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Certified Professional In Learning And Performance Cplp

Instructions:

Answer 50 questions in 15 minutes.
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Match each statement with the correct term.
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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 other names for a cause-and-effect diagram
Ishikawa - fishbone
Pedagogy
Myer-Briggs Type Indicator (MBTI) - DiSC personality profile
The world is created in conversation

2. The collection of strategies for quickly producing instructional packages
Learner characteristics like age - educational background - cultural background - learner expectations - and learn motivation to attend
Rapid instructional design (RID)
A group of people who share a common interest - and are willing to share the experiences of their common interest.
Interviews

3. What is the best thing to do first when a client wants a designer to develop a training to improve declining business process
Reaction
Establish short-term objectives - create an action plan to achieve short-term objectives - allocate resources to the objectives - motivate employees to reach the objectives
Visual - Auditory - and Kinestethic
Perform a front-end analysis

4. The six founding principles of systems thinking
Long-term process for performance improvement based on 1-on-1 interactions where mentee retains the responsibility for improvement
Objectivity - confidentiality
Defining objectives - identifying necessary data - selecting data collection methods - collecting data - analyzing and confirming data - and reporting on the data
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

5. The requirements of the ADA
Facilitation is used to involve participants - and to help them learn from one another.
The minimum time schedule for completing all the tasks in a project with several overlapping or dependent tasks.
Do not discriminate in any aspect of employment based on disabilities - with reasonable accommodations such as interpreters - reading aids - instructional material modifications - etc.
Cost or budget - lesson content - learner background and expectations - time available - and facilities/equipment/materials

6. List six external factors that may affect an organization
To systematically plan an organization's future
Pedagogy
Raw and non-contextual - and can exist in forms usable or not
Economic - social - political and legislative - workforce - technological - and competitive.

7. The method where instruction is provided in a self-directed format that is available at all times - even with a facilitator is not online
Data - Information - Knowledge
Numbers or variables used to rank order a system
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
Asynchronous

8. Karl Albrecht's progressive psychological phases of change response
Threat - problem - solution - habit
A variable whose quantification can be broken down into very small units - often called analog (opposed to discrete)
DMAIC methodology - IPO model - flowcharting - evaluation models
Organization - process - and job/performer.

9. Systems thinking
Thinking about the whole organization - rather than individuals - and looking primarily at processes
Passive - active - empathetic - listening for knowledge - listening for clarification
Sequence
Data that has been given context

10. The tasks involved in the evaluation phase of strategic development
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
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
Review strategies - measure performance - take correction action
Organization - process - and job/performer.

11. Who is credited with the idea that learning objectives should contain a condition statement - a performance statement - and a criterion statement
Terminal objectives
Robert Mager
A variable whose quantification can be broken down into very small units - often called analog (opposed to discrete)
Brainstorming - case studies - and role plays

12. The two primary tools for the visual display of quantitative data
Business needs - performance needs - learning needs - and learner needs
Communication - client motivation - self-management - technical skills
Discovery - Dream - Design - and Destiny
Charts - graphs

13. The tasks involved in the formulation phase of strategic development
Terminal objectives
Culture - vision - strategy - and structure
Bloom's taxonomy - six sigma - Kepner-Tregoe
Identify organizational values - development mission - develop vision - develop value statements

14. The theory that describes a person starting at age 18 - moving from career exploration to a series of events including educational specialization that leads to a career path and a final career commitment

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15. The four Cs of change
Extroversion/Introversion - Sensing/Intuition - Thinking/Feeling - Judgment/Perception
Performance Analysis
Create a vision - communicate the plan - connect the people - congratulate success
Growth - exploratory - establishment - maintenance - decline

16. What does context refer to in designing learning
Pareto analysis
Convergers - divergers - assimilators - and accommodators
Learner characteristics like age - educational background - cultural background - learner expectations - and learn motivation to attend
Subject-matter expert

17. The three levels that - when in harmony - work to optimal performance in the Rummler and Brache's model
Relevance - inquiry - freedom - connectedness - reception - empowerment - play
An HTML tag identifying the context of the contents on a website or knowledge base.
Organization - process - and job/performer.
Accelerated Learning

18. The seven steps in Krumboltz's DECIDES model
Robert Mager
problem - establish action plan - clarify values - identify alternatives - discover probable outcomes - eliminate alternatives systematically - start action
Polling questions
Audience - Behavior - Condition - and Degree

19. The four parts of the International Federation's (ICF) ethical standards
Likert scale
Request for proposal. A communication from an organization to potential vendors that defines the organizations needs and how to respond to those needs.
To systematically plan an organization's future
Philosophy of coaching - definition of coaching - standards of ethical coaching conduct - pledge of coaching ethics

20. The two criteria that learners must demonstrate before leaving performance-based training (PBT)
Visual - Auditory - and Kinestethic
Cost or budget - lesson content - learner background and expectations - time available - and facilities/equipment/materials
Electronic Performance Support System. Software that provides just-in-time help - guidance - coaching - or assistance to improve job performance.
Knowledge - skills

21. The characteristics of a complex system
Mentoring is longer term - and mentors do not have responsibility for participants improvement.
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
Structure and processes - resources - information - knowledge and skills - motives - and wellness.
Form - storm - norm - perform - and adjourn.

22. Types of Level 4 instruments
Conduct a SWOT - establish strategic goals - develop strategies to achieve the strategic goals
Thinking about the whole organization - rather than individuals - and looking primarily at processes
Performance records - direct observation - supervisor checklists
Change is a process not an event. Change management is the process of directing change at each level of an organization.

23. The learning domain that focuses on the skills and knowledge relating to an activity such as changing a car's oil
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
Data - Information - Knowledge
Driving forces - restraining forces - current state - desired state
Cognitive

24. The three foundations of action learning

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25. Types of formative evaluation
Pilot tests - technical reviews - production reviews
Action plans - interviews - questionnaires - focus groups - performance contracts
A group of people who share a common interest - and are willing to share the experiences of their common interest.
High cost - scheduling difficulties - and temporary (unless learners have opportunity to practice)

26. The method used to identify all duties - responsibilities - and tasks that make up a single job function or role
Disengagement - disidentification - disorientation - and disenchantment.
Job analysis
Charts - graphs
Speed - quantity - quality/accuracy - thoroughness - timeliness

27. The purpose of an after-action review

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28. 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
Polling questions
The most frequently occurring value
Pilot tests - technical reviews - production reviews

29. Four stages of accelerated learning

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30. The seven characteristics of good dialog
Learning
No area is overlooked - forces to be used are known - there is time to develop other strategies if the analysis reveals the need
High cost - scheduling difficulties - and temporary (unless learners have opportunity to practice)
Relevance - inquiry - freedom - connectedness - reception - empowerment - play

31. The steps in the outsourcing process
Change is a process not an event. Change management is the process of directing change at each level of an organization.
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
Sorting - tabulating - and comparing raw to summarized data
Knowledge in one's personal memory - includes judgment - insights - experience - know-how - personal beliefs - and personal values.

32. The technique that allows a WLP professional to present material in a professional manner - and keep a class focused on the correct topic
Validity
Request for proposal. A communication from an organization to potential vendors that defines the organizations needs and how to respond to those needs.
Preparation
Do not discriminate in any aspect of employment based on disabilities - with reasonable accommodations such as interpreters - reading aids - instructional material modifications - etc.

33. The seventh component of the ASTD HPI model
Audience - behavior - condition - and degree
Change Management
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
Multiple intelligences theory

34. Explicit knowledge
Knowledge that has been documented - includes books - manuals - training courses - job aids - software rules - databases - etc.
Monetary impact/ROI
Perform a front-end analysis
Low frequency - high complexity - high consequence of error - high probability of change in the future

35. Four barriers to communication during training delivery
Action plans - interviews - questionnaires - focus groups - performance contracts
Language - speech - environmental - and psychological
Preparation
Developing employees - motivating employees - deploying employees - aligning people to process to increase performance

36. Contrast mentoring to coaching
Extroversion/Introversion - Sensing/Intuition - Thinking/Feeling - Judgment/Perception
Capture attention - help message to be remembered - establish rapport - build credibility - and build team unity.
Data - Information - Knowledge
Mentoring is longer term - and mentors do not have responsibility for participants improvement.

37. The seven attributes essential for leadership per Warren Bennis
Focused on learning and using new necessary skills through incremental change
Technical competence - people skills - conceptual skills - results - taste - judgment - character
The most frequently occurring value
Interview - survey/questionnaire - observation - focus group - work diary/work log

38. Closed questions
To aid in career planning
Questions that stimulate discussion
Failure to partner - failure to consider culture - failure to manage change - and failure to adapt to the client.
Questions that check for understanding or test for consensus

39. LMS
Learning style
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
Learning Management System. Software that automates administration - tracking - and reporting of learning events (ILT and online).
Constraints analysis

40. Extant
Data from archival records - existing records - report - and data
Breakeven ( ( Program Costs / Investment ) / ( Benefits / Cash Inflow) )
Control groups - management estimates - extant data - external studies
Analytical - amiable - drivers - expressive

41. Four steps to prepare for training delivery
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.
Gain understanding or learning objectives - learn the materials - practice the delivery - prepare questions to stimulate learning.
Pareto analysis
Rich data - comparable data across interviews with proper construction of interview protocol - and adds depth to quantative methods

42. The components of the VAK model
To systematically plan an organization's future
Cause Analysis
Visual - Auditory - and Kinestethic
A description or design specification for how information should be treated and organized.

43. CBT
Rote skills
Problem - action learning group - emphasis on careful questioning and listening - resolution to take action - commitment to learning - group facilitator/learning coach
Computer-based training. Any learning event that uses computers as the primary distributions method.
Form - storm - norm - perform - and adjourn.

44. The purpose of workforce planning
Behavorism
Low frequency - high complexity - high consequence of error - high probability of change in the future
To improve performance by systematically developing human expertise through organizational development and training
Data that has been given context

45. The five elements of learner engagement
Entertainment - interaction - control - usability - and customization
Interviews
Design
Misplacing ownership - misaligning incentives - saving recognition - playing favorites - misspeaking praise

46. The three fundamental principles of HPI
Visual - Auditory - and Kinestethic
Learning Content Management System. Software that packages courses and learning materials for print - CD-ROM - and electronic publication.
Socratic questioning
HPI uses a results-based - systematic approach - HPI focuses on accomplishments before behavior - Organizations are systems.

47. The questioning technique that seeks to develop critical thinking and creativity
Benefit-to-cost ratio (Total Benefit / Total Program Cost)
Knowledge in one's personal memory - includes judgment - insights - experience - know-how - personal beliefs - and personal values.
Socratic questioning
Rote skills

48. The seating arrangement is the least conducive to stimulating group discussion
The minimum time schedule for completing all the tasks in a project with several overlapping or dependent tasks.
Learning style
Multiple intelligences theory
Theatre style

49. The four components of a learning objective
Eager to succeed - open to support - interested in different tactics/methods and trying those out - learning oriented
Email - whiteboard - bulletin boards - chat rooms - online presentation tools - WIKIs - Blogs - forums - social sites
Audience - Behavior - Condition - and Degree
Identify business goals - clarify those goals - determine specificity and measurability of the goals.

50. RFP
Solution Implementation
Request for proposal. A communication from an organization to potential vendors that defines the organizations needs and how to respond to those needs.
Performance records - direct observation - supervisor checklists
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

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Certified Professional In Learning And Performance Cplp

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