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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. Types of Level 5 instruments
Establish scope - create plan - implement plan - monitor/evaluate/revise plan
Control groups - management estimates - extant data - external studies
Analytical - amiable - drivers - expressive
Low frequency - high complexity - high consequence of error - high probability of change in the future

2. The three levels that - when in harmony - work to optimal performance in the Rummler and Brache's model
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.
Perform a front-end analysis
To aid in career planning

3. Discrete
A variable in whole number or distinct units (opposed to continuous)
Knowledge that has been documented - includes books - manuals - training courses - job aids - software rules - databases - etc.
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
Self-contained chunk of instructional material

4. succession planning
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
Bloom's taxonomy - six sigma - Kepner-Tregoe
Weak manager judgments or experience levels - identified talent shortages - organization culture suports structured programs

5. Four personal social styles per Harvey Robbins
Analytical - amiable - drivers - expressive
Low frequency - high complexity - high consequence of error - high probability of change in the future
Bloom's taxonomy - six sigma - Kepner-Tregoe
Information that combined with understanding enables understanding

6. Exercises that include a form of real-life situation that allows participants to practice is called
The expected range of a measurement
Icebreakers do not have to relate to the session materials. Opening exercise introduces the session materials being taught.
Reaction
Simulations

7. The final behavioral outcomes of a specific instructional event
Terminal objectives
Cognitive
Long-term process for performance improvement based on 1-on-1 interactions where mentee retains the responsibility for improvement
Cognitivism

8. 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
Feedback
Structures - patterns - events
Visual - Auditory - and Kinestethic
Suggestopedia

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

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10. Median
The mid-point of the distribution - 50% of the values are above/below this value
DMAIC methodology - IPO model - flowcharting - evaluation models
Information - feedback
The process that connects information - education - expertise - and practical application of people in an organization for the purposes of sharing and access.

11. The facilitation tool that can create just enough tension to get people thinking
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.
Silence
A group of people who share a common interest - and are willing to share the experiences of their common interest.
A measure of the variability of scores from the mean

12. The technique that should account for 50% of the preparation for a presentation
The process that connects information - education - expertise - and practical application of people in an organization for the purposes of sharing and access.
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
Observe body language
Rehersal

13. The seven basic self-governing behaviors
Honesty - fairness - lawfulness - compassion - respect - loyalty - dependability
Extroversion/Introversion - Sensing/Intuition - Thinking/Feeling - Judgment/Perception
Job aids - and EPSS
Competing - accommodating - avoiding - collaborating - and compromising.

14. A computer application that is linked directly to another application to train or guide workers through a task
Bloom's taxonomy - six sigma - Kepner-Tregoe
Awareness - modeling - targeted interventions - desensitization - training
Ishikawa - fishbone
Electronic performance support system (EPSS)

15. Continuous
A variable whose quantification can be broken down into very small units - often called analog (opposed to discrete)
Formative evaluation
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.
Slides

16. Three tools for determining learner preferences
A variable the influences the dependent variable
Productivity Environmental Preference Survey (PEPS) - Canfield Learning Style Inventory - and Learning Style Questionnaire
- measure - analyze - improve - control
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

17. Three learner preferences as defined by the VAK model
Return-on-investment ( (Benefits - Costs) / Costs) * 100
Visual - Auditory - and Kinestethic
Questions that check for understanding or test for consensus
Action plans - interviews - questionnaires - focus groups - performance contracts

18. The learning domain that focuses on the skills and knowledge relating to an activity such as changing a car's oil
Identify business goals - clarify those goals - determine specificity and measurability of the goals.
Cognitive
Pilot tests - technical reviews - production reviews
Solution Implementation

19. The two management practices similar to complexity theory
Hypothetical
Pareto analysis
Developing employees - motivating employees - deploying employees - aligning people to process to increase performance
Learning organizations - systems thinking

20. 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
Chaos is simple systems generating complicated behavior. Complexity is complicated systems generating simple behavior.
An HTML tag identifying the context of the contents on a website or knowledge base.
Technical competence - people skills - conceptual skills - results - taste - judgment - character
Seels and Glasgow instructional systems design model

21. The other names for a cause-and-effect diagram
Ishikawa - fishbone
Audience - behavior - condition - and degree
Andragogy - time pressures - goal orientation - previous knowledge and experience - relevent content - levels of motivation - and different learning styles
Defining objectives - identifying necessary data - selecting data collection methods - collecting data - analyzing and confirming data - and reporting on the data

22. The methods learning organizations use to create and foster productive learning
Identify organizational values - development mission - develop vision - develop value statements
Culture - vision - strategy - and structure
Thinking about the whole organization - rather than individuals - and looking primarily at processes
Cognitivism

23. Extant
Data from archival records - existing records - report - and data
Rich data - comparable data across interviews with proper construction of interview protocol - and adds depth to quantative methods
Problem - action learning group - emphasis on careful questioning and listening - resolution to take action - commitment to learning - group facilitator/learning coach
Balanced scorecard

24. Confounding
Chaos is simple systems generating complicated behavior. Complexity is complicated systems generating simple behavior.
Surveys
An unknown or uncontrolled variable that produces an effect
DMAIC methodology - IPO model - flowcharting - evaluation models

25. The sixth component of the ASTD HPI model
Learning Content Management System. Software that packages courses and learning materials for print - CD-ROM - and electronic publication.
Evaluation
Constraints analysis
Productivity Environmental Preference Survey (PEPS) - Canfield Learning Style Inventory - and Learning Style Questionnaire

26. Three tasks for knowledge mapping
Interviews
Current organization climate - available resources
Documentation audit - information system survey - identification of external information sources
Rehersal

27. Cordinal data
Numbers or variables used to rank order a system
An HTML tag identifying the context of the contents on a website or knowledge base.
Opener - bridge - main body - and close
Characteristics of adults as learners (CAL) conceptual framework

28. The theory that describes how intelligences reflect how people prefer to process information
Multiple intelligences theory
To aid in career planning
Adult learning theories - instructional design techniques
Simulations

29. Two circumstances where e-learning is particularly useful
Review of objective and key points - review participant benefits - call participants to action - ask participants if they have any questions.
Self-study guides - job aids - instructor-led materials - technology-delivered training deliverables - assessments
Rote skills - and prerequisite material
A group of people who share a common interest - and are willing to share the experiences of their common interest.

30. Training that related to actual job circumstances
Cross-functional - cross-country/international
Functional context
Sequence
Solution Implementation

31. The two criteria for a successful training program that must be accounted for by the WLP professional
Knowledge - skills - desire - environment - and opportunity
Business needs - performance needs - learning needs - and learner needs
Bloom's taxonomy - six sigma - Kepner-Tregoe
Current organization climate - available resources

32. Three basic management styles
Balanced scorecard
Dictatorship - anarchy - democracy
Data that has been given context
Phone - VoIP - online meetings - email - specialized software

33. Standard deviation
Observe body language
Cause Analysis
Perform a front-end analysis
A measure of the variability of scores from the mean

34. The five factors that affect human performance
Data that has been given context
Knowledge - skills - desire - environment - and opportunity
Learning Content Management System. Software that packages courses and learning materials for print - CD-ROM - and electronic publication.
Behavorism

35. Double-loop learning
Monetary impact/ROI
Psychomotor skills
A variable in whole number or distinct units (opposed to continuous)
Focused on fundamental changes to thinking patterns and behaviors

36. Four barriers to communication during training delivery
Establish short-term objectives - create an action plan to achieve short-term objectives - allocate resources to the objectives - motivate employees to reach the objectives
Learner self-concept - Learner prior experience - Readiness to learn - Orientation to learning - and Motivation to learn
Language - speech - environmental - and psychological
Behavior

37. Confidence interval
Feedback
The expected range of a measurement
Thinking about the whole organization - rather than individuals - and looking primarily at processes
Pedagogy

38. Predictive validity
Conduct a SWOT - establish strategic goals - develop strategies to achieve the strategic goals
The extent to which an instrument predicts future results
Upper-left cerebral - lower-left limbic - upper-right cerebral - and lower-right limbic
Identify performance gaps - gains commitment to learning - constructs practice to close gaps - drives application and reflection to improve competence

39. Level 3 evaluation
Reaction
Results
Socratic questioning
Passive - active - empathetic - listening for knowledge - listening for clarification

40. A method used to evaluation organizational effectiveness beyond financial measures
Scaling and integrity
Balanced scorecard
Theatre style
Hard data

41. The characteristics of a complex system
Chat rooms are essentially synchronous (real-time) message boards.
Virtual Reality. Computer-based technology that gives the user a realistic - 3-D - interactive experience that engages as many senses as possible.
Reliability
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

42. Examples of courseware
Self-study guides - job aids - instructor-led materials - technology-delivered training deliverables - assessments
Polling questions
Data from archival records - existing records - report - and data
Bloom's taxonomy - six sigma - Kepner-Tregoe

43. The four characteristics of online communication
Driving forces - restraining forces - current state - desired state
Organization - process - and job/performer.
Image oriented - interactive - immediate - and intimate.
Documentation audit - information system survey - identification of external information sources

44. Five conflict responses
Identify organizational values - development mission - develop vision - develop value statements
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
Indicate whether response was correct - explain an incorrect response or clarify a correct response - give instructions on how to proceed
Competing - accommodating - avoiding - collaborating - and compromising.

45. Four phases of succession planning
Cognitivism
Establish scope - create plan - implement plan - monitor/evaluate/revise plan
Diagnose the problem - generate alternative actions/behaviors - identify consequences for those actions/behaviors
The extent to which an instrument predicts future results

46. The three building blocks of knowledge management
An effective - structured way that captures people's learning from an experience.
Cognitivism
Data - Information - Knowledge
Experiencing - publishing - processing - generalizing - and applying

47. Types of synthesis models
Management - performance
DMAIC methodology - IPO model - flowcharting - evaluation models
Learning
Two-aix matrixes - flowcharts - dichotomy - graphic models

48. the meaning of significant - in a statistical context
In statistics - it means probably true
Benjamin Bloom
Learning Management System. Software that automates administration - tracking - and reporting of learning events (ILT and online).
Measures of quantity or numbers

49. The three parts of the problem-solving model
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
Threat - problem - solution - habit
Diagnose the problem - generate alternative actions/behaviors - identify consequences for those actions/behaviors
Create safe haven for learning - create a comfortable environment - encourage participation - facilitate more than lecture.

50. RFP
Opener - bridge - main body - and close
Engage learner's attention - present materials as input to brain - practice with ideas and skills - review to create new connections and applications
An effective - structured way that captures people's learning from an experience.
Request for proposal. A communication from an organization to potential vendors that defines the organizations needs and how to respond to those needs.