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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 six founding principles of systems thinking
Preparation
Sorting - tabulating - and comparing raw to summarized data
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
- measure - analyze - improve - control

2. The three competency elements that constitute most jobs
Low frequency - high complexity - high consequence of error - high probability of change in the future
Silence
Managerial/administrative - supervisory - functional
Terminal objectives

3. An evaluation of an evaluation
Mentoring is longer term - and mentors do not have responsibility for participants improvement.
Meta-evaluation
Self-study guides - job aids - instructor-led materials - technology-delivered training deliverables - assessments
Two-aix matrixes - flowcharts - dichotomy - graphic models

4. The factors that are defined during the performance gap analysis
The mid-point of the distribution - 50% of the values are above/below this value
Pedagogy
Driving forces - restraining forces - current state - desired state
Howard Gardner

5. Systems thinking
Sequence
Mentoring is longer term - and mentors do not have responsibility for participants improvement.
Thinking about the whole organization - rather than individuals - and looking primarily at processes
Knowledge - skills

6. The learning theory that attempts to involve the left and right hemispheres of the brain to make learning more natural
DMAIC methodology - IPO model - flowcharting - evaluation models
Cause Analysis
Questionnaires - follow-up interviews - observation checklists
Accelerated Learning

7. The measure that is defined by mean - median - and mode
Theatre style
Central tendency
Honesty - fairness - lawfulness - compassion - respect - loyalty - dependability
Constraints analysis

8. The six steps in a training needs assessment
Growth - exploratory - establishment - maintenance - decline
Ishikawa - fishbone
Defining objectives - identifying necessary data - selecting data collection methods - collecting data - analyzing and confirming data - and reporting on the data
A variable whose quantification can be broken down into very small units - often called analog (opposed to discrete)

9. The analysis that identifies forces that maintain the status quo - and the approaches to allow change

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10. Describe how facilitation differs from training
Learner self-concept - Learner prior experience - Readiness to learn - Orientation to learning - and Motivation to learn
No area is overlooked - forces to be used are known - there is time to develop other strategies if the analysis reveals the need
Facilitation is used to involve participants - and to help them learn from one another.
Speed - quantity - quality/accuracy - thoroughness - timeliness

11. Information Architecture
A description or design specification for how information should be treated and organized.
Change Management
Job aids - and EPSS
Problem - action learning group - emphasis on careful questioning and listening - resolution to take action - commitment to learning - group facilitator/learning coach

12. Data
Learner self-concept - Learner prior experience - Readiness to learn - Orientation to learning - and Motivation to learn
Chaos is simple systems generating complicated behavior. Complexity is complicated systems generating simple behavior.
Data from archival records - existing records - report - and data
Raw and non-contextual - and can exist in forms usable or not

13. Four tasks typically done in the job analysis
Create new hire training - develop behavior-based interview questions - write performance objectives - prepare employees for career progression
Management - performance
Polling questions
L = P + Q + R. Learning - Programmed instruction - Questioning - Reflection

14. The fourth component of the ASTD HPI model
Solution Selection
Social contexting - contexting - authority - and concept of time
Focused on fundamental shifts in how people view themselves - and intentional alterations of beliefs and values about the world and themselves
The most frequently occurring value

15. Standard deviation
A variable that can have one of two possible values.
Culture - vision - strategy - and structure
A measure of the variability of scores from the mean
Maslow's hierarchy - McGregor's Theory X and Y of management

16. The way a person prefers to learn new content
High cost - scheduling difficulties - and temporary (unless learners have opportunity to practice)
Perform a front-end analysis
Diagnose the problem - generate alternative actions/behaviors - identify consequences for those actions/behaviors
Learning style

17. The topics of the A-B-C-D training development process
Audience - behavior - condition - and degree
Change is a process not an event. Change management is the process of directing change at each level of an organization.
Results
Presentation software

18. EPSS
Identify organizational values - development mission - develop vision - develop value statements
Electronic Performance Support System. Software that provides just-in-time help - guidance - coaching - or assistance to improve job performance.
Simulations
HPI uses a results-based - systematic approach - HPI focuses on accomplishments before behavior - Organizations are systems.

19. The technique that allows a WLP professional to present material in a professional manner - and keep a class focused on the correct topic
Preparation
Polling questions
Current organization climate - available resources
The expected range of a measurement

20. Three criteria for formative evaluation
Diagnose the problem - generate alternative actions/behaviors - identify consequences for those actions/behaviors
Understandable - accurate - functional
Cognitive
Extroversion/Introversion - Sensing/Intuition - Thinking/Feeling - Judgment/Perception

21. The final behavioral outcomes of a specific instructional event
A measure of the variability of scores from the mean
Honesty - fairness - lawfulness - compassion - respect - loyalty - dependability
Computer-based training. Any learning event that uses computers as the primary distributions method.
Terminal objectives

22. Two examples of performance support systems
High cost - scheduling difficulties - and temporary (unless learners have opportunity to practice)
A description or design specification for how information should be treated and organized.
Proxemics
Job aids - and EPSS

23. What is an SME
Performance Analysis
Ginzberg's theory
Competing - accommodating - avoiding - collaborating - and compromising.
Subject-matter expert

24. Discrete
Multiple intelligences theory
A variable in whole number or distinct units (opposed to continuous)
Engage learner's attention - present materials as input to brain - practice with ideas and skills - review to create new connections and applications
Pareto analysis

25. The theory that describes how intelligences reflect how people prefer to process information
Multiple intelligences theory
Myer-Briggs Type Indicator (MBTI) - DiSC personality profile
To improve performance by systematically developing human expertise through organizational development and training
Subject-matter expert

26. The learning theory that includes activities like behavioral modeling - simulations - role plays - skill drills - and rewards
Information - feedback
Walk towards a participant as they speak
Interview - survey/questionnaire - observation - focus group - work diary/work log
Behavorism

27. The two mechanisms the chaos and complexity theory focus on
Brainstorming - case studies - and role plays
Constraints analysis
Information - feedback
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

28. Contrast mentoring to coaching
Focused on fundamental changes to thinking patterns and behaviors
Mentoring is longer term - and mentors do not have responsibility for participants improvement.
In statistics - it means probably true
Thinking about the whole organization - rather than individuals - and looking primarily at processes

29. the meaning of significant - in a statistical context
In statistics - it means probably true
Behavorism
Learner-centered - content-centered
The most frequently occurring value

30. The two criteria for a successful training program that must be accounted for by the WLP professional
Communication - client motivation - self-management - technical skills
Icebreakers do not have to relate to the session materials. Opening exercise introduces the session materials being taught.
Review strategies - measure performance - take correction action
Current organization climate - available resources

31. The process where each member of a group makes their opinions conform to the perceived group consensus
Business Analysis
Job aids - and EPSS
Organization - process - and job/performer.
Groupthink

32. Independent
A variable the influences the dependent variable
Disengagement - disidentification - disorientation - and disenchantment.
Mentoring is longer term - and mentors do not have responsibility for participants improvement.
The world is created in conversation

33. List seven principles of adult learning
Andragogy - time pressures - goal orientation - previous knowledge and experience - relevent content - levels of motivation - and different learning styles
A collection of code containing instructions for a computer to perform a specific action
Create safe haven for learning - create a comfortable environment - encourage participation - facilitate more than lecture.
Kurt Lewin's forcefield analysis

34. Dependent
The outcome that depends on the independent variable and covariates
Change is a process not an event. Change management is the process of directing change at each level of an organization.
Productivity Environmental Preference Survey (PEPS) - Canfield Learning Style Inventory - and Learning Style Questionnaire
A variable whose quantification can be broken down into very small units - often called analog (opposed to discrete)

35. The guidelines Carl Rogers describes as critical elements to remember in adult learning situations
Psychomotor skills
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
Dictatorship - anarchy - democracy
Andragogy - time pressures - goal orientation - previous knowledge and experience - relevent content - levels of motivation - and different learning styles

36. The purpose of workforce planning
Passive - active - empathetic - listening for knowledge - listening for clarification
Identify organizational values - development mission - develop vision - develop value statements
Structures - patterns - events
To improve performance by systematically developing human expertise through organizational development and training

37. List six external factors that may affect an organization
HPI uses a results-based - systematic approach - HPI focuses on accomplishments before behavior - Organizations are systems.
Knowledge - skills - desire - environment - and opportunity
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
Economic - social - political and legislative - workforce - technological - and competitive.

38. 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
Design
Behavior
Opener - bridge - main body - and close
Pareto analysis

39. Sequencing and structure are closely related. What refers to the relationship among skills and topics
Structure
Structure and processes - resources - information - knowledge and skills - motives - and wellness.
Performance records - direct observation - supervisor checklists
Facilitation is used to involve participants - and to help them learn from one another.

40. The tasks involved in the evaluation phase of strategic development
Knowledge that has been documented - includes books - manuals - training courses - job aids - software rules - databases - etc.
Analytical - amiable - drivers - expressive
Review strategies - measure performance - take correction action
A variable in whole number or distinct units (opposed to continuous)

41. Two characteristics for any coaching program to succeed
A measure of the variability of scores from the mean
Rich data - comparable data across interviews with proper construction of interview protocol - and adds depth to quantative methods
Objectivity - confidentiality
Electronic performance support system (EPSS)

42. The type of results produced by quantative methods
Enabling objectives
Threat - problem - solution - habit
Hard data
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

43. The tasks involved in the development phase of strategic development
Conduct a SWOT - establish strategic goals - develop strategies to achieve the strategic goals
Managers are responsible for their own development - executives are responsible for the development of their subordinates - the organization is responsible for providing growth opportunities
A measure of the variability of scores from the mean
Hard data

44. 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
External and environmental influences
Identify performance gaps - gains commitment to learning - constructs practice to close gaps - drives application and reflection to improve competence
Knowledge - skills
Suggestopedia

45. Types of Level 3 instruments
Action plans - interviews - questionnaires - focus groups - performance contracts
Theatre style
Learner-centered - content-centered
Proxemics

46. 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
Technical competence - people skills - conceptual skills - results - taste - judgment - character
The process that enables organizations to create short reference materials with relevant information by reducing information into codified - categorized - and reusable content.
Developing employees - motivating employees - deploying employees - aligning people to process to increase performance
Experiential learning

47. Level 5 evaluation
Monetary impact/ROI
Cross-functional - cross-country/international
Data - Information - Knowledge
Self-study guides - job aids - instructor-led materials - technology-delivered training deliverables - assessments

48. Four characteristics of tasks that are well-suited for job aids
Low frequency - high complexity - high consequence of error - high probability of change in the future
Charts - graphs
Opener - bridge - main body - and close
Cognitive

49. Four elements of an effective oral presentation
Facilitation is used to involve participants - and to help them learn from one another.
Scaling and integrity
Opener - bridge - main body - and close
Structure and processes - resources - information - knowledge and skills - motives - and wellness.

50. Exercises that include a form of real-life situation that allows participants to practice is called
Performance Analysis
Simulations
The multiple dependent variables in a study with multiple independent variables
Competing - accommodating - avoiding - collaborating - and compromising.