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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. What does proxemics refer to?
Groupthink
Phone - VoIP - online meetings - email - specialized software
Personal space
Questions that stimulate discussion

2. The term for the relationship of people's positions in space
Proxemics
Groupthink
Chaos is simple systems generating complicated behavior. Complexity is complicated systems generating simple behavior.
Information that combined with understanding enables understanding

3. Four stages of transition through M&As
Mentoring is longer term - and mentors do not have responsibility for participants improvement.
Disengagement - disidentification - disorientation - and disenchantment.
A description or design specification for how information should be treated and organized.
Speed - quantity - quality/accuracy - thoroughness - timeliness

4. The ability of the same measurement to produce consistent results over time
Entertainment - interaction - control - usability - and customization
Experiencing - publishing - processing - generalizing - and applying
Reliability
Misplacing ownership - misaligning incentives - saving recognition - playing favorites - misspeaking praise

5. Information
- measure - analyze - improve - control
Asynchronous
Data that has been given context
Adult learning theories - instructional design techniques

6. Predictive validity
Written tests - oral Q&A - performance tests - role plays
Theatre style
The extent to which an instrument predicts future results
Cost or budget - lesson content - learner background and expectations - time available - and facilities/equipment/materials

7. Three advantages of interviews as a data gathering technique
Multiple intelligences theory
Rote skills - and prerequisite material
Rich data - comparable data across interviews with proper construction of interview protocol - and adds depth to quantative methods
Validity

8. Three criteria for formative evaluation
The whole is more than the sum of the parts - patterns are everywhere in the system - cause and effect is never simple - history does and does not repeat itself - change come from chaos - the future can and cannot be predicted
Review of objective and key points - review participant benefits - call participants to action - ask participants if they have any questions.
Understandable - accurate - functional
Identify performance gaps - gains commitment to learning - constructs practice to close gaps - drives application and reflection to improve competence

9. The instructional design model is based on the assumptions that design happens in a context of project management that establishes roles - tasks - timelines - budgets - checkpoints - and supervisory procedures
Rote skills - and prerequisite material
Seels and Glasgow instructional systems design model
Design
Evaluation

10. Mode
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
Awareness - modeling - targeted interventions - desensitization - training
Social contexting - contexting - authority - and concept of time
The most frequently occurring value

11. Five mistakes managers can make to negatively impact employee motivation
Visual - Auditory - and Kinestethic
Misplacing ownership - misaligning incentives - saving recognition - playing favorites - misspeaking praise
Rapid instructional design (RID)
Social contexting - contexting - authority - and concept of time

12. Contrast synchronous to asynchronous e-learning
Synchrononous occurs at a given time with a live instructor. Asynchronous is self-paced and available at any time.
Benefit-to-cost ratio (Total Benefit / Total Program Cost)
The extent to which an instrument represents the program's content
Change Management

13. The other names for a cause-and-effect diagram
Ishikawa - fishbone
Data - Information - Knowledge
Audience - Behavior - Condition - and Degree
Two-aix matrixes - flowcharts - dichotomy - graphic models

14. The fifth component of the ASTD HPI model
Solution Implementation
Management - performance
Failure to partner - failure to consider culture - failure to manage change - and failure to adapt to the client.
Synchrononous occurs at a given time with a live instructor. Asynchronous is self-paced and available at any time.

15. Who is credited with the idea that learning objectives should contain a condition statement - a performance statement - and a criterion statement
Defining objectives - identifying necessary data - selecting data collection methods - collecting data - analyzing and confirming data - and reporting on the data
Robert Mager
Technical competence - people skills - conceptual skills - results - taste - judgment - character
Hard data

16. Four elements of an effective oral presentation
Andragogy - time pressures - goal orientation - previous knowledge and experience - relevent content - levels of motivation - and different learning styles
The whole is more than the sum of the parts - patterns are everywhere in the system - cause and effect is never simple - history does and does not repeat itself - change come from chaos - the future can and cannot be predicted
Opener - bridge - main body - and close
Phone - VoIP - online meetings - email - specialized software

17. The steps in the outsourcing process
Solution Implementation
Capture attention - reveal trainer's style - raise participant's comfort level - introduce the topic of the presentation.
Mentoring is longer term - and mentors do not have responsibility for participants improvement.
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

18. Contrast mentoring to coaching
An unknown or uncontrolled variable that produces an effect
Suggestopedia
A visual tools used to systematically describe actions/behaviors in a sequential flow - including all the steps and tasks for that process flow.
Mentoring is longer term - and mentors do not have responsibility for participants improvement.

19. The kinds of objectives that support the final behavioral outcomes by breaking them down into more manageable chunks
The whole is more than the sum of the parts - patterns are everywhere in the system - cause and effect is never simple - history does and does not repeat itself - change come from chaos - the future can and cannot be predicted
Cause Analysis
Enabling objectives
Relevance - inquiry - freedom - connectedness - reception - empowerment - play

20. The five elements of learner engagement
Numbers or variables used to classify a system
Entertainment - interaction - control - usability - and customization
Solution Implementation
Cause Analysis

21. 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
Conduct a SWOT - establish strategic goals - develop strategies to achieve the strategic goals
Establish short-term objectives - create an action plan to achieve short-term objectives - allocate resources to the objectives - motivate employees to reach the objectives
Email - whiteboard - bulletin boards - chat rooms - online presentation tools - WIKIs - Blogs - forums - social sites

22. Three examples of active training techniques
Accelerated Learning
Brainstorming - case studies - and role plays
Preparation
Semantic differential

23. The purpose of workforce planning
A description or design specification for how information should be treated and organized.
Mentoring is longer term - and mentors do not have responsibility for participants improvement.
Chaos is simple systems generating complicated behavior. Complexity is complicated systems generating simple behavior.
To improve performance by systematically developing human expertise through organizational development and training

24. Two types of coaching situations that primarily differ on the degree of confidentiality and sensitivity
Adult learning theories - instructional design techniques
Performance records - direct observation - supervisor checklists
External coaching - internal coaching
Cross-functional - cross-country/international

25. scripting
A collection of code containing instructions for a computer to perform a specific action
A measure of the variability of scores from the mean
Solution Implementation
Current organization climate - available resources

26. The instrument where participants rate two contrasting ideas or words by circling points on a line
Hard data
Presentation software
Constraints analysis
Semantic differential

27. Two characteristics for any coaching program to succeed
Objectivity - confidentiality
To aid in career planning
Threat - problem - solution - habit
Disengagement - disidentification - disorientation - and disenchantment.

28. Sequencing and structure are closely related. What refers to the relationship among skills and topics
Determine business impact - improve the design of the learning experience - determine the content's adequacy
Learning organizations - systems thinking
Focused on fundamental changes to thinking patterns and behaviors
Structure

29. Two circumstances where e-learning is particularly useful
Rote skills - and prerequisite material
Focused on fundamental changes to thinking patterns and behaviors
Balanced scorecard
Interviews

30. Karl Albrecht's progressive psychological phases of change response
Maslow's hierarchy - McGregor's Theory X and Y of management
Threat - problem - solution - habit
Audience - Behavior - Condition - and Degree
Icebreakers do not have to relate to the session materials. Opening exercise introduces the session materials being taught.

31. The components of the VAK model
Howard Gardner
A variable that can have one of two possible values.
Visual - Auditory - and Kinestethic
Performance audit

32. Content validity

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33. The four quadrants in W.E. (Ned) Herrmann's learning brain model
Identify business goals - clarify those goals - determine specificity and measurability of the goals.
Upper-left cerebral - lower-left limbic - upper-right cerebral - and lower-right limbic
Indicate whether response was correct - explain an incorrect response or clarify a correct response - give instructions on how to proceed
The most frequently occurring value

34. 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
Subject-matter expert
Reliability
Validity

35. Level 4 evaluation
Rich data - comparable data across interviews with proper construction of interview protocol - and adds depth to quantative methods
Information - resources - incentives/consequences - knowledge and skills - capacity - and motivation.
Behavior
High cost - scheduling difficulties - and temporary (unless learners have opportunity to practice)

36. 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
Cost or budget - lesson content - learner background and expectations - time available - and facilities/equipment/materials
External and environmental influences
An effective - structured way that captures people's learning from an experience.
The sum of the numbers divided by the total number of values

37. The diagnostic model that identifies the performance problem cause - based on cause driving solution

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38. The reliability test where one test is split into two shorter ones - by randomly assigning test items to one half or the other
Misplacing ownership - misaligning incentives - saving recognition - playing favorites - misspeaking praise
Dictatorship - anarchy - democracy
Split-half
The whole is more than the sum of the parts - patterns are everywhere in the system - cause and effect is never simple - history does and does not repeat itself - change come from chaos - the future can and cannot be predicted

39. The use of electronic technologies to deliver information and facilitate the development of skills
Learning technologies
Behavior
Hard data
Capture attention - help message to be remembered - establish rapport - build credibility - and build team unity.

40. Confounding
An unknown or uncontrolled variable that produces an effect
Documentation audit - information system survey - identification of external information sources
Presentation software
Simulations

41. An evaluation of an evaluation
Discovery - Dream - Design - and Destiny
Managerial/administrative - supervisory - functional
Reliability
Meta-evaluation

42. Triple-loop learning
Focused on fundamental shifts in how people view themselves - and intentional alterations of beliefs and values about the world and themselves
Establish scope - create plan - implement plan - monitor/evaluate/revise plan
Honesty - fairness - lawfulness - compassion - respect - loyalty - dependability
Documentation audit - information system survey - identification of external information sources

43. The two management practices similar to complexity theory
To improve performance by systematically developing human expertise through organizational development and training
Pedagogy
Job analysis
Learning organizations - systems thinking

44. Types of synthesis models
Two-aix matrixes - flowcharts - dichotomy - graphic models
Something that disrupts the flow of information between source and receiver
Indicate whether response was correct - explain an incorrect response or clarify a correct response - give instructions on how to proceed
Measures looking at opinions - behaviors - and attributes

45. The three parts of the problem-solving model
The extent to which an instrument predicts future results
Solution Implementation
Diagnose the problem - generate alternative actions/behaviors - identify consequences for those actions/behaviors
Skill variety - task identity - task significance - autonomy - feedback

46. Things a forcefield analysis ensures
No area is overlooked - forces to be used are known - there is time to develop other strategies if the analysis reveals the need
The outcome that depends on the independent variable and covariates
Design
Pilot tests - technical reviews - production reviews

47. The tool instructors can leverage from WBT to immediately determine a group's understanding of the material
Audience - behavior - condition - and degree
Polling questions
Learner-centered - content-centered
Synchrononous occurs at a given time with a live instructor. Asynchronous is self-paced and available at any time.

48. The seating arrangement is the least conducive to stimulating group discussion
Theatre style
Documentation audit - information system survey - identification of external information sources
Subject-matter expert
Results

49. The questioning technique that seeks to develop critical thinking and creativity
Socratic questioning
Competing - accommodating - avoiding - collaborating - and compromising.
Ginzberg's theory
Identify performance gaps - gains commitment to learning - constructs practice to close gaps - drives application and reflection to improve competence

50. BE
Learning technologies
Reaction
Driving forces - restraining forces - current state - desired state
Breakeven ( ( Program Costs / Investment ) / ( Benefits / Cash Inflow) )