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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
Learner characteristics like age - educational background - cultural background - learner expectations - and learn motivation to attend
Time and resource intensive - undue influence of vocal member(s) - difficult to facilitate with a single facilitator to encourage participation and take notes
Matching current - usually high-potential employees - with future roles within the company to systematic prepare them for a future role
Control groups - management estimates - extant data - external studies

2. Information
Data that has been given context
Questions that stimulate discussion
Email - whiteboard - bulletin boards - chat rooms - online presentation tools - WIKIs - Blogs - forums - social sites
Knowledge - skills - desire - environment - and opportunity

3. The steps in the outsourcing process
Charts - graphs
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
Pedagogy
In statistics - it means probably true

4. Tacit knowledge

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5. Five technologies that can be used to connect clients to coaches
Culture - vision - strategy - and structure
Structure
Phone - VoIP - online meetings - email - specialized software
Rehersal

6. Four things a coach does
Program Evaluation Review Technique. A diagramming technique that enables project managers to estimate a range of task durations by estimating optomistic - pessimistic - and likely durations for each task.
Results
Identify performance gaps - gains commitment to learning - constructs practice to close gaps - drives application and reflection to improve competence
Information that combined with understanding enables understanding

7. Explicit knowledge
Cognitive
Navigation
Evaluation
Knowledge that has been documented - includes books - manuals - training courses - job aids - software rules - databases - etc.

8. 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
Howard Gardner
Seels and Glasgow instructional systems design model
Gain understanding or learning objectives - learn the materials - practice the delivery - prepare questions to stimulate learning.
Establish scope - create plan - implement plan - monitor/evaluate/revise plan

9. The steps of a needs analysis
Written tests - oral Q&A - performance tests - role plays
Audience - behavior - condition - and degree
Kurt Lewin's forcefield analysis
External/organizational scans - identify business needs - identify change initiatives - collect data - analyze data - report on the data - design the change initiative

10. The sixth component of the ASTD HPI model
Numbers or variables used to rank order a system
Honesty - fairness - lawfulness - compassion - respect - loyalty - dependability
Measures of quantity or numbers
Evaluation

11. The three major tasks of analyzing data
Sorting - tabulating - and comparing raw to summarized data
Central tendency
Howard Gardner
Data from archival records - existing records - report - and data

12. Sequencing and structure are closely related. What refers to the relationship among skills and topics
Breakeven ( ( Program Costs / Investment ) / ( Benefits / Cash Inflow) )
Terminal objectives
Structure
A group of people who share a common interest - and are willing to share the experiences of their common interest.

13. Four stages of transition through M&As
Chat rooms are essentially synchronous (real-time) message boards.
Technical competence - people skills - conceptual skills - results - taste - judgment - character
Disengagement - disidentification - disorientation - and disenchantment.
Presentation software

14. Contrast mentoring to coaching
Create new hire training - develop behavior-based interview questions - write performance objectives - prepare employees for career progression
Mentoring is longer term - and mentors do not have responsibility for participants improvement.
Evaluation
Presentation software

15. Knowledge management
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
Data from archival records - existing records - report - and data
Upper-left cerebral - lower-left limbic - upper-right cerebral - and lower-right limbic
In statistics - it means probably true

16. The five elements of learner engagement
Entertainment - interaction - control - usability - and customization
Evaluation
External/organizational scans - identify business needs - identify change initiatives - collect data - analyze data - report on the data - design the change initiative
Data from archival records - existing records - report - and data

17. Four stages of accelerated learning

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18. Knowledge
Communication - client motivation - self-management - technical skills
Information that combined with understanding enables understanding
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
Convergers - divergers - assimilators - and accommodators

19. the meaning of significant - in a statistical context
In statistics - it means probably true
Electronic performance support system (EPSS)
Observe body language
Subject-matter expert

20. The four Cs of change
Structures - patterns - events
Behavorism
Review of objective and key points - review participant benefits - call participants to action - ask participants if they have any questions.
Create a vision - communicate the plan - connect the people - congratulate success

21. Levels of listening
Passive - active - empathetic - listening for knowledge - listening for clarification
Bloom's taxonomy - six sigma - Kepner-Tregoe
Disengagement - disidentification - disorientation - and disenchantment.
- measure - analyze - improve - control

22. Things feedback to a learner that answered a question should do
Monetary impact/ROI
Indicate whether response was correct - explain an incorrect response or clarify a correct response - give instructions on how to proceed
Conduct a SWOT - establish strategic goals - develop strategies to achieve the strategic goals
Enabling objectives

23. The third component of the ASTD HPI model
When the cause of the problem is a lack of knowledge or skills
The selection of measurement points which can have a large impact on the research's ability to be generalized
Cause Analysis
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

24. The four most important skills for a coach
Something that disrupts the flow of information between source and receiver
Communication - client motivation - self-management - technical skills
Knowledge that has been documented - includes books - manuals - training courses - job aids - software rules - databases - etc.
Technical competence - people skills - conceptual skills - results - taste - judgment - character

25. The four dimensions of personality per the Myers-Briggs Type Indicator
Separation of place - time - or both among learners - instructors - and learning resources; Interactions are conducted through one or mode media.
Self-contained chunk of instructional material
Interview - survey/questionnaire - observation - focus group - work diary/work log
Extroversion/Introversion - Sensing/Intuition - Thinking/Feeling - Judgment/Perception

26. Nominal data
Numbers or variables used to classify a system
High cost - scheduling difficulties - and temporary (unless learners have opportunity to practice)
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
Program Evaluation Review Technique. A diagramming technique that enables project managers to estimate a range of task durations by estimating optomistic - pessimistic - and likely durations for each task.

27. The process where each member of a group makes their opinions conform to the perceived group consensus
Charts - graphs
Discovery - Dream - Design - and Destiny
Validity
Groupthink

28. Three basic management styles
problem - establish action plan - clarify values - identify alternatives - discover probable outcomes - eliminate alternatives systematically - start action
Walk towards a participant as they speak
Dictatorship - anarchy - democracy
A variable that can have one of two possible values.

29. BE
Misplacing ownership - misaligning incentives - saving recognition - playing favorites - misspeaking praise
Economic - social - political and legislative - workforce - technological - and competitive.
Image oriented - interactive - immediate - and intimate.
Breakeven ( ( Program Costs / Investment ) / ( Benefits / Cash Inflow) )

30. The ability of the same measurement to produce consistent results over time
Reliability
Review of objective and key points - review participant benefits - call participants to action - ask participants if they have any questions.
Robert Mager
Kurt Lewin's forcefield analysis

31. Steps in Pfeiffer and Jones' experiential learning cycle
Experiencing - publishing - processing - generalizing - and applying
Learning organizations - systems thinking
Job analysis
Culture - vision - strategy - and structure

32. Standard deviation
Identify performance gaps - gains commitment to learning - constructs practice to close gaps - drives application and reflection to improve competence
A measure of the variability of scores from the mean
Slides
Terminal objectives

33. The technique trainers should use when they want to use the revelation technique
Computer-based training. Any learning event that uses computers as the primary distributions method.
Culture - vision - strategy - and structure
Presentation software
An effective - structured way that captures people's learning from an experience.

34. The four components of a learning objective
Audience - Behavior - Condition - and Degree
Learning style
Rote skills
Electronic Performance Support System. Software that provides just-in-time help - guidance - coaching - or assistance to improve job performance.

35. The topics of the A-B-C-D training development process
To improve performance by systematically developing human expertise through organizational development and training
Driving forces - restraining forces - current state - desired state
Audience - behavior - condition - and degree
Ginzberg's theory

36. Closed questions
Questions that check for understanding or test for consensus
In statistics - it means probably true
Job aids - and EPSS
Action plans - interviews - questionnaires - focus groups - performance contracts

37. The way of learning that stresses experience and reflection - and uses an inductive learning process that takes a learner through five stages: experiencing - publishing - processing - generalizing - and applying
Cognitivism
Failure to partner - failure to consider culture - failure to manage change - and failure to adapt to the client.
Experiential learning
Indicate whether response was correct - explain an incorrect response or clarify a correct response - give instructions on how to proceed

38. Continuous
Rehersal
Learning Management System (LMS)
Job analysis
A variable whose quantification can be broken down into very small units - often called analog (opposed to discrete)

39. Community of practice
Problem - action learning group - emphasis on careful questioning and listening - resolution to take action - commitment to learning - group facilitator/learning coach
A group of people who share a common interest - and are willing to share the experiences of their common interest.
Driving forces - restraining forces - current state - desired state
Indicate whether response was correct - explain an incorrect response or clarify a correct response - give instructions on how to proceed

40. Two examples of performance support systems
Job aids - and EPSS
Written tests - oral Q&A - performance tests - role plays
Productivity Environmental Preference Survey (PEPS) - Canfield Learning Style Inventory - and Learning Style Questionnaire
Self-contained chunk of instructional material

41. Mode
The most frequently occurring value
Learning Management System (LMS)
Benefit-to-cost ratio (Total Benefit / Total Program Cost)
Characteristics of adults as learners (CAL) conceptual framework

42. The two criteria that learners must demonstrate before leaving performance-based training (PBT)
Functional context
The extent to which an instrument predicts future results
The most frequently occurring value
Knowledge - skills

43. Sequencing and structure are closely related. What is the order in which skills and information are taught
The process that enables organizations to create short reference materials with relevant information by reducing information into codified - categorized - and reusable content.
Sequence
Passive - active - empathetic - listening for knowledge - listening for clarification
The minimum time schedule for completing all the tasks in a project with several overlapping or dependent tasks.

44. The framework developed by Patricia Cross to describe some differences between adult and child learners
Establish short-term objectives - create an action plan to achieve short-term objectives - allocate resources to the objectives - motivate employees to reach the objectives
Characteristics of adults as learners (CAL) conceptual framework
Personal space
Create a vision - communicate the plan - connect the people - congratulate success

45. An evaluation of an evaluation
HPI uses a results-based - systematic approach - HPI focuses on accomplishments before behavior - Organizations are systems.
Meta-evaluation
Design
Preparation

46. What is an SME
Subject-matter expert
Action plans - interviews - questionnaires - focus groups - performance contracts
Simulations
Email - whiteboard - bulletin boards - chat rooms - online presentation tools - WIKIs - Blogs - forums - social sites

47. Two characteristics of distance learning
The world is created in conversation
Separation of place - time - or both among learners - instructors - and learning resources; Interactions are conducted through one or mode media.
Structure
Self-contained chunk of instructional material

48. The purposes of training evaluation

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49. 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
Subject-matter expert
Social contexting - contexting - authority - and concept of time
Design
An effective - structured way that captures people's learning from an experience.

50. Information Chunking
The process that enables organizations to create short reference materials with relevant information by reducing information into codified - categorized - and reusable content.
Ideas - processes - procedures - methods of operation - concepts - principles - and discoveries
Constraints analysis
A variable whose quantification can be broken down into very small units - often called analog (opposed to discrete)