(s) - difficult to facilitate with a single facilitator to encourage participation and take notes
The process that enables organizations to create short reference materials with relevant information by reducing information into codified - categorized - and reusable content.

24. The technique - developed by Georgi Lazanov - that uses the instructional application of stimulating the body and mind at peak efficiency to develop super-learning capabilities
Suggestopedia
Written tests - oral Q&A - performance tests - role plays
Current organization climate - available resources
Passive - active - empathetic - listening for knowledge - listening for clarification

25. Four phases of succession planning
Establish scope - create plan - implement plan - monitor/evaluate/revise plan
Interview - survey/questionnaire - observation - focus group - work diary/work log
Presentation software
The most frequently occurring value

26. Describe a chat room
Feedback
Technical competence - people skills - conceptual skills - results - taste - judgment - character
Documentation audit - information system survey - identification of external information sources
Chat rooms are essentially synchronous (real-time) message boards.

27. Tacit knowledge

28. The six interactive and interdependent components of an action learning program
Problem - action learning group - emphasis on careful questioning and listening - resolution to take action - commitment to learning - group facilitator/learning coach
Indicate whether response was correct - explain an incorrect response or clarify a correct response - give instructions on how to proceed
Breakeven ( ( Program Costs / Investment ) / ( Benefits / Cash Inflow) )
Data that has been given context

29. PERT
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.
Reliability
Developing employees - motivating employees - deploying employees - aligning people to process to increase performance
The process that connects information - education - expertise - and practical application of people in an organization for the purposes of sharing and access.

30. Five job analysis methods
Interview - survey/questionnaire - observation - focus group - work diary/work log
Ginzberg's theory
Simulations
Electronic performance support system (EPSS)

31. Four elements of an effective oral presentation
Opener - bridge - main body - and close
Visual - Auditory - and Kinestethic
Learner self-concept - Learner prior experience - Readiness to learn - Orientation to learning - and Motivation to learn
Long-term process for performance improvement based on 1-on-1 interactions where mentee retains the responsibility for improvement

32. What does proxemics refer to?
Personal space
Culture - vision - strategy - and structure
Technical competence - people skills - conceptual skills - results - taste - judgment - character
Learning

33. The purpose of an after-action review

34. Community of practice
A group of people who share a common interest - and are willing to share the experiences of their common interest.
Formative evaluation
Mentoring is longer term - and mentors do not have responsibility for participants improvement.
Data that has been given context

35. Knowledge
Proxemics
Misplacing ownership - misaligning incentives - saving recognition - playing favorites - misspeaking praise
L = P + Q + R. Learning - Programmed instruction - Questioning - Reflection
Information that combined with understanding enables understanding

36. What does context refer to in designing learning
Central tendency
Learner characteristics like age - educational background - cultural background - learner expectations - and learn motivation to attend
Honesty - fairness - lawfulness - compassion - respect - loyalty - dependability
Long-term process for performance improvement based on 1-on-1 interactions where mentee retains the responsibility for improvement

37. Double-loop learning
The extent to which an instrument represents the program's content
The outcome that depends on the independent variable and covariates
Developing employees - motivating employees - deploying employees - aligning people to process to increase performance
Focused on fundamental changes to thinking patterns and behaviors

38. Four barriers to communication during training delivery
Do not discriminate in any aspect of employment based on disabilities - with reasonable accommodations such as interpreters - reading aids - instructional material modifications - etc.
Language - speech - environmental - and psychological
Meta-evaluation
Relevance - inquiry - freedom - connectedness - reception - empowerment - play

39. Compare/contrast chaos and complexity
Cognitivism
Structure and processes - resources - information - knowledge and skills - motives - and wellness.
Chaos is simple systems generating complicated behavior. Complexity is complicated systems generating simple behavior.
Benjamin Bloom

40. Types of synthesis models
Entertainment - interaction - control - usability - and customization
Opportunity-centered
Two-aix matrixes - flowcharts - dichotomy - graphic models
Awareness - modeling - targeted interventions - desensitization - training

41. The three parts of the problem-solving model
Initiating - planning - executing - controlling - closing
Review strategies - measure performance - take correction action
Philosophy of coaching - definition of coaching - standards of ethical coaching conduct - pledge of coaching ethics
Diagnose the problem - generate alternative actions/behaviors - identify consequences for those actions/behaviors

42. The HPI tool used to collect current performance - learner analysis - and business needs
Interviews
Create safe haven for learning - create a comfortable environment - encourage participation - facilitate more than lecture.
Culture - vision - strategy - and structure
Solution Selection

43. BCR
Philosophy of coaching - definition of coaching - standards of ethical coaching conduct - pledge of coaching ethics
Benefit-to-cost ratio (Total Benefit / Total Program Cost)
Entertainment - interaction - control - usability - and customization
The selection of measurement points which can have a large impact on the research's ability to be generalized

44. The theory that describes how intelligences reflect how people prefer to process information
Multiple intelligences theory
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.
To aid in career planning
Phone - VoIP - online meetings - email - specialized software

45. Information Chunking
Robert Mager
Speed - quantity - quality/accuracy - thoroughness - timeliness
Sequence
The process that enables organizations to create short reference materials with relevant information by reducing information into codified - categorized - and reusable content.

46. RFP
Weak manager judgments or experience levels - identified talent shortages - organization culture suports structured programs
Request for proposal. A communication from an organization to potential vendors that defines the organizations needs and how to respond to those needs.
Terminal objectives
Growth - exploratory - establishment - maintenance - decline

47. Five technologies that can be used to connect clients to coaches
Audience - Behavior - Condition - and Degree
Surveys
Phone - VoIP - online meetings - email - specialized software
Matching current - usually high-potential employees - with future roles within the company to systematic prepare them for a future role

48. The HPI tool that can gather both qualitative and quantitative data
Electronic performance support system (EPSS)
Surveys
Job analysis
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

49. The elements of the 4-D cycle
Something that disrupts the flow of information between source and receiver
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
Discovery - Dream - Design - and Destiny
Split-half

50. Four variables that effect how members of a culture think and express themselves
Social contexting - contexting - authority - and concept of time
Determine business impact - improve the design of the learning experience - determine the content's adequacy
Opener - bridge - main body - and close
Eager to succeed - open to support - interested in different tactics/methods and trying those out - learning oriented