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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 purpose of an after-action review

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2. 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
Theatre style
Business needs - performance needs - learning needs - and learner needs
Convergers - divergers - assimilators - and accommodators

3. The tasks involved in the implementation phase of strategic development
Engage learner's attention - present materials as input to brain - practice with ideas and skills - review to create new connections and applications
Establish short-term objectives - create an action plan to achieve short-term objectives - allocate resources to the objectives - motivate employees to reach the objectives
Behavior
Rote skills - and prerequisite material

4. The other names for a cause-and-effect diagram
Presentation software
Relevance - inquiry - freedom - connectedness - reception - empowerment - play
Ishikawa - fishbone
Job analysis

5. List six categories of HPI solutions
Evaluation
Structure and processes - resources - information - knowledge and skills - motives - and wellness.
Inputs - outputs - process controls - and resources.
Job analysis

6. The criteria for determining if a project is appropriate for action learning
Identify organizational values - development mission - develop vision - develop value statements
Reality - feasibility - authority - and learning opportunities
A variable whose quantification can be broken down into very small units - often called analog (opposed to discrete)
Visual - Auditory - and Kinestethic

7. Qualitative
Measures looking at opinions - behaviors - and attributes
Change Management
Reality - feasibility - authority - and learning opportunities
Two-aix matrixes - flowcharts - dichotomy - graphic models

8. The framework developed by Patricia Cross to describe some differences between adult and child learners
Measures looking at opinions - behaviors - and attributes
The expected range of a measurement
Characteristics of adults as learners (CAL) conceptual framework
Job aids - and EPSS

9. Four stages of transition through M&As
Disengagement - disidentification - disorientation - and disenchantment.
Self-contained chunk of instructional material
Action plans - interviews - questionnaires - focus groups - performance contracts
Interviews

10. The instrument where participants rate two contrasting ideas or words by circling points on a line
Semantic differential
Structure
The outcome that depends on the independent variable and covariates
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

11. The tasks involved in the evaluation phase of strategic development
Speed - quantity - quality/accuracy - thoroughness - timeliness
Review strategies - measure performance - take correction action
Functional context
Terminal objectives

12. The two management practices similar to complexity theory
The selection of measurement points which can have a large impact on the research's ability to be generalized
Entertainment - interaction - control - usability - and customization
A variable that can have one of two possible values.
Learning organizations - systems thinking

13. Types of Level 5 instruments
Numbers or variables used to classify a system
Control groups - management estimates - extant data - external studies
Economic - social - political and legislative - workforce - technological - and competitive.
Management - performance

14. Level 3 evaluation
Capture attention - reveal trainer's style - raise participant's comfort level - introduce the topic of the presentation.
The minimum time schedule for completing all the tasks in a project with several overlapping or dependent tasks.
Results
Pareto analysis

15. Covariates
The multiple dependent variables in a study with multiple independent variables
Maslow's hierarchy - McGregor's Theory X and Y of management
The process that enables organizations to create short reference materials with relevant information by reducing information into codified - categorized - and reusable content.
Subject-matter expert

16. The four parts of the International Federation's (ICF) ethical standards
Philosophy of coaching - definition of coaching - standards of ethical coaching conduct - pledge of coaching ethics
Misplacing ownership - misaligning incentives - saving recognition - playing favorites - misspeaking praise
Skill variety - task identity - task significance - autonomy - feedback
Management - performance

17. Four characteristics of highly motivated clients
Eager to succeed - open to support - interested in different tactics/methods and trying those out - learning oriented
Conduct a SWOT - establish strategic goals - develop strategies to achieve the strategic goals
Social contexting - contexting - authority - and concept of time
Experiencing - publishing - processing - generalizing - and applying

18. Types of Level 2 instruments
Written tests - oral Q&A - performance tests - role plays
Electronic performance support system (EPSS)
Evaluation
Knowledge in one's personal memory - includes judgment - insights - experience - know-how - personal beliefs - and personal values.

19. The requirements of the ADA
Documentation audit - information system survey - identification of external information sources
Productivity Environmental Preference Survey (PEPS) - Canfield Learning Style Inventory - and Learning Style Questionnaire
Do not discriminate in any aspect of employment based on disabilities - with reasonable accommodations such as interpreters - reading aids - instructional material modifications - etc.
Facilitation is used to involve participants - and to help them learn from one another.

20. Nominal data
Numbers or variables used to rank order a system
Change Management
Numbers or variables used to classify a system
Matching current - usually high-potential employees - with future roles within the company to systematic prepare them for a future role

21. Four barriers to communication during training delivery
Review strategies - measure performance - take correction action
Language - speech - environmental - and psychological
Cost-effectiveness - accessibility and application - learner access - and self-direction
An HTML tag identifying the context of the contents on a website or knowledge base.

22. Meta-tag
Bloom's taxonomy - six sigma - Kepner-Tregoe
Culture - vision - strategy - and structure
An HTML tag identifying the context of the contents on a website or knowledge base.
Facilitation is used to involve participants - and to help them learn from one another.

23. Knowledge management
In statistics - it means probably true
Capture attention - reveal trainer's style - raise participant's comfort level - introduce the topic of the presentation.
Solution Selection
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

24. Level 2 evaluation
Learning
Create safe haven for learning - create a comfortable environment - encourage participation - facilitate more than lecture.
Audience - behavior - condition - and degree
Change Management

25. Change management
Change is a process not an event. Change management is the process of directing change at each level of an organization.
In statistics - it means probably true
Identify performance gaps - gains commitment to learning - constructs practice to close gaps - drives application and reflection to improve competence
Kurt Lewin's forcefield analysis

26. 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
Terminal objectives
Design
Create a vision - communicate the plan - connect the people - congratulate success
Rote skills

27. the meaning of significant - in a statistical context
Learning organizations - systems thinking
In statistics - it means probably true
Social contexting - contexting - authority - and concept of time
Numbers or variables used to classify a system

28. Types of Level 3 instruments
Results
Action plans - interviews - questionnaires - focus groups - performance contracts
Technology - new products - shareholders - financial conditions - system challenges - process challenges - policies
High cost - scheduling difficulties - and temporary (unless learners have opportunity to practice)

29. The technique trainers should use when a presentation is formal and should present a professional image
Slides
Simulations
Knowledge in one's personal memory - includes judgment - insights - experience - know-how - personal beliefs - and personal values.
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.

30. 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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31. DMAIC
Extroversion/Introversion - Sensing/Intuition - Thinking/Feeling - Judgment/Perception
Navigation
- measure - analyze - improve - control
Charts - graphs

32. Knowledge Mapping
The process that connects information - education - expertise - and practical application of people in an organization for the purposes of sharing and access.
Learning technologies
Ishikawa - fishbone
Numbers or variables used to rank order a system

33. 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
Knowledge - skills
Personal space
Seels and Glasgow instructional systems design model
Economic - social - political and legislative - workforce - technological - and competitive.

34. The three competency elements that constitute most jobs
Managerial/administrative - supervisory - functional
Return-on-investment ( (Benefits - Costs) / Costs) * 100
Documentation audit - information system survey - identification of external information sources
Perform a front-end analysis

35. Median
The mid-point of the distribution - 50% of the values are above/below this value
Data - Information - Knowledge
Request for proposal. A communication from an organization to potential vendors that defines the organizations needs and how to respond to those needs.
Entertainment - interaction - control - usability - and customization

36. The ability of the same measurement to produce consistent results over time
Chat rooms are essentially synchronous (real-time) message boards.
Reliability
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
Cognitivism

37. Examples of collaborative software
Organization - process - and job/performer.
Opener - bridge - main body - and close
Knowledge - skills
Email - whiteboard - bulletin boards - chat rooms - online presentation tools - WIKIs - Blogs - forums - social sites

38. The analysis that serves as a reality check to identify a project's limiting factors
Skill variety - task identity - task significance - autonomy - feedback
Form - storm - norm - perform - and adjourn.
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
Constraints analysis

39. The five characteristics of every job that influence employee motivation
Theatre style
Balanced scorecard
Skill variety - task identity - task significance - autonomy - feedback
Formative evaluation

40. The three major tasks of analyzing data
Myer-Briggs Type Indicator (MBTI) - DiSC personality profile
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.
Sorting - tabulating - and comparing raw to summarized data
Capture attention - help message to be remembered - establish rapport - build credibility - and build team unity.

41. Three criteria for formative evaluation
Sorting - tabulating - and comparing raw to summarized data
Understandable - accurate - functional
Return-on-investment ( (Benefits - Costs) / Costs) * 100
An HTML tag identifying the context of the contents on a website or knowledge base.

42. The first component of the ASTD HPI model
Business Analysis
Socratic questioning
Learning organizations - systems thinking
Suggestopedia

43. Five conflict responses
Behavior
Image oriented - interactive - immediate - and intimate.
Competing - accommodating - avoiding - collaborating - and compromising.
Maslow's hierarchy - McGregor's Theory X and Y of management

44. VR
DMAIC methodology - IPO model - flowcharting - evaluation models
Virtual Reality. Computer-based technology that gives the user a realistic - 3-D - interactive experience that engages as many senses as possible.
Thinking about the whole organization - rather than individuals - and looking primarily at processes
Pilot tests - technical reviews - production reviews

45. The second component of the ASTD HPI model
Performance Analysis
Central tendency
Dictatorship - anarchy - democracy
Culture - vision - strategy - and structure

46. Five job analysis methods
Reaction
Thinking about the whole organization - rather than individuals - and looking primarily at processes
The process that enables organizations to create short reference materials with relevant information by reducing information into codified - categorized - and reusable content.
Interview - survey/questionnaire - observation - focus group - work diary/work log

47. Four activites to consider when closing a presentation
Learning
Synchrononous occurs at a given time with a live instructor. Asynchronous is self-paced and available at any time.
Information that combined with understanding enables understanding
Review of objective and key points - review participant benefits - call participants to action - ask participants if they have any questions.

48. The steps of a needs analysis
Diagnose the problem - generate alternative actions/behaviors - identify consequences for those actions/behaviors
External/organizational scans - identify business needs - identify change initiatives - collect data - analyze data - report on the data - design the change initiative
Knowledge that has been documented - includes books - manuals - training courses - job aids - software rules - databases - etc.
Inputs - outputs - process controls - and resources.

49. The four most important skills for a coach
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
Communication - client motivation - self-management - technical skills
Electronic performance support system (EPSS)
The expected range of a measurement

50. An assessment done during formation
Formative evaluation
Kurt Lewin's forcefield analysis
Entertainment - interaction - control - usability - and customization
Mentoring is longer term - and mentors do not have responsibility for participants improvement.

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Certified Professional In Learning And Performance Cplp

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