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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 methods learning organizations use to create and foster productive learning
Low frequency - high complexity - high consequence of error - high probability of change in the future
Design
Culture - vision - strategy - and structure
Balanced scorecard

2. Four stages of accelerated learning

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3. Two types of job rotations
Create safe haven for learning - create a comfortable environment - encourage participation - facilitate more than lecture.
Cross-functional - cross-country/international
Opportunity-centered
Defining objectives - identifying necessary data - selecting data collection methods - collecting data - analyzing and confirming data - and reporting on the data

4. The four dimensions of personality per the Myers-Briggs Type Indicator
Extroversion/Introversion - Sensing/Intuition - Thinking/Feeling - Judgment/Perception
Synchrononous occurs at a given time with a live instructor. Asynchronous is self-paced and available at any time.
In statistics - it means probably true
A collection of code containing instructions for a computer to perform a specific action

5. The tasks involved in the implementation phase of strategic development
Charts - graphs
Pilot tests - technical reviews - production reviews
Likert scale
Establish short-term objectives - create an action plan to achieve short-term objectives - allocate resources to the objectives - motivate employees to reach the objectives

6. Two theories of motivation for coaching

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7. succession planning
Perform a front-end analysis
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
Analytical - amiable - drivers - expressive
Matching current - usually high-potential employees - with future roles within the company to systematic prepare them for a future role

8. 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
Maslow's hierarchy - McGregor's Theory X and Y of management
Andragogy - time pressures - goal orientation - previous knowledge and experience - relevent content - levels of motivation - and different learning styles
Change is a process not an event. Change management is the process of directing change at each level of an organization.

9. The method a trainer can use to encourage a participant to continue speaking
Walk towards a participant as they speak
Questions that check for understanding or test for consensus
Charts - graphs
Learning style

10. Covariates
To improve performance by systematically developing human expertise through organizational development and training
The multiple dependent variables in a study with multiple independent variables
Charts - graphs
Passive - active - empathetic - listening for knowledge - listening for clarification

11. Five conflict responses
A measure of the variability of scores from the mean
Competing - accommodating - avoiding - collaborating - and compromising.
External and environmental influences
Maslow's hierarchy - McGregor's Theory X and Y of management

12. Four characteristics of effective openers

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13. Change management
Managers are responsible for their own development - executives are responsible for the development of their subordinates - the organization is responsible for providing growth opportunities
A variable whose quantification can be broken down into very small units - often called analog (opposed to discrete)
Behavorism
Change is a process not an event. Change management is the process of directing change at each level of an organization.

14. Four characteristics of highly motivated clients
Growth - exploratory - establishment - maintenance - decline
Eager to succeed - open to support - interested in different tactics/methods and trying those out - learning oriented
Learning style
Change Management

15. Meta-tag
- measure - analyze - improve - control
An HTML tag identifying the context of the contents on a website or knowledge base.
Central tendency
Thinking about the whole organization - rather than individuals - and looking primarily at processes

16. Three tools for determining learner preferences
Control groups - management estimates - extant data - external studies
Productivity Environmental Preference Survey (PEPS) - Canfield Learning Style Inventory - and Learning Style Questionnaire
An unknown or uncontrolled variable that produces an effect
Create a vision - communicate the plan - connect the people - congratulate success

17. The three competency elements that constitute most jobs
Managerial/administrative - supervisory - functional
Focused on learning and using new necessary skills through incremental change
Productivity Environmental Preference Survey (PEPS) - Canfield Learning Style Inventory - and Learning Style Questionnaire
An HTML tag identifying the context of the contents on a website or knowledge base.

18. Describe a message board
Websites where users post questions - thoughts and observations - and can reply to other users postings of the same
Sorting - tabulating - and comparing raw to summarized data
A collection of code containing instructions for a computer to perform a specific action
Cross-functional - cross-country/international

19. The purpose of workforce planning
The outcome that depends on the independent variable and covariates
To improve performance by systematically developing human expertise through organizational development and training
Surveys
Knowledge in one's personal memory - includes judgment - insights - experience - know-how - personal beliefs - and personal values.

20. The type of learning that E-Learning is outstanding for teaching because it has infinite patience
Numbers or variables used to rank order a system
Solution Selection
Websites where users post questions - thoughts and observations - and can reply to other users postings of the same
Rote skills

21. The reliability test where one test is split into two shorter ones - by randomly assigning test items to one half or the other
Performance audit
Split-half
Numbers or variables used to rank order a system
Presentation software

22. Types of synthesis models
Two-aix matrixes - flowcharts - dichotomy - graphic models
Formative evaluation
Questions that stimulate discussion
Skill variety - task identity - task significance - autonomy - feedback

23. Examples of courseware
Kurt Lewin's forcefield analysis
Questionnaires - follow-up interviews - observation checklists
Characteristics of adults as learners (CAL) conceptual framework
Self-study guides - job aids - instructor-led materials - technology-delivered training deliverables - assessments

24. The purpose of strategic planning

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25. The method where instruction is provided in a self-directed format that is available at all times - even with a facilitator is not online
Information - feedback
When the cause of the problem is a lack of knowledge or skills
Asynchronous
Review strategies - measure performance - take correction action

26. The steps of a needs analysis
Andragogy - time pressures - goal orientation - previous knowledge and experience - relevent content - levels of motivation - and different learning styles
Knowledge - skills - desire - environment - and opportunity
External/organizational scans - identify business needs - identify change initiatives - collect data - analyze data - report on the data - design the change initiative
Data from archival records - existing records - report - and data

27. Describe how facilitation differs from training
Information - feedback
Websites where users post questions - thoughts and observations - and can reply to other users postings of the same
Diagnose the problem - generate alternative actions/behaviors - identify consequences for those actions/behaviors
Facilitation is used to involve participants - and to help them learn from one another.

28. The seventh component of the ASTD HPI model
Learning Content Management System. Software that packages courses and learning materials for print - CD-ROM - and electronic publication.
Create a vision - communicate the plan - connect the people - congratulate success
Change Management
Current organization climate - available resources

29. The two primary tools for the visual display of quantitative data
Charts - graphs
L = P + Q + R. Learning - Programmed instruction - Questioning - Reflection
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
Performance audit

30. The HPI tool used to collect current performance - learner analysis - and business needs
Observe body language
Solution Selection
Adult learning theories - instructional design techniques
Interviews

31. LMS
Learning style
Learning Management System. Software that automates administration - tracking - and reporting of learning events (ILT and online).
Virtual Reality. Computer-based technology that gives the user a realistic - 3-D - interactive experience that engages as many senses as possible.
Constraints analysis

32. Four benefits of web-based training
Upper-left cerebral - lower-left limbic - upper-right cerebral - and lower-right limbic
Simulations
Cost-effectiveness - accessibility and application - learner access - and self-direction
Sorting - tabulating - and comparing raw to summarized data

33. List six external factors that may affect an organization
Economic - social - political and legislative - workforce - technological - and competitive.
Constraints analysis
Evaluation
Image oriented - interactive - immediate - and intimate.

34. The five stages of D. E. Super's developmental framework
Growth - exploratory - establishment - maintenance - decline
Rich data - comparable data across interviews with proper construction of interview protocol - and adds depth to quantative methods
Action plans - interviews - questionnaires - focus groups - performance contracts
Dictatorship - anarchy - democracy

35. Five approaches to facilitate inclusion
Maslow's hierarchy - McGregor's Theory X and Y of management
Developing employees - motivating employees - deploying employees - aligning people to process to increase performance
Awareness - modeling - targeted interventions - desensitization - training
Economic - social - political and legislative - workforce - technological - and competitive.

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
Raw and non-contextual - and can exist in forms usable or not
Performance audit
External and environmental influences
An unknown or uncontrolled variable that produces an effect

37. Information
Two-aix matrixes - flowcharts - dichotomy - graphic models
Data that has been given context
Technical competence - people skills - conceptual skills - results - taste - judgment - character
Data from archival records - existing records - report - and data

38. Level 1 evaluation
Electronic Performance Support System. Software that provides just-in-time help - guidance - coaching - or assistance to improve job performance.
Central tendency
An HTML tag identifying the context of the contents on a website or knowledge base.
Reaction

39. The core belief of appreciative inquiry theory
Behavorism
Business Analysis
Rote skills - and prerequisite material
The world is created in conversation

40. Dichotomous
Electronic Performance Support System. Software that provides just-in-time help - guidance - coaching - or assistance to improve job performance.
Establish short-term objectives - create an action plan to achieve short-term objectives - allocate resources to the objectives - motivate employees to reach the objectives
Ideas - processes - procedures - methods of operation - concepts - principles - and discoveries
A variable that can have one of two possible values.

41. The tool instructors can leverage from WBT to immediately determine a group's understanding of the material
Phone - VoIP - online meetings - email - specialized software
Computer-based training. Any learning event that uses computers as the primary distributions method.
Bloom's Taxonomy
Polling questions

42. The five factors that affect human performance
Audience - behavior - condition - and degree
Knowledge - skills - desire - environment - and opportunity
Job aids - and EPSS
Audience - Behavior - Condition - and Degree

43. Mean
Data - Information - Knowledge
When the cause of the problem is a lack of knowledge or skills
Phone - VoIP - online meetings - email - specialized software
The sum of the numbers divided by the total number of values

44. The HPI tool that uses the 80/20 rule
Disengagement - disidentification - disorientation - and disenchantment.
Pareto analysis
Questions that stimulate discussion
Asynchronous

45. Triple-loop learning
Focused on fundamental shifts in how people view themselves - and intentional alterations of beliefs and values about the world and themselves
An HTML tag identifying the context of the contents on a website or knowledge base.
Structures - patterns - events
Walk towards a participant as they speak

46. Continuous
Audience - Behavior - Condition - and Degree
Rehersal
A variable whose quantification can be broken down into very small units - often called analog (opposed to discrete)
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. Four barriers to communication during training delivery
Language - speech - environmental - and psychological
Skill variety - task identity - task significance - autonomy - feedback
Meta-evaluation
A group of people who share a common interest - and are willing to share the experiences of their common interest.

48. List six categories of HPI solutions
Misplacing ownership - misaligning incentives - saving recognition - playing favorites - misspeaking praise
Questionnaires - follow-up interviews - observation checklists
Learning organizations - systems thinking
Structure and processes - resources - information - knowledge and skills - motives - and wellness.

49. Critical Path
The minimum time schedule for completing all the tasks in a project with several overlapping or dependent tasks.
Constraints analysis
Hypothetical
Disengagement - disidentification - disorientation - and disenchantment.

50. Contrast synchronous to asynchronous e-learning
High cost - scheduling difficulties - and temporary (unless learners have opportunity to practice)
Synchrononous occurs at a given time with a live instructor. Asynchronous is self-paced and available at any time.
Design
Constraints analysis