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Test your basic knowledge |
Certified Professional In Learning And Performance Cplp
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Study First
Subject
:
certifications
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