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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. List six external factors that may affect an organization
Experiencing - publishing - processing - generalizing - and applying
Reality - feasibility - authority - and learning opportunities
Rehersal
Economic - social - political and legislative - workforce - technological - and competitive.

2. The reliability test where one test is split into two shorter ones - by randomly assigning test items to one half or the other
Learning technologies
Split-half
Visual - Auditory - and Kinestethic
Disengagement - disidentification - disorientation - and disenchantment.

3. 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
Slides
L = P + Q + R. Learning - Programmed instruction - Questioning - Reflection
Defining objectives - identifying necessary data - selecting data collection methods - collecting data - analyzing and confirming data - and reporting on the data
Design

4. Types of Level 1 instruments
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
Upper-left cerebral - lower-left limbic - upper-right cerebral - and lower-right limbic
Conduct a SWOT - establish strategic goals - develop strategies to achieve the strategic goals
Questionnaires - follow-up interviews - observation checklists

5. The steps in the outsourcing process
Cross-functional - cross-country/international
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
Technical competence - people skills - conceptual skills - results - taste - judgment - character
Ideas - processes - procedures - methods of operation - concepts - principles - and discoveries

6. Level 1 evaluation
Slides
In statistics - it means probably true
HPI uses a results-based - systematic approach - HPI focuses on accomplishments before behavior - Organizations are systems.
Reaction

7. Exercises that include a form of real-life situation that allows participants to practice is called
Information - feedback
Simulations
HPI uses a results-based - systematic approach - HPI focuses on accomplishments before behavior - Organizations are systems.
Self-contained chunk of instructional material

8. Levels of listening
Personal space
Passive - active - empathetic - listening for knowledge - listening for clarification
Learning technologies
Convergers - divergers - assimilators - and accommodators

9. The sixth component of the ASTD HPI model
Design
Evaluation
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
Numbers or variables used to classify a system

10. Five technologies that can be used to connect clients to coaches
A measure of the variability of scores from the mean
A visual tools used to systematically describe actions/behaviors in a sequential flow - including all the steps and tasks for that process flow.
Phone - VoIP - online meetings - email - specialized software
Initiating - planning - executing - controlling - closing

11. CBT
Rote skills
Identify performance gaps - gains commitment to learning - constructs practice to close gaps - drives application and reflection to improve competence
Experiencing - publishing - processing - generalizing - and applying
Computer-based training. Any learning event that uses computers as the primary distributions method.

12. The components of the action learning formula
A collection of code containing instructions for a computer to perform a specific action
L = P + Q + R. Learning - Programmed instruction - Questioning - Reflection
A variable that can have one of two possible values.
Passive - active - empathetic - listening for knowledge - listening for clarification

13. The analysis that serves as a reality check to identify a project's limiting factors
Understandable - accurate - functional
DMAIC methodology - IPO model - flowcharting - evaluation models
Social contexting - contexting - authority - and concept of time
Constraints analysis

14. Three criteria for formative evaluation
Audience - Behavior - Condition - and Degree
Failure to partner - failure to consider culture - failure to manage change - and failure to adapt to the client.
Skill variety - task identity - task significance - autonomy - feedback
Understandable - accurate - functional

15. Describe how facilitation differs from training
Facilitation is used to involve participants - and to help them learn from one another.
Psychomotor skills
Capture attention - help message to be remembered - establish rapport - build credibility - and build team unity.
Matching current - usually high-potential employees - with future roles within the company to systematic prepare them for a future role

16. 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
Experiential learning
Objectivity - confidentiality
Evaluation
To aid in career planning

17. Five ways to use storytelling
Form - storm - norm - perform - and adjourn.
Capture attention - help message to be remembered - establish rapport - build credibility - and build team unity.
HPI uses a results-based - systematic approach - HPI focuses on accomplishments before behavior - Organizations are systems.
External and environmental influences

18. Closed questions
Identify business goals - clarify those goals - determine specificity and measurability of the goals.
Time and resource intensive - undue influence of vocal member(s) - difficult to facilitate with a single facilitator to encourage participation and take notes
Questions that check for understanding or test for consensus
A variable that can have one of two possible values.

19. Malcolm Knowles' work tipped the instructional systems design scale. The two ends of that scale
Learner-centered - content-centered
Job analysis
The expected range of a measurement
Learning

20. Two circumstances where e-learning is particularly useful
Performance audit
Sorting - tabulating - and comparing raw to summarized data
Rote skills - and prerequisite material
Multiple intelligences theory

21. When is training the appropriate solution to a performance problem
When the cause of the problem is a lack of knowledge or skills
Evaluation
Adult learning theories - instructional design techniques
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

22. The second component of the ASTD HPI model
Rote skills - and prerequisite material
Job analysis
Performance Analysis
The selection of measurement points which can have a large impact on the research's ability to be generalized

23. Factors that determine fair use
Balanced scorecard
Cognitive
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
Measures looking at opinions - behaviors - and attributes

24. Four steps to prepare for training delivery
Preparation
Social contexting - contexting - authority - and concept of time
Gain understanding or learning objectives - learn the materials - practice the delivery - prepare questions to stimulate learning.
Walk towards a participant as they speak

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

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26. List David Kolk's four learning styles
Initiating - planning - executing - controlling - closing
Reality - feasibility - authority - and learning opportunities
Convergers - divergers - assimilators - and accommodators
Behavorism

27. The learning domain that focuses on the skills and knowledge relating to an activity such as changing a car's oil
Change Management
Capture attention - help message to be remembered - establish rapport - build credibility - and build team unity.
Ideas - processes - procedures - methods of operation - concepts - principles - and discoveries
Cognitive

28. Two types of personality inventory instruments
Myer-Briggs Type Indicator (MBTI) - DiSC personality profile
Job aids - and EPSS
Visual - Auditory - and Kinestethic
Pareto analysis

29. Four benefits of web-based training
Create safe haven for learning - create a comfortable environment - encourage participation - facilitate more than lecture.
Accelerated Learning
Cost-effectiveness - accessibility and application - learner access - and self-direction
- measure - analyze - improve - control

30. Level 5 evaluation
The most frequently occurring value
Language - speech - environmental - and psychological
Social contexting - contexting - authority - and concept of time
Monetary impact/ROI

31. The tasks involved in the evaluation phase of strategic development
Numbers or variables used to classify a system
Review strategies - measure performance - take correction action
Entertainment - interaction - control - usability - and customization
- measure - analyze - improve - control

32. The four parts of the International Federation's (ICF) ethical standards
An HTML tag identifying the context of the contents on a website or knowledge base.
Data - Information - Knowledge
Philosophy of coaching - definition of coaching - standards of ethical coaching conduct - pledge of coaching ethics
L = P + Q + R. Learning - Programmed instruction - Questioning - Reflection

33. Four things a coach does
Disengagement - disidentification - disorientation - and disenchantment.
Numbers or variables used to classify a system
Email - whiteboard - bulletin boards - chat rooms - online presentation tools - WIKIs - Blogs - forums - social sites
Identify performance gaps - gains commitment to learning - constructs practice to close gaps - drives application and reflection to improve competence

34. The processes performance management is primarily concerned with
Problem - action learning group - emphasis on careful questioning and listening - resolution to take action - commitment to learning - group facilitator/learning coach
Developing employees - motivating employees - deploying employees - aligning people to process to increase performance
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
Structure

35. Knowledge Mapping
The process that connects information - education - expertise - and practical application of people in an organization for the purposes of sharing and access.
Meta-evaluation
Self-study guides - job aids - instructor-led materials - technology-delivered training deliverables - assessments
Constraints analysis

36. Four characteristics of tasks that are well-suited for job aids
Philosophy of coaching - definition of coaching - standards of ethical coaching conduct - pledge of coaching ethics
Interview - survey/questionnaire - observation - focus group - work diary/work log
Asynchronous
Low frequency - high complexity - high consequence of error - high probability of change in the future

37. Process Map
Long-term process for performance improvement based on 1-on-1 interactions where mentee retains the responsibility for improvement
A visual tools used to systematically describe actions/behaviors in a sequential flow - including all the steps and tasks for that process flow.
Surveys
Weak manager judgments or experience levels - identified talent shortages - organization culture suports structured programs

38. Dependent
Experiencing - publishing - processing - generalizing - and applying
The outcome that depends on the independent variable and covariates
Hard data
Evaluation

39. The HPI tool used to collect current performance - learner analysis - and business needs
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
Interview - survey/questionnaire - observation - focus group - work diary/work log
Maslow's hierarchy - McGregor's Theory X and Y of management
Interviews

40. Software that automates the administration of training
Learning Management System (LMS)
Separation of place - time - or both among learners - instructors - and learning resources; Interactions are conducted through one or mode media.
Experiencing - publishing - processing - generalizing - and applying
Conduct a SWOT - establish strategic goals - develop strategies to achieve the strategic goals

41. The framework developed by Patricia Cross to describe some differences between adult and child learners
Robert Mager
Perform a front-end analysis
Characteristics of adults as learners (CAL) conceptual framework
Create a vision - communicate the plan - connect the people - congratulate success

42. What does context refer to in designing learning
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
The extent to which an instrument predicts future results
Learner characteristics like age - educational background - cultural background - learner expectations - and learn motivation to attend

43. The difference between an icebreaker and an opening exercise
Visual - Auditory - and Kinestethic
Icebreakers do not have to relate to the session materials. Opening exercise introduces the session materials being taught.
Information - feedback
Communication - client motivation - self-management - technical skills

44. The methods learning organizations use to create and foster productive learning
High cost - scheduling difficulties - and temporary (unless learners have opportunity to practice)
Culture - vision - strategy - and structure
Create safe haven for learning - create a comfortable environment - encourage participation - facilitate more than lecture.
To systematically plan an organization's future

45. The term for the relationship of people's positions in space
Rapid instructional design (RID)
A variable whose quantification can be broken down into very small units - often called analog (opposed to discrete)
Ishikawa - fishbone
Proxemics

46. The tasks involved in the development phase of strategic development
Dictatorship - anarchy - democracy
Simulations
Identify performance gaps - gains commitment to learning - constructs practice to close gaps - drives application and reflection to improve competence
Conduct a SWOT - establish strategic goals - develop strategies to achieve the strategic goals

47. The five principles of andragogy
Competing - accommodating - avoiding - collaborating - and compromising.
Do not discriminate in any aspect of employment based on disabilities - with reasonable accommodations such as interpreters - reading aids - instructional material modifications - etc.
Learner self-concept - Learner prior experience - Readiness to learn - Orientation to learning - and Motivation to learn
Structure

48. Contrast synchronous to asynchronous e-learning
Problem - action learning group - emphasis on careful questioning and listening - resolution to take action - commitment to learning - group facilitator/learning coach
Synchrononous occurs at a given time with a live instructor. Asynchronous is self-paced and available at any time.
Rote skills
Learning technologies

49. Discrete
Entertainment - interaction - control - usability - and customization
Bloom's taxonomy - six sigma - Kepner-Tregoe
A variable in whole number or distinct units (opposed to continuous)
Measures of quantity or numbers

50. Confidence interval
Functional context
External/organizational scans - identify business needs - identify change initiatives - collect data - analyze data - report on the data - design the change initiative
Written tests - oral Q&A - performance tests - role plays
The expected range of a measurement