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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. The tasks involved in the implementation phase of strategic development
To aid in career planning
Focused on fundamental changes to thinking patterns and behaviors
Capture attention - reveal trainer's style - raise participant's comfort level - introduce the topic of the presentation.
Establish short-term objectives - create an action plan to achieve short-term objectives - allocate resources to the objectives - motivate employees to reach the objectives

2. Examples of collaborative software
Technology - new products - shareholders - financial conditions - system challenges - process challenges - policies
Presentation software
Competing - accommodating - avoiding - collaborating - and compromising.
Email - whiteboard - bulletin boards - chat rooms - online presentation tools - WIKIs - Blogs - forums - social sites

3. 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
Synchrononous occurs at a given time with a live instructor. Asynchronous is self-paced and available at any time.
Disengagement - disidentification - disorientation - and disenchantment.
Determine business impact - improve the design of the learning experience - determine the content's adequacy
External and environmental influences

4. Compare/contrast chaos and complexity
Cognitivism
Chaos is simple systems generating complicated behavior. Complexity is complicated systems generating simple behavior.
Data - Information - Knowledge
Functional context

5. The technique trainers should use when a presentation is formal and should present a professional image
Experiential learning
The selection of measurement points which can have a large impact on the research's ability to be generalized
Synchrononous occurs at a given time with a live instructor. Asynchronous is self-paced and available at any time.
Slides

6. The final behavioral outcomes of a specific instructional event
Maslow's hierarchy
Questionnaires - follow-up interviews - observation checklists
The most frequently occurring value
Terminal objectives

7. Contrast mentoring to coaching
Brainstorming - case studies - and role plays
Mentoring is longer term - and mentors do not have responsibility for participants improvement.
Ideas - processes - procedures - methods of operation - concepts - principles - and discoveries
Learner self-concept - Learner prior experience - Readiness to learn - Orientation to learning - and Motivation to learn

8. Level 3 evaluation
Performance Analysis
Results
A collection of code containing instructions for a computer to perform a specific action
Information - feedback

9. Four variables that effect how members of a culture think and express themselves
Current organization climate - available resources
Slides
Social contexting - contexting - authority - and concept of time
Management - performance

10. RFP
Identify organizational values - development mission - develop vision - develop value statements
Simulations
Request for proposal. A communication from an organization to potential vendors that defines the organizations needs and how to respond to those needs.
Charts - graphs

11. ROI
Written tests - oral Q&A - performance tests - role plays
Pareto analysis
Return-on-investment ( (Benefits - Costs) / Costs) * 100
Management - performance

12. Training that related to actual job circumstances
External coaching - internal coaching
Split-half
High cost - scheduling difficulties - and temporary (unless learners have opportunity to practice)
Functional context

13. What does context refer to in designing learning
Misplacing ownership - misaligning incentives - saving recognition - playing favorites - misspeaking praise
Two-aix matrixes - flowcharts - dichotomy - graphic models
Learner characteristics like age - educational background - cultural background - learner expectations - and learn motivation to attend
Speed - quantity - quality/accuracy - thoroughness - timeliness

14. A computer application that is linked directly to another application to train or guide workers through a task
Electronic performance support system (EPSS)
When the cause of the problem is a lack of knowledge or skills
Eager to succeed - open to support - interested in different tactics/methods and trying those out - learning oriented
Hypothetical

15. Describe how facilitation differs from training
Culture - vision - strategy - and structure
Facilitation is used to involve participants - and to help them learn from one another.
A collection of code containing instructions for a computer to perform a specific action
Review strategies - measure performance - take correction action

16. The process that measures if the practitioner measured what they intended to measure
Opener - bridge - main body - and close
Personal space
Validity
Solution Selection

17. Level 1 evaluation
Structures - patterns - events
Reliability
Indicate whether response was correct - explain an incorrect response or clarify a correct response - give instructions on how to proceed
Reaction

18. Independent
Job aids - and EPSS
Andragogy - time pressures - goal orientation - previous knowledge and experience - relevent content - levels of motivation - and different learning styles
A variable the influences the dependent variable
Proxemics

19. What is the best thing to do first when a client wants a designer to develop a training to improve declining business process
Communication - client motivation - self-management - technical skills
Audience - behavior - condition - and degree
Perform a front-end analysis
External coaching - internal coaching

20. Four common mistakes HPI professionals make in selecting - designing - and implementing interventions
Focused on learning and using new necessary skills through incremental change
Sorting - tabulating - and comparing raw to summarized data
Failure to partner - failure to consider culture - failure to manage change - and failure to adapt to the client.
Cost or budget - lesson content - learner background and expectations - time available - and facilities/equipment/materials

21. Data
Bloom's taxonomy - six sigma - Kepner-Tregoe
Raw and non-contextual - and can exist in forms usable or not
Image oriented - interactive - immediate - and intimate.
Weak manager judgments or experience levels - identified talent shortages - organization culture suports structured programs

22. Types of Level 5 instruments
Control groups - management estimates - extant data - external studies
Monetary impact/ROI
Image oriented - interactive - immediate - and intimate.
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

23. The two mechanisms the chaos and complexity theory focus on
Hypothetical
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
Information - feedback
Honesty - fairness - lawfulness - compassion - respect - loyalty - dependability

24. What does proxemics refer to?
Problem - action learning group - emphasis on careful questioning and listening - resolution to take action - commitment to learning - group facilitator/learning coach
Personal space
Misplacing ownership - misaligning incentives - saving recognition - playing favorites - misspeaking praise
Communication - client motivation - self-management - technical skills

25. Two characteristics for any coaching program to succeed
Enabling objectives
Objectivity - confidentiality
Subject-matter expert
Results

26. The method where instruction is provided in a self-directed format that is available at all times - even with a facilitator is not online
- measure - analyze - improve - control
Electronic Performance Support System. Software that provides just-in-time help - guidance - coaching - or assistance to improve job performance.
Asynchronous
Chaos is simple systems generating complicated behavior. Complexity is complicated systems generating simple behavior.

27. When a WLP professional is preparing instructional objectives - an evaluation plan - and a sequence of content - which step in the ADDIE model is being performed
Performance Analysis
The mid-point of the distribution - 50% of the values are above/below this value
Low frequency - high complexity - high consequence of error - high probability of change in the future
Design

28. The steps of a needs analysis
Dictatorship - anarchy - democracy
Low frequency - high complexity - high consequence of error - high probability of change in the future
External/organizational scans - identify business needs - identify change initiatives - collect data - analyze data - report on the data - design the change initiative
Slides

29. learning object
Self-contained chunk of instructional material
Measures looking at opinions - behaviors - and attributes
Measures of quantity or numbers
Charts - graphs

30. The two management practices similar to complexity theory
The extent to which an instrument predicts future results
Learning organizations - systems thinking
Information - resources - incentives/consequences - knowledge and skills - capacity - and motivation.
Time and resource intensive - undue influence of vocal member(s) - difficult to facilitate with a single facilitator to encourage participation and take notes

31. The ability of the same measurement to produce consistent results over time
Reliability
Opener - bridge - main body - and close
Semantic differential
Entertainment - interaction - control - usability - and customization

32. Information Chunking
The process that enables organizations to create short reference materials with relevant information by reducing information into codified - categorized - and reusable content.
Raw and non-contextual - and can exist in forms usable or not
The mid-point of the distribution - 50% of the values are above/below this value
Brainstorming - case studies - and role plays

33. Two circumstances where e-learning is particularly useful
Identify business goals - clarify those goals - determine specificity and measurability of the goals.
Pilot tests - technical reviews - production reviews
A variable in whole number or distinct units (opposed to continuous)
Rote skills - and prerequisite material

34. The second component of the ASTD HPI model
Questionnaires - follow-up interviews - observation checklists
Information - resources - incentives/consequences - knowledge and skills - capacity - and motivation.
Performance Analysis
Audience - behavior - condition - and degree

35. Four barriers to communication during training delivery
Enabling objectives
Defining objectives - identifying necessary data - selecting data collection methods - collecting data - analyzing and confirming data - and reporting on the data
Written tests - oral Q&A - performance tests - role plays
Language - speech - environmental - and psychological

36. Three pitfalls of coaching
Knowledge in one's personal memory - includes judgment - insights - experience - know-how - personal beliefs - and personal values.
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
Separation of place - time - or both among learners - instructors - and learning resources; Interactions are conducted through one or mode media.
Enabling objectives

37. Confounding
Problem - action learning group - emphasis on careful questioning and listening - resolution to take action - commitment to learning - group facilitator/learning coach
Change Management
An unknown or uncontrolled variable that produces an effect
Something that disrupts the flow of information between source and receiver

38. Four ways to create a learning climate based on Knowles' work
Information that combined with understanding enables understanding
Measures of quantity or numbers
Create safe haven for learning - create a comfortable environment - encourage participation - facilitate more than lecture.
Numbers or variables used to rank order a system

39. Four basic components of a process
Inputs - outputs - process controls - and resources.
Robert Mager
Chat rooms are essentially synchronous (real-time) message boards.
Job analysis

40. Three disadvantages of focus groups
Discovery - Dream - Design - and Destiny
Time and resource intensive - undue influence of vocal member(s) - difficult to facilitate with a single facilitator to encourage participation and take notes
Questions that check for understanding or test for consensus
An unknown or uncontrolled variable that produces an effect

41. Types of Level 3 instruments
Cognitivism
Action plans - interviews - questionnaires - focus groups - performance contracts
Do not discriminate in any aspect of employment based on disabilities - with reasonable accommodations such as interpreters - reading aids - instructional material modifications - etc.
Sequence

42. The system that uses knowledge - skills - and attitudes (KSAs) to describe three types of learning

43. The philosophy of teaching focusing on the instructor rather than the participant - and is generally used to in reference to teaching children
Pedagogy
Competing - accommodating - avoiding - collaborating - and compromising.
To improve performance by systematically developing human expertise through organizational development and training
Inputs - outputs - process controls - and resources.

44. The tool instructors can leverage from WBT to immediately determine a group's understanding of the material
Problem - action learning group - emphasis on careful questioning and listening - resolution to take action - commitment to learning - group facilitator/learning coach
Meta-evaluation
Polling questions
Formulation - Development - Implementation - Evaluation

45. The type of question - often starting with 'what if ...' - that is used to get learners to thinking freely
Kurt Lewin's forcefield analysis
Behavorism
Business needs - performance needs - learning needs - and learner needs
Hypothetical

46. The theory that matches individual needs to instructional experiences
Opportunity-centered
Rehersal
Hard data
Information - feedback

47. 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
Surveys
Business Analysis
Suggestopedia
In statistics - it means probably true

48. The popularizer of the multiple intelligences theory
Sorting - tabulating - and comparing raw to summarized data
Reality - feasibility - authority - and learning opportunities
Howard Gardner
Electronic performance support system (EPSS)

49. Double-loop learning
Focused on fundamental changes to thinking patterns and behaviors
L = P + Q + R. Learning - Programmed instruction - Questioning - Reflection
Solution Implementation
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

50. Four elements of an effective oral presentation
A visual tools used to systematically describe actions/behaviors in a sequential flow - including all the steps and tasks for that process flow.
Interviews
Opener - bridge - main body - and close
Harless' front-end analysis model