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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. Three learner preferences as defined by the VAK model
Solution Implementation
Visual - Auditory - and Kinestethic
The extent to which an instrument predicts future results
Measures looking at opinions - behaviors - and attributes

2. The three fundamental principles of HPI
A measure of the variability of scores from the mean
HPI uses a results-based - systematic approach - HPI focuses on accomplishments before behavior - Organizations are systems.
Behavior
Dictatorship - anarchy - democracy

3. Three conditions that warrant multi-rater feedback
Learning style
Myer-Briggs Type Indicator (MBTI) - DiSC personality profile
Weak manager judgments or experience levels - identified talent shortages - organization culture suports structured programs
Job aids - and EPSS

4. The three parts of the problem-solving model
Performance Analysis
Simulations
Problem - action learning group - emphasis on careful questioning and listening - resolution to take action - commitment to learning - group facilitator/learning coach
Diagnose the problem - generate alternative actions/behaviors - identify consequences for those actions/behaviors

5. Four barriers to communication during training delivery
Eager to succeed - open to support - interested in different tactics/methods and trying those out - learning oriented
Scaling and integrity
Bloom's taxonomy - six sigma - Kepner-Tregoe
Language - speech - environmental - and psychological

6. Types of Level 3 instruments
Create new hire training - develop behavior-based interview questions - write performance objectives - prepare employees for career progression
Harless' front-end analysis model
Action plans - interviews - questionnaires - focus groups - performance contracts
Subject-matter expert

7. The sixth component of the ASTD HPI model
Evaluation
Maslow's hierarchy
Entertainment - interaction - control - usability - and customization
Cost-effectiveness - accessibility and application - learner access - and self-direction

8. The five characteristics of every job that influence employee motivation
Solution Selection
Data - Information - Knowledge
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
Skill variety - task identity - task significance - autonomy - feedback

9. EPSS
Socratic questioning
Electronic Performance Support System. Software that provides just-in-time help - guidance - coaching - or assistance to improve job performance.
Maslow's hierarchy - McGregor's Theory X and Y of management
Numbers or variables used to rank order a system

10. Process Map
A visual tools used to systematically describe actions/behaviors in a sequential flow - including all the steps and tasks for that process flow.
Audience - Behavior - Condition - and Degree
Ishikawa - fishbone
Seels and Glasgow instructional systems design model

11. The technique that allows a WLP professional to present material in a professional manner - and keep a class focused on the correct topic
Behavorism
Howard Gardner
Preparation
Results

12. Data
Raw and non-contextual - and can exist in forms usable or not
Inputs - outputs - process controls - and resources.
Identify business goals - clarify those goals - determine specificity and measurability of the goals.
Behavorism

13. The tasks involved in the formulation phase of strategic development
Identify organizational values - development mission - develop vision - develop value statements
Data from archival records - existing records - report - and data
Scaling and integrity
Information - resources - incentives/consequences - knowledge and skills - capacity - and motivation.

14. Four basic components of a process
Inputs - outputs - process controls - and resources.
When the cause of the problem is a lack of knowledge or skills
Defining objectives - identifying necessary data - selecting data collection methods - collecting data - analyzing and confirming data - and reporting on the data
DMAIC methodology - IPO model - flowcharting - evaluation models

15. The seven basic self-governing behaviors
Computer-based training. Any learning event that uses computers as the primary distributions method.
Data from archival records - existing records - report - and data
Honesty - fairness - lawfulness - compassion - respect - loyalty - dependability
Economic - social - political and legislative - workforce - technological - and competitive.

16. The requirements of the ADA
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
Do not discriminate in any aspect of employment based on disabilities - with reasonable accommodations such as interpreters - reading aids - instructional material modifications - etc.
Subject-matter expert
Maslow's hierarchy - McGregor's Theory X and Y of management

17. Four cases when a trainer should not use a chart pack
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.
Cause Analysis
Request for proposal. A communication from an organization to potential vendors that defines the organizations needs and how to respond to those needs.
Defining objectives - identifying necessary data - selecting data collection methods - collecting data - analyzing and confirming data - and reporting on the data

18. The model (a pyramid) from bottom to top is: physiology - safety - belongingness - esteem - and self-actualization

19. Contrast mentoring to coaching
Mentoring is longer term - and mentors do not have responsibility for participants improvement.
Current organization climate - available resources
Culture - vision - strategy - and structure
Preparation

20. CBT
A variable that can have one of two possible values.
Visual - Auditory - and Kinestethic
Rich data - comparable data across interviews with proper construction of interview protocol - and adds depth to quantative methods
Computer-based training. Any learning event that uses computers as the primary distributions method.

21. ROI
Image oriented - interactive - immediate - and intimate.
Audience - Behavior - Condition - and Degree
Return-on-investment ( (Benefits - Costs) / Costs) * 100
When the cause of the problem is a lack of knowledge or skills

22. Examples of internal factors that influence an organization
Technology - new products - shareholders - financial conditions - system challenges - process challenges - policies
Learner characteristics like age - educational background - cultural background - learner expectations - and learn motivation to attend
Indicate whether response was correct - explain an incorrect response or clarify a correct response - give instructions on how to proceed
Gain understanding or learning objectives - learn the materials - practice the delivery - prepare questions to stimulate learning.

23. List seven principles of adult learning
Andragogy - time pressures - goal orientation - previous knowledge and experience - relevent content - levels of motivation - and different learning styles
Skill variety - task identity - task significance - autonomy - feedback
Problem - action learning group - emphasis on careful questioning and listening - resolution to take action - commitment to learning - group facilitator/learning coach
Pilot tests - technical reviews - production reviews

24. Two types of coaching situations that primarily differ on the degree of confidentiality and sensitivity
Audience - behavior - condition - and degree
Cognitivism
Business Analysis
External coaching - internal coaching

25. Content validity

26. Nominal data
A description or design specification for how information should be treated and organized.
Learner-centered - content-centered
Numbers or variables used to classify a system
Threat - problem - solution - habit

27. Three drawbacks of classroom training
High cost - scheduling difficulties - and temporary (unless learners have opportunity to practice)
Structure
Written tests - oral Q&A - performance tests - role plays
Phone - VoIP - online meetings - email - specialized software

28. RFP
Productivity Environmental Preference Survey (PEPS) - Canfield Learning Style Inventory - and Learning Style Questionnaire
Request for proposal. A communication from an organization to potential vendors that defines the organizations needs and how to respond to those needs.
Proxemics
Interview - survey/questionnaire - observation - focus group - work diary/work log

29. Four ways to create a learning climate based on Knowles' work
Productivity Environmental Preference Survey (PEPS) - Canfield Learning Style Inventory - and Learning Style Questionnaire
Economic - social - political and legislative - workforce - technological - and competitive.
Create safe haven for learning - create a comfortable environment - encourage participation - facilitate more than lecture.
Structures - patterns - events

30. Levels of listening
Passive - active - empathetic - listening for knowledge - listening for clarification
Electronic Performance Support System. Software that provides just-in-time help - guidance - coaching - or assistance to improve job performance.
A variable the influences the dependent variable
Image oriented - interactive - immediate - and intimate.

31. The type of results produced by quantative methods
Learning Management System (LMS)
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
Hard data
Identify business goals - clarify those goals - determine specificity and measurability of the goals.

32. What is an SME
Engage learner's attention - present materials as input to brain - practice with ideas and skills - review to create new connections and applications
Subject-matter expert
External coaching - internal coaching
Learning technologies

33. The two criteria that learners must demonstrate before leaving performance-based training (PBT)
A variable the influences the dependent variable
Disengagement - disidentification - disorientation - and disenchantment.
Robert Mager
Knowledge - skills

34. DMAIC
Identify business goals - clarify those goals - determine specificity and measurability of the goals.
- measure - analyze - improve - control
Long-term process for performance improvement based on 1-on-1 interactions where mentee retains the responsibility for improvement
Solution Selection

35. Dependent
Results
Interview - survey/questionnaire - observation - focus group - work diary/work log
The outcome that depends on the independent variable and covariates
Electronic performance support system (EPSS)

36. The four components of a learning objective
Learning Management System (LMS)
Characteristics of adults as learners (CAL) conceptual framework
Audience - Behavior - Condition - and Degree
Change Management

37. The facilitation tool that can create just enough tension to get people thinking
Semantic differential
Rehersal
Visual - Auditory - and Kinestethic
Silence

38. The final behavioral outcomes of a specific instructional event
An unknown or uncontrolled variable that produces an effect
Rich data - comparable data across interviews with proper construction of interview protocol - and adds depth to quantative methods
Terminal objectives
Experiencing - publishing - processing - generalizing - and applying

39. Median
The mid-point of the distribution - 50% of the values are above/below this value
Brainstorming - case studies - and role plays
Information - feedback
The minimum time schedule for completing all the tasks in a project with several overlapping or dependent tasks.

40. Meta-tag
Kurt Lewin's forcefield analysis
A measure of the variability of scores from the mean
An HTML tag identifying the context of the contents on a website or knowledge base.
Solution Implementation

41. 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
Identify performance gaps - gains commitment to learning - constructs practice to close gaps - drives application and reflection to improve competence
External and environmental influences
Benefit-to-cost ratio (Total Benefit / Total Program Cost)
Experiential learning

42. Things a forcefield analysis ensures
Inputs - outputs - process controls - and resources.
Numbers or variables used to classify a system
Results
No area is overlooked - forces to be used are known - there is time to develop other strategies if the analysis reveals the need

43. A computer application that is linked directly to another application to train or guide workers through a task
Brainstorming - case studies - and role plays
Electronic performance support system (EPSS)
Bloom's Taxonomy
Data from archival records - existing records - report - and data

44. Four elements of an effective oral presentation
Opener - bridge - main body - and close
Review of objective and key points - review participant benefits - call participants to action - ask participants if they have any questions.
Mentoring is longer term - and mentors do not have responsibility for participants improvement.
Control groups - management estimates - extant data - external studies

45. An assessment done during formation
Technical competence - people skills - conceptual skills - results - taste - judgment - character
Mentoring is longer term - and mentors do not have responsibility for participants improvement.
Formative evaluation
Observe body language

46. PERT
Business Analysis
Split-half
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.
Managers are responsible for their own development - executives are responsible for the development of their subordinates - the organization is responsible for providing growth opportunities

47. Three tasks for knowledge mapping
Email - whiteboard - bulletin boards - chat rooms - online presentation tools - WIKIs - Blogs - forums - social sites
Presentation software
Documentation audit - information system survey - identification of external information sources
Breakeven ( ( Program Costs / Investment ) / ( Benefits / Cash Inflow) )

48. The steps of a needs analysis
Cause Analysis
External/organizational scans - identify business needs - identify change initiatives - collect data - analyze data - report on the data - design the change initiative
Economic - social - political and legislative - workforce - technological - and competitive.
Polling questions

49. Four stages of transition through M&As
Discovery - Dream - Design - and Destiny
Split-half
Disengagement - disidentification - disorientation - and disenchantment.
Lack of knowledge or skills - lack of physical resources - process problems - lack of information - lack of leadership - lack of information on consequences - lack of motivation - inadequate feedback - inadequate incentives - performer's lack of capa

50. scripting
Accelerated Learning
Information that combined with understanding enables understanding
Productivity Environmental Preference Survey (PEPS) - Canfield Learning Style Inventory - and Learning Style Questionnaire
A collection of code containing instructions for a computer to perform a specific action