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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 popularizer of the multiple intelligences theory
A group of people who share a common interest - and are willing to share the experiences of their common interest.
Developing employees - motivating employees - deploying employees - aligning people to process to increase performance
HPI uses a results-based - systematic approach - HPI focuses on accomplishments before behavior - Organizations are systems.
Howard Gardner

2. LCMS
Learning Content Management System. Software that packages courses and learning materials for print - CD-ROM - and electronic publication.
Return-on-investment ( (Benefits - Costs) / Costs) * 100
Reaction
Maslow's hierarchy

3. Standard deviation
Knowledge - skills
Maslow's hierarchy - McGregor's Theory X and Y of management
A measure of the variability of scores from the mean
Perform a front-end analysis

4. The tell approach to learning - based on the theory that learning occurs through exposure to logically presented information - usually involving lecture
Cognitivism
Capture attention - help message to be remembered - establish rapport - build credibility - and build team unity.
Pareto analysis
Request for proposal. A communication from an organization to potential vendors that defines the organizations needs and how to respond to those needs.

5. The three fundamental principles of HPI
Focused on learning and using new necessary skills through incremental change
HPI uses a results-based - systematic approach - HPI focuses on accomplishments before behavior - Organizations are systems.
High cost - scheduling difficulties - and temporary (unless learners have opportunity to practice)
Structure

6. The technique trainers should use when a presentation is formal and should present a professional image
Knowledge in one's personal memory - includes judgment - insights - experience - know-how - personal beliefs - and personal values.
Business needs - performance needs - learning needs - and learner needs
Slides
External and environmental influences

7. The four Cs of change
Questions that check for understanding or test for consensus
Speed - quantity - quality/accuracy - thoroughness - timeliness
Something that disrupts the flow of information between source and receiver
Create a vision - communicate the plan - connect the people - congratulate success

8. The three building blocks of knowledge management
Review of objective and key points - review participant benefits - call participants to action - ask participants if they have any questions.
Data - Information - Knowledge
Capture attention - reveal trainer's style - raise participant's comfort level - introduce the topic of the presentation.
Pareto analysis

9. Five ways to use storytelling
Technology - new products - shareholders - financial conditions - system challenges - process challenges - policies
Capture attention - help message to be remembered - establish rapport - build credibility - and build team unity.
External and environmental influences
Business needs - performance needs - learning needs - and learner needs

10. Four barriers to communication during training delivery
An effective - structured way that captures people's learning from an experience.
A variable that can have one of two possible values.
Language - speech - environmental - and psychological
Cause Analysis

11. Steps in Pfeiffer and Jones' experiential learning cycle
Experiencing - publishing - processing - generalizing - and applying
Self-contained chunk of instructional material
The process that enables organizations to create short reference materials with relevant information by reducing information into codified - categorized - and reusable content.
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

12. Factors that determine fair use
Problem - action learning group - emphasis on careful questioning and listening - resolution to take action - commitment to learning - group facilitator/learning coach
Purpose and character of use (commercial or nonprofit educational use) - nature of the copyrighted work - amount of the work used in relationship to the whole of the work - effect on the market potential for or value of the copyrighted work
Monetary impact/ROI
Ginzberg's theory

13. Types of Level 1 instruments
A variable that can have one of two possible values.
Kurt Lewin's forcefield analysis
Determine business impact - improve the design of the learning experience - determine the content's adequacy
Questionnaires - follow-up interviews - observation checklists

14. The reliability test where one test is split into two shorter ones - by randomly assigning test items to one half or the other
Pedagogy
Split-half
Analytical - amiable - drivers - expressive
Theatre style

15. RFP
Job analysis
Request for proposal. A communication from an organization to potential vendors that defines the organizations needs and how to respond to those needs.
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.
Rapid instructional design (RID)

16. The third component of the ASTD HPI model
Understandable - accurate - functional
Formative evaluation
Cause Analysis
Gain understanding or learning objectives - learn the materials - practice the delivery - prepare questions to stimulate learning.

17. The four most important skills for a coach
Dictatorship - anarchy - democracy
A collection of code containing instructions for a computer to perform a specific action
Rich data - comparable data across interviews with proper construction of interview protocol - and adds depth to quantative methods
Communication - client motivation - self-management - technical skills

18. The seven basic self-governing behaviors
Electronic Performance Support System. Software that provides just-in-time help - guidance - coaching - or assistance to improve job performance.
Honesty - fairness - lawfulness - compassion - respect - loyalty - dependability
Learning Management System (LMS)
Dictatorship - anarchy - democracy

19. Four steps to prepare for training delivery
Gain understanding or learning objectives - learn the materials - practice the delivery - prepare questions to stimulate learning.
Written tests - oral Q&A - performance tests - role plays
Scaling and integrity
Communication - client motivation - self-management - technical skills

20. The process where each member of a group makes their opinions conform to the perceived group consensus
Groupthink
Image oriented - interactive - immediate - and intimate.
Myer-Briggs Type Indicator (MBTI) - DiSC personality profile
Developing employees - motivating employees - deploying employees - aligning people to process to increase performance

21. Dependent
Pilot tests - technical reviews - production reviews
The outcome that depends on the independent variable and covariates
Language - speech - environmental - and psychological
Managerial/administrative - supervisory - functional

22. When a WLP professional - prior to a learning session - plans seating arrangement - arranges refreshments - determines goals and expectations for the class - what are they attempting to affect
Discovery - Dream - Design - and Destiny
The most frequently occurring value
The selection of measurement points which can have a large impact on the research's ability to be generalized
External and environmental influences

23. The components of the action learning formula
Current organization climate - available resources
L = P + Q + R. Learning - Programmed instruction - Questioning - Reflection
Robert Mager
Social contexting - contexting - authority - and concept of time

24. The six steps in a training needs assessment
Objectivity - confidentiality
Long-term process for performance improvement based on 1-on-1 interactions where mentee retains the responsibility for improvement
Defining objectives - identifying necessary data - selecting data collection methods - collecting data - analyzing and confirming data - and reporting on the data
High cost - scheduling difficulties - and temporary (unless learners have opportunity to practice)

25. Quantitative
The expected range of a measurement
Separation of place - time - or both among learners - instructors - and learning resources; Interactions are conducted through one or mode media.
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.
Measures of quantity or numbers

26. A method used to evaluation organizational effectiveness beyond financial measures
Balanced scorecard
Data that has been given context
DMAIC methodology - IPO model - flowcharting - evaluation models
The process that connects information - education - expertise - and practical application of people in an organization for the purposes of sharing and access.

27. Mode
Rapid instructional design (RID)
Learning Management System (LMS)
The most frequently occurring value
Sequence

28. The four areas measured during a training needs assessment
Pilot tests - technical reviews - production reviews
Relevance - inquiry - freedom - connectedness - reception - empowerment - play
The extent to which an instrument represents the program's content
Business needs - performance needs - learning needs - and learner needs

29. Four characteristics of effective openers

30. Examples of courseware
Diagnose the problem - generate alternative actions/behaviors - identify consequences for those actions/behaviors
Self-study guides - job aids - instructor-led materials - technology-delivered training deliverables - assessments
Facilitation is used to involve participants - and to help them learn from one another.
Inputs - outputs - process controls - and resources.

31. Four variables that effect how members of a culture think and express themselves
Simulations
Developing employees - motivating employees - deploying employees - aligning people to process to increase performance
The selection of measurement points which can have a large impact on the research's ability to be generalized
Social contexting - contexting - authority - and concept of time

32. 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
An HTML tag identifying the context of the contents on a website or knowledge base.
Howard Gardner
Proxemics

33. The two primary tools for the visual display of quantitative data
Solution Selection
Threat - problem - solution - habit
Gain understanding or learning objectives - learn the materials - practice the delivery - prepare questions to stimulate learning.
Charts - graphs

34. The second component of the ASTD HPI model
High cost - scheduling difficulties - and temporary (unless learners have opportunity to practice)
Design
Performance Analysis
L = P + Q + R. Learning - Programmed instruction - Questioning - Reflection

35. The learning theory that attempts to involve the left and right hemispheres of the brain to make learning more natural
Information that combined with understanding enables understanding
Results
Accelerated Learning
Communication - client motivation - self-management - technical skills

36. The tasks involved in the formulation phase of strategic development
Organization - process - and job/performer.
The minimum time schedule for completing all the tasks in a project with several overlapping or dependent tasks.
Central tendency
Identify organizational values - development mission - develop vision - develop value statements

37. Five conflict responses
Virtual Reality. Computer-based technology that gives the user a realistic - 3-D - interactive experience that engages as many senses as possible.
An unknown or uncontrolled variable that produces an effect
Competing - accommodating - avoiding - collaborating - and compromising.
A collection of code containing instructions for a computer to perform a specific action

38. PERT
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.
Chat rooms are essentially synchronous (real-time) message boards.
Time and resource intensive - undue influence of vocal member(s) - difficult to facilitate with a single facilitator to encourage participation and take notes
Current organization climate - available resources

39. The seven attributes essential for leadership per Warren Bennis
Maslow's hierarchy
Technical competence - people skills - conceptual skills - results - taste - judgment - character
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
Likert scale

40. The learning domain that focuses on the skills and knowledge relating to an activity such as changing a car's oil
Audience - Behavior - Condition - and Degree
Cognitive
Review strategies - measure performance - take correction action
A variable the influences the dependent variable

41. The technique trainers should use when they want to use the revelation technique
L = P + Q + R. Learning - Programmed instruction - Questioning - Reflection
Current organization climate - available resources
Presentation software
Business needs - performance needs - learning needs - and learner needs

42. Exercises that include a form of real-life situation that allows participants to practice is called
Skill variety - task identity - task significance - autonomy - feedback
Semantic differential
Management - performance
Simulations

43. Four stages of transition through M&As
The minimum time schedule for completing all the tasks in a project with several overlapping or dependent tasks.
Disengagement - disidentification - disorientation - and disenchantment.
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
No area is overlooked - forces to be used are known - there is time to develop other strategies if the analysis reveals the need

44. Median
The mid-point of the distribution - 50% of the values are above/below this value
The most frequently occurring value
Communication - client motivation - self-management - technical skills
Theatre style

45. The kinds of objectives that support the final behavioral outcomes by breaking them down into more manageable chunks
Chat rooms are essentially synchronous (real-time) message boards.
Discovery - Dream - Design - and Destiny
Navigation
Enabling objectives

46. List seven things that cannot be copyrighted
Socratic questioning
Failure to partner - failure to consider culture - failure to manage change - and failure to adapt to the client.
External/organizational scans - identify business needs - identify change initiatives - collect data - analyze data - report on the data - design the change initiative
Ideas - processes - procedures - methods of operation - concepts - principles - and discoveries

47. The tool instructors can leverage from WBT to immediately determine a group's understanding of the material
Personal space
Language - speech - environmental - and psychological
Polling questions
Dictatorship - anarchy - democracy

48. The three competency elements that constitute most jobs
Weak manager judgments or experience levels - identified talent shortages - organization culture suports structured programs
Managerial/administrative - supervisory - functional
Electronic Performance Support System. Software that provides just-in-time help - guidance - coaching - or assistance to improve job performance.
Eager to succeed - open to support - interested in different tactics/methods and trying those out - learning oriented

49. The mode of training for which classroom training is most effective
Opener - bridge - main body - and close
Psychomotor skills
Mentoring is longer term - and mentors do not have responsibility for participants improvement.
Low frequency - high complexity - high consequence of error - high probability of change in the future

50. Describe a chat room
Chat rooms are essentially synchronous (real-time) message boards.
Bloom's taxonomy - six sigma - Kepner-Tregoe
Solution Implementation
Scaling and integrity