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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 job analysis methods
Interview - survey/questionnaire - observation - focus group - work diary/work log
Initiating - planning - executing - controlling - closing
Mentoring is longer term - and mentors do not have responsibility for participants improvement.
Create new hire training - develop behavior-based interview questions - write performance objectives - prepare employees for career progression

2. The components of the VAK model
Focused on learning and using new necessary skills through incremental change
Low frequency - high complexity - high consequence of error - high probability of change in the future
Seels and Glasgow instructional systems design model
Visual - Auditory - and Kinestethic

3. The four quadrants in W.E. (Ned) Herrmann's learning brain model
Websites where users post questions - thoughts and observations - and can reply to other users postings of the same
Upper-left cerebral - lower-left limbic - upper-right cerebral - and lower-right limbic
Problem - action learning group - emphasis on careful questioning and listening - resolution to take action - commitment to learning - group facilitator/learning coach
Pareto analysis

4. Four steps to prepare for training delivery
The most frequently occurring value
Learner characteristics like age - educational background - cultural background - learner expectations - and learn motivation to attend
problem - establish action plan - clarify values - identify alternatives - discover probable outcomes - eliminate alternatives systematically - start action
Gain understanding or learning objectives - learn the materials - practice the delivery - prepare questions to stimulate learning.

5. The three foundations of action learning

6. A method used to evaluation organizational effectiveness beyond financial measures
Engage learner's attention - present materials as input to brain - practice with ideas and skills - review to create new connections and applications
No area is overlooked - forces to be used are known - there is time to develop other strategies if the analysis reveals the need
Performance audit
Balanced scorecard

7. Covariates
Do not discriminate in any aspect of employment based on disabilities - with reasonable accommodations such as interpreters - reading aids - instructional material modifications - etc.
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
The multiple dependent variables in a study with multiple independent variables
Brainstorming - case studies - and role plays

8. Data
Raw and non-contextual - and can exist in forms usable or not
Technical competence - people skills - conceptual skills - results - taste - judgment - character
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
Pareto analysis

9. 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
Chaos is simple systems generating complicated behavior. Complexity is complicated systems generating simple behavior.
Charts - graphs
External and environmental influences

10. List seven things that cannot be copyrighted
Ideas - processes - procedures - methods of operation - concepts - principles - and discoveries
Performance records - direct observation - supervisor checklists
Data - Information - Knowledge
Rich data - comparable data across interviews with proper construction of interview protocol - and adds depth to quantative methods

11. Examples of courseware
Threat - problem - solution - habit
In statistics - it means probably true
Self-study guides - job aids - instructor-led materials - technology-delivered training deliverables - assessments
Knowledge - skills - desire - environment - and opportunity

12. What does context refer to in designing learning
Cost or budget - lesson content - learner background and expectations - time available - and facilities/equipment/materials
The sum of the numbers divided by the total number of values
Capture attention - reveal trainer's style - raise participant's comfort level - introduce the topic of the presentation.
Learner characteristics like age - educational background - cultural background - learner expectations - and learn motivation to attend

13. The reliability test where one test is split into two shorter ones - by randomly assigning test items to one half or the other
Split-half
Determine business impact - improve the design of the learning experience - determine the content's adequacy
Formative evaluation
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

14. The five stages of D. E. Super's developmental framework
Growth - exploratory - establishment - maintenance - decline
Understandable - accurate - functional
Problem - action learning group - emphasis on careful questioning and listening - resolution to take action - commitment to learning - group facilitator/learning coach
Return-on-investment ( (Benefits - Costs) / Costs) * 100

15. Types of Level 1 instruments
Likert scale
Websites where users post questions - thoughts and observations - and can reply to other users postings of the same
Questionnaires - follow-up interviews - observation checklists
Maslow's hierarchy

16. The purpose of strategic planning

17. Types of Level 3 instruments
Likert scale
Action plans - interviews - questionnaires - focus groups - performance contracts
The selection of measurement points which can have a large impact on the research's ability to be generalized
Reality - feasibility - authority - and learning opportunities

18. Three tools for determining learner preferences
Questions that stimulate discussion
Productivity Environmental Preference Survey (PEPS) - Canfield Learning Style Inventory - and Learning Style Questionnaire
Diagnose the problem - generate alternative actions/behaviors - identify consequences for those actions/behaviors
Establish scope - create plan - implement plan - monitor/evaluate/revise plan

19. The six founding principles of systems thinking
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
Job aids - and EPSS
Raw and non-contextual - and can exist in forms usable or not
Hypothetical

20. Two types of personality inventory instruments
Knowledge - skills - desire - environment - and opportunity
Myer-Briggs Type Indicator (MBTI) - DiSC personality profile
Mentoring is longer term - and mentors do not have responsibility for participants improvement.
Data - Information - Knowledge

21. Five approaches to facilitate inclusion
Identify organizational values - development mission - develop vision - develop value statements
Awareness - modeling - targeted interventions - desensitization - training
Thinking about the whole organization - rather than individuals - and looking primarily at processes
A variable whose quantification can be broken down into very small units - often called analog (opposed to discrete)

22. Four personal social styles per Harvey Robbins
Asynchronous
Matching current - usually high-potential employees - with future roles within the company to systematic prepare them for a future role
Upper-left cerebral - lower-left limbic - upper-right cerebral - and lower-right limbic
Analytical - amiable - drivers - expressive

23. Two circumstances where e-learning is particularly useful
Rote skills - and prerequisite material
Information - resources - incentives/consequences - knowledge and skills - capacity - and motivation.
To improve performance by systematically developing human expertise through organizational development and training
Capture attention - reveal trainer's style - raise participant's comfort level - introduce the topic of the presentation.

24. The five principles of andragogy
Learner self-concept - Learner prior experience - Readiness to learn - Orientation to learning - and Motivation to learn
Change Management
Separation of place - time - or both among learners - instructors - and learning resources; Interactions are conducted through one or mode media.
Gain understanding or learning objectives - learn the materials - practice the delivery - prepare questions to stimulate learning.

25. The questioning technique that seeks to develop critical thinking and creativity
Socratic questioning
Learning Management System (LMS)
Knowledge in one's personal memory - includes judgment - insights - experience - know-how - personal beliefs - and personal values.
Measures looking at opinions - behaviors - and attributes

26. Information Chunking
Identify business goals - clarify those goals - determine specificity and measurability of the goals.
Data - Information - Knowledge
Electronic performance support system (EPSS)
The process that enables organizations to create short reference materials with relevant information by reducing information into codified - categorized - and reusable content.

27. The fifth component of the ASTD HPI model
Self-study guides - job aids - instructor-led materials - technology-delivered training deliverables - assessments
Social contexting - contexting - authority - and concept of time
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
Solution Implementation

28. Steps in Pfeiffer and Jones' experiential learning cycle
Matching current - usually high-potential employees - with future roles within the company to systematic prepare them for a future role
Experiencing - publishing - processing - generalizing - and applying
Misplacing ownership - misaligning incentives - saving recognition - playing favorites - misspeaking praise
Electronic performance support system (EPSS)

29. The four components of a learning objective
Howard Gardner
Do not discriminate in any aspect of employment based on disabilities - with reasonable accommodations such as interpreters - reading aids - instructional material modifications - etc.
Create a vision - communicate the plan - connect the people - congratulate success
Audience - Behavior - Condition - and Degree

30. The purposes of training evaluation

31. Four tasks typically done in the job analysis
Cognitive
Create new hire training - develop behavior-based interview questions - write performance objectives - prepare employees for career progression
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
Howard Gardner

32. The tasks involved in the formulation phase of strategic development
Identify organizational values - development mission - develop vision - develop value statements
Information - resources - incentives/consequences - knowledge and skills - capacity - and motivation.
A measure of the variability of scores from the mean
Indicate whether response was correct - explain an incorrect response or clarify a correct response - give instructions on how to proceed

33. The technique that allows a WLP professional to present material in a professional manner - and keep a class focused on the correct topic
Preparation
The selection of measurement points which can have a large impact on the research's ability to be generalized
Learner self-concept - Learner prior experience - Readiness to learn - Orientation to learning - and Motivation to learn
Discovery - Dream - Design - and Destiny

34. Levels of listening
Personal space
Communication - client motivation - self-management - technical skills
Phone - VoIP - online meetings - email - specialized software
Passive - active - empathetic - listening for knowledge - listening for clarification

35. The seven characteristics of good dialog
Relevance - inquiry - freedom - connectedness - reception - empowerment - play
Learning technologies
Preparation
Change is a process not an event. Change management is the process of directing change at each level of an organization.

36. Two theories of motivation for coaching

37. Training that related to actual job circumstances
Howard Gardner
Functional context
Theatre style
Competing - accommodating - avoiding - collaborating - and compromising.

38. The elements of the 4-D cycle
Numbers or variables used to rank order a system
Discovery - Dream - Design - and Destiny
Structure and processes - resources - information - knowledge and skills - motives - and wellness.
Indicate whether response was correct - explain an incorrect response or clarify a correct response - give instructions on how to proceed

39. The four areas measured during a training needs assessment
To improve performance by systematically developing human expertise through organizational development and training
Business needs - performance needs - learning needs - and learner needs
Change Management
The expected range of a measurement

40. The HPI tool used to collect current performance - learner analysis - and business needs
Initiating - planning - executing - controlling - closing
Interviews
Results
Analytical - amiable - drivers - expressive

41. Four variables that effect how members of a culture think and express themselves
Email - whiteboard - bulletin boards - chat rooms - online presentation tools - WIKIs - Blogs - forums - social sites
Likert scale
A measure of the variability of scores from the mean
Social contexting - contexting - authority - and concept of time

42. The learning theory that attempts to involve the left and right hemispheres of the brain to make learning more natural
Harless' front-end analysis model
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
Accelerated Learning
Self-contained chunk of instructional material

43. The four characteristics of online communication
Speed - quantity - quality/accuracy - thoroughness - timeliness
Image oriented - interactive - immediate - and intimate.
Managerial/administrative - supervisory - functional
Audience - Behavior - Condition - and Degree

44. An assessment done during formation
Mentoring is longer term - and mentors do not have responsibility for participants improvement.
Philosophy of coaching - definition of coaching - standards of ethical coaching conduct - pledge of coaching ethics
An HTML tag identifying the context of the contents on a website or knowledge base.
Formative evaluation

45. The five factors that affect human performance
Rote skills
Questions that stimulate discussion
Knowledge - skills - desire - environment - and opportunity
Opportunity-centered

46. Level 3 evaluation
Howard Gardner
Electronic Performance Support System. Software that provides just-in-time help - guidance - coaching - or assistance to improve job performance.
Knowledge - skills - desire - environment - and opportunity
Results

47. The mode of training for which classroom training is most effective
Change Management
Psychomotor skills
Weak manager judgments or experience levels - identified talent shortages - organization culture suports structured programs
Learning Management System (LMS)

48. Four phases of succession planning
Establish short-term objectives - create an action plan to achieve short-term objectives - allocate resources to the objectives - motivate employees to reach the objectives
Philosophy of coaching - definition of coaching - standards of ethical coaching conduct - pledge of coaching ethics
Synchrononous occurs at a given time with a live instructor. Asynchronous is self-paced and available at any time.
Establish scope - create plan - implement plan - monitor/evaluate/revise plan

49. What is the primary reason for 360-degree feedback
Sorting - tabulating - and comparing raw to summarized data
Opportunity-centered
To aid in career planning
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

50. The creator of the theory of three types of learning - knowledge - skills - and attitudes
Solution Selection
Personal space
Benjamin Bloom
Theatre style