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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. succession planning
Learning technologies
Eager to succeed - open to support - interested in different tactics/methods and trying those out - learning oriented
Matching current - usually high-potential employees - with future roles within the company to systematic prepare them for a future role
Proxemics

2. The guidelines Carl Rogers describes as critical elements to remember in adult learning situations
Weak manager judgments or experience levels - identified talent shortages - organization culture suports structured programs
Self-study guides - job aids - instructor-led materials - technology-delivered training deliverables - assessments
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
Learning style

3. The two primary tools for the visual display of quantitative data
Knowledge - skills - desire - environment - and opportunity
Skill variety - task identity - task significance - autonomy - feedback
Charts - graphs
Review of objective and key points - review participant benefits - call participants to action - ask participants if they have any questions.

4. Five mistakes managers can make to negatively impact employee motivation
Misplacing ownership - misaligning incentives - saving recognition - playing favorites - misspeaking praise
Simulations
Ideas - processes - procedures - methods of operation - concepts - principles - and discoveries
Numbers or variables used to rank order a system

5. Three criteria for formative evaluation
Computer-based training. Any learning event that uses computers as the primary distributions method.
Pareto analysis
Understandable - accurate - functional
Identify performance gaps - gains commitment to learning - constructs practice to close gaps - drives application and reflection to improve competence

6. Examples of collaborative software
Email - whiteboard - bulletin boards - chat rooms - online presentation tools - WIKIs - Blogs - forums - social sites
The world is created in conversation
Formulation - Development - Implementation - Evaluation
Howard Gardner

7. The fifth component of the ASTD HPI model
An effective - structured way that captures people's learning from an experience.
Solution Implementation
A group of people who share a common interest - and are willing to share the experiences of their common interest.
Awareness - modeling - targeted interventions - desensitization - training

8. The factors that are defined during the performance gap analysis
Questions that stimulate discussion
Driving forces - restraining forces - current state - desired state
Split-half
Cost or budget - lesson content - learner background and expectations - time available - and facilities/equipment/materials

9. Four characteristics of effective openers

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10. Three examples of active training techniques
Brainstorming - case studies - and role plays
Charts - graphs
Communication - client motivation - self-management - technical skills
Adult learning theories - instructional design techniques

11. The four components of a learning objective
Audience - Behavior - Condition - and Degree
Ginzberg's theory
Subject-matter expert
Ishikawa - fishbone

12. The four areas measured during a training needs assessment
Pedagogy
Proxemics
Business needs - performance needs - learning needs - and learner needs
Visual - Auditory - and Kinestethic

13. Information Chunking
Opener - bridge - main body - and close
The process that enables organizations to create short reference materials with relevant information by reducing information into codified - categorized - and reusable content.
Time and resource intensive - undue influence of vocal member(s) - difficult to facilitate with a single facilitator to encourage participation and take notes
Structures - patterns - events

14. Extant
Extroversion/Introversion - Sensing/Intuition - Thinking/Feeling - Judgment/Perception
Enabling objectives
Data from archival records - existing records - report - and data
Central tendency

15. BE
Breakeven ( ( Program Costs / Investment ) / ( Benefits / Cash Inflow) )
Terminal objectives
Chaos is simple systems generating complicated behavior. Complexity is complicated systems generating simple behavior.
Sequence

16. The process of giving advice or information from one person to another about the usefulness of an event - process or action
Seels and Glasgow instructional systems design model
Feedback
Establish short-term objectives - create an action plan to achieve short-term objectives - allocate resources to the objectives - motivate employees to reach the objectives
Interviews

17. Sequencing and structure are closely related. What refers to the relationship among skills and topics
Structure
Documentation audit - information system survey - identification of external information sources
Cross-functional - cross-country/international
Review of objective and key points - review participant benefits - call participants to action - ask participants if they have any questions.

18. Three pitfalls of coaching
Problem - action learning group - emphasis on careful questioning and listening - resolution to take action - commitment to learning - group facilitator/learning coach
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
Theatre style
To systematically plan an organization's future

19. Double-loop learning
Managers are responsible for their own development - executives are responsible for the development of their subordinates - the organization is responsible for providing growth opportunities
Focused on fundamental changes to thinking patterns and behaviors
Driving forces - restraining forces - current state - desired state
Business Analysis

20. Two types of coaching situations that primarily differ on the degree of confidentiality and sensitivity
Cost-effectiveness - accessibility and application - learner access - and self-direction
Managers are responsible for their own development - executives are responsible for the development of their subordinates - the organization is responsible for providing growth opportunities
External coaching - internal coaching
A variable the influences the dependent variable

21. The tasks involved in the evaluation phase of strategic development
Review strategies - measure performance - take correction action
Measures of quantity or numbers
Extroversion/Introversion - Sensing/Intuition - Thinking/Feeling - Judgment/Perception
Results

22. Qualitative
Measures looking at opinions - behaviors - and attributes
The minimum time schedule for completing all the tasks in a project with several overlapping or dependent tasks.
Personal space
Managerial/administrative - supervisory - functional

23. Four activites to consider when closing a presentation
A description or design specification for how information should be treated and organized.
Myer-Briggs Type Indicator (MBTI) - DiSC personality profile
Review of objective and key points - review participant benefits - call participants to action - ask participants if they have any questions.
Brainstorming - case studies - and role plays

24. Four ways to create a learning climate based on Knowles' work
Focused on fundamental changes to thinking patterns and behaviors
Focused on fundamental shifts in how people view themselves - and intentional alterations of beliefs and values about the world and themselves
Image oriented - interactive - immediate - and intimate.
Create safe haven for learning - create a comfortable environment - encourage participation - facilitate more than lecture.

25. The four dimensions of personality per the Myers-Briggs Type Indicator
Extroversion/Introversion - Sensing/Intuition - Thinking/Feeling - Judgment/Perception
Perform a front-end analysis
Performance audit
Pedagogy

26. The four parts of the International Federation's (ICF) ethical standards
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
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
Initiating - planning - executing - controlling - closing
Philosophy of coaching - definition of coaching - standards of ethical coaching conduct - pledge of coaching ethics

27. Two characteristics for any coaching program to succeed
Conduct a SWOT - establish strategic goals - develop strategies to achieve the strategic goals
Harless' front-end analysis model
Robert Mager
Objectivity - confidentiality

28. Types of synthesis models
Information - feedback
Observe body language
Measures looking at opinions - behaviors - and attributes
Two-aix matrixes - flowcharts - dichotomy - graphic models

29. The final behavioral outcomes of a specific instructional event
Accelerated Learning
A variable the influences the dependent variable
Evaluation
Terminal objectives

30. Two influences of great effect on employee motivation
Management - performance
The most frequently occurring value
Conduct a SWOT - establish strategic goals - develop strategies to achieve the strategic goals
Create new hire training - develop behavior-based interview questions - write performance objectives - prepare employees for career progression

31. Median
Analytical - amiable - drivers - expressive
Information - resources - incentives/consequences - knowledge and skills - capacity - and motivation.
The mid-point of the distribution - 50% of the values are above/below this value
Learner characteristics like age - educational background - cultural background - learner expectations - and learn motivation to attend

32. The type of question - often starting with 'what if ...' - that is used to get learners to thinking freely
Self-study guides - job aids - instructor-led materials - technology-delivered training deliverables - assessments
Hypothetical
Cross-functional - cross-country/international
Inputs - outputs - process controls - and resources.

33. The steps in the outsourcing process
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
Developing employees - motivating employees - deploying employees - aligning people to process to increase performance
Conduct a SWOT - establish strategic goals - develop strategies to achieve the strategic goals
Data - Information - Knowledge

34. Level 2 evaluation
Cost-effectiveness - accessibility and application - learner access - and self-direction
Honesty - fairness - lawfulness - compassion - respect - loyalty - dependability
Learning
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

35. Levels of listening
Communication - client motivation - self-management - technical skills
Passive - active - empathetic - listening for knowledge - listening for clarification
External coaching - internal coaching
Computer-based training. Any learning event that uses computers as the primary distributions method.

36. 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
External and environmental influences
Solution Implementation
Experiential learning
Determine business impact - improve the design of the learning experience - determine the content's adequacy

37. The purpose of workforce planning
To improve performance by systematically developing human expertise through organizational development and training
Questions that stimulate discussion
Cause Analysis
Current organization climate - available resources

38. The mode of training for which classroom training is most effective
Proxemics
Information - resources - incentives/consequences - knowledge and skills - capacity - and motivation.
Functional context
Psychomotor skills

39. Knowledge management
Central tendency
To aid in career planning
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
Create new hire training - develop behavior-based interview questions - write performance objectives - prepare employees for career progression

40. The six factors an instructional designer must consider before choosing techniques and training materials
Cost or budget - lesson content - learner background and expectations - time available - and facilities/equipment/materials
Business needs - performance needs - learning needs - and learner needs
Self-study guides - job aids - instructor-led materials - technology-delivered training deliverables - assessments
Subject-matter expert

41. Two guiding principles of displaying quantative data in charts and graphs
Misplacing ownership - misaligning incentives - saving recognition - playing favorites - misspeaking praise
Honesty - fairness - lawfulness - compassion - respect - loyalty - dependability
Scaling and integrity
Cost-effectiveness - accessibility and application - learner access - and self-direction

42. The six major factors that influence performance in Gilbert's behavior engineering model
Learning Content Management System. Software that packages courses and learning materials for print - CD-ROM - and electronic publication.
problem - establish action plan - clarify values - identify alternatives - discover probable outcomes - eliminate alternatives systematically - start action
Information - resources - incentives/consequences - knowledge and skills - capacity - and motivation.
The multiple dependent variables in a study with multiple independent variables

43. What does proxemics refer to?
The extent to which an instrument predicts future results
Personal space
Balanced scorecard
Business Analysis

44. Two circumstances where e-learning is particularly useful
Objectivity - confidentiality
Action plans - interviews - questionnaires - focus groups - performance contracts
Rote skills - and prerequisite material
Robert Mager

45. The three foundations of action learning

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46. The popularizer of the multiple intelligences theory
Establish scope - create plan - implement plan - monitor/evaluate/revise plan
Create a vision - communicate the plan - connect the people - congratulate success
Howard Gardner
Rapid instructional design (RID)

47. Quantitative
A variable whose quantification can be broken down into very small units - often called analog (opposed to discrete)
Chaos is simple systems generating complicated behavior. Complexity is complicated systems generating simple behavior.
Measures of quantity or numbers
To systematically plan an organization's future

48. The method used to identify all duties - responsibilities - and tasks that make up a single job function or role
Hard data
Performance audit
Mentoring is longer term - and mentors do not have responsibility for participants improvement.
Job analysis

49. Nominal data
Terminal objectives
Establish scope - create plan - implement plan - monitor/evaluate/revise plan
Numbers or variables used to classify a system
Navigation

50. The technique trainers should use when a presentation is formal and should present a professional image
Engage learner's attention - present materials as input to brain - practice with ideas and skills - review to create new connections and applications
Pareto analysis
Slides
Raw and non-contextual - and can exist in forms usable or not

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