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Certified Professional In Learning And Performance Cplp

Instructions:

Answer 50 questions in 15 minutes.
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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. Two examples of performance support systems
Job aids - and EPSS
Observe body language
A collection of code containing instructions for a computer to perform a specific action
Reality - feasibility - authority - and learning opportunities

2. The three levels of problems in systems thinking
Learner characteristics like age - educational background - cultural background - learner expectations - and learn motivation to attend
Multiple intelligences theory
Structures - patterns - events
Upper-left cerebral - lower-left limbic - upper-right cerebral - and lower-right limbic

3. Four characteristics of highly motivated clients
Phone - VoIP - online meetings - email - specialized software
Eager to succeed - open to support - interested in different tactics/methods and trying those out - learning oriented
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
Virtual Reality. Computer-based technology that gives the user a realistic - 3-D - interactive experience that engages as many senses as possible.

4. Types of Level 4 instruments
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.
Job analysis
Questions that stimulate discussion
Performance records - direct observation - supervisor checklists

5. Four common mistakes HPI professionals make in selecting - designing - and implementing interventions
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
Eager to succeed - open to support - interested in different tactics/methods and trying those out - learning oriented
Current organization climate - available resources

6. The kinds of objectives that support the final behavioral outcomes by breaking them down into more manageable chunks
Enabling objectives
Sequence
Structure and processes - resources - information - knowledge and skills - motives - and wellness.
Characteristics of adults as learners (CAL) conceptual framework

7. 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
Knowledge in one's personal memory - includes judgment - insights - experience - know-how - personal beliefs - and personal values.
Passive - active - empathetic - listening for knowledge - listening for clarification
Seels and Glasgow instructional systems design model
Hard data

8. Describe how facilitation differs from training
Discovery - Dream - Design - and Destiny
Technology - new products - shareholders - financial conditions - system challenges - process challenges - policies
Facilitation is used to involve participants - and to help them learn from one another.
Economic - social - political and legislative - workforce - technological - and competitive.

9. The seven steps in Krumboltz's DECIDES model
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
Indicate whether response was correct - explain an incorrect response or clarify a correct response - give instructions on how to proceed
problem - establish action plan - clarify values - identify alternatives - discover probable outcomes - eliminate alternatives systematically - start action
Adult learning theories - instructional design techniques

10. The fifth component of the ASTD HPI model
A variable in whole number or distinct units (opposed to continuous)
Relevance - inquiry - freedom - connectedness - reception - empowerment - play
Solution Implementation
Cognitive

11. Meta-tag
An HTML tag identifying the context of the contents on a website or knowledge base.
- measure - analyze - improve - control
Skill variety - task identity - task significance - autonomy - feedback
Semantic differential

12. The requirements of the ADA
Do not discriminate in any aspect of employment based on disabilities - with reasonable accommodations such as interpreters - reading aids - instructional material modifications - etc.
Electronic Performance Support System. Software that provides just-in-time help - guidance - coaching - or assistance to improve job performance.
- measure - analyze - improve - control
Thinking about the whole organization - rather than individuals - and looking primarily at processes

13. Two characteristics for any coaching program to succeed
Measures of quantity or numbers
Defining objectives - identifying necessary data - selecting data collection methods - collecting data - analyzing and confirming data - and reporting on the data
Harless' front-end analysis model
Objectivity - confidentiality

14. The three foundations of action learning

15. Types of Level 2 instruments
Failure to partner - failure to consider culture - failure to manage change - and failure to adapt to the client.
Written tests - oral Q&A - performance tests - role plays
Robert Mager
Passive - active - empathetic - listening for knowledge - listening for clarification

16. The two criteria that learners must demonstrate before leaving performance-based training (PBT)
Rich data - comparable data across interviews with proper construction of interview protocol - and adds depth to quantative methods
Websites where users post questions - thoughts and observations - and can reply to other users postings of the same
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
Knowledge - skills

17. Three examples of active training techniques
Computer-based training. Any learning event that uses computers as the primary distributions method.
Brainstorming - case studies - and role plays
The process that connects information - education - expertise - and practical application of people in an organization for the purposes of sharing and access.
Balanced scorecard

18. Two types of coaching situations that primarily differ on the degree of confidentiality and sensitivity
Cost-effectiveness - accessibility and application - learner access - and self-direction
Capture attention - help message to be remembered - establish rapport - build credibility - and build team unity.
External coaching - internal coaching
A variable in whole number or distinct units (opposed to continuous)

19. The five principles of andragogy
Learner self-concept - Learner prior experience - Readiness to learn - Orientation to learning - and Motivation to learn
Cognitivism
Knowledge that has been documented - includes books - manuals - training courses - job aids - software rules - databases - etc.
Job aids - and EPSS

20. The seven basic self-governing behaviors
The multiple dependent variables in a study with multiple independent variables
Experiential learning
Honesty - fairness - lawfulness - compassion - respect - loyalty - dependability
A variable in whole number or distinct units (opposed to continuous)

21. Two guiding principles of displaying quantative data in charts and graphs
Low frequency - high complexity - high consequence of error - high probability of change in the future
Scaling and integrity
Audience - Behavior - Condition - and Degree
Developing employees - motivating employees - deploying employees - aligning people to process to increase performance

22. Four tasks typically done in the job analysis
Extroversion/Introversion - Sensing/Intuition - Thinking/Feeling - Judgment/Perception
Technology - new products - shareholders - financial conditions - system challenges - process challenges - policies
Create new hire training - develop behavior-based interview questions - write performance objectives - prepare employees for career progression
Opener - bridge - main body - and close

23. The HPI tool used to collect current performance - learner analysis - and business needs
Documentation audit - information system survey - identification of external information sources
Performance Analysis
Numbers or variables used to rank order a system
Interviews

24. The ability of the same measurement to produce consistent results over time
Dictatorship - anarchy - democracy
Cost-effectiveness - accessibility and application - learner access - and self-direction
Reliability
Conduct a SWOT - establish strategic goals - develop strategies to achieve the strategic goals

25. Five technologies that can be used to connect clients to coaches
Balanced scorecard
Learner-centered - content-centered
Phone - VoIP - online meetings - email - specialized software
Technical competence - people skills - conceptual skills - results - taste - judgment - character

26. The five stages of D. E. Super's developmental framework
Growth - exploratory - establishment - maintenance - decline
Design
A variable in whole number or distinct units (opposed to continuous)
Hard data

27. Examples of collaborative software
Email - whiteboard - bulletin boards - chat rooms - online presentation tools - WIKIs - Blogs - forums - social sites
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
Objectivity - confidentiality
Harless' front-end analysis model

28. BE
Create safe haven for learning - create a comfortable environment - encourage participation - facilitate more than lecture.
Cost or budget - lesson content - learner background and expectations - time available - and facilities/equipment/materials
HPI uses a results-based - systematic approach - HPI focuses on accomplishments before behavior - Organizations are systems.
Breakeven ( ( Program Costs / Investment ) / ( Benefits / Cash Inflow) )

29. Things feedback to a learner that answered a question should do
Conduct a SWOT - establish strategic goals - develop strategies to achieve the strategic goals
No area is overlooked - forces to be used are known - there is time to develop other strategies if the analysis reveals the need
Indicate whether response was correct - explain an incorrect response or clarify a correct response - give instructions on how to proceed
Job analysis

30. Examples of internal factors that influence an organization
Maslow's hierarchy
Experiential learning
Robert Mager
Technology - new products - shareholders - financial conditions - system challenges - process challenges - policies

31. The analysis that serves as a reality check to identify a project's limiting factors
Misplacing ownership - misaligning incentives - saving recognition - playing favorites - misspeaking praise
Learning Management System (LMS)
Constraints analysis
Learner self-concept - Learner prior experience - Readiness to learn - Orientation to learning - and Motivation to learn

32. Levels of listening
Reality - feasibility - authority - and learning opportunities
Electronic performance support system (EPSS)
Chat rooms are essentially synchronous (real-time) message boards.
Passive - active - empathetic - listening for knowledge - listening for clarification

33. The measure that is defined by mean - median - and mode
Determine business impact - improve the design of the learning experience - determine the content's adequacy
Central tendency
Philosophy of coaching - definition of coaching - standards of ethical coaching conduct - pledge of coaching ethics
Information - resources - incentives/consequences - knowledge and skills - capacity - and motivation.

34. Median
Dictatorship - anarchy - democracy
The mid-point of the distribution - 50% of the values are above/below this value
Change Management
Maslow's hierarchy - McGregor's Theory X and Y of management

35. The technique that allows a WLP professional to present material in a professional manner - and keep a class focused on the correct topic
Preparation
The sum of the numbers divided by the total number of values
Raw and non-contextual - and can exist in forms usable or not
To aid in career planning

36. The process where each member of a group makes their opinions conform to the perceived group consensus
Communication - client motivation - self-management - technical skills
Groupthink
Technical competence - people skills - conceptual skills - results - taste - judgment - character
Presentation software

37. Data
Raw and non-contextual - and can exist in forms usable or not
Learning style
Formative evaluation
Experiencing - publishing - processing - generalizing - and applying

38. LMS
Competing - accommodating - avoiding - collaborating - and compromising.
Learning Management System. Software that automates administration - tracking - and reporting of learning events (ILT and online).
Semantic differential
Preparation

39. The e-Learning techniques allows learners to personally assess what can be learned - the value of the content - and the difficulty of the content
Establish short-term objectives - create an action plan to achieve short-term objectives - allocate resources to the objectives - motivate employees to reach the objectives
Learner characteristics like age - educational background - cultural background - learner expectations - and learn motivation to attend
Navigation
Competing - accommodating - avoiding - collaborating - and compromising.

40. What is the best thing to do first when a client wants a designer to develop a training to improve declining business process
Perform a front-end analysis
Inputs - outputs - process controls - and resources.
Threat - problem - solution - habit
The outcome that depends on the independent variable and covariates

41. List six categories of HPI solutions
Structure and processes - resources - information - knowledge and skills - motives - and wellness.
Pedagogy
Convergers - divergers - assimilators - and accommodators
Thinking about the whole organization - rather than individuals - and looking primarily at processes

42. Four characteristics of effective openers

43. The method where instruction is provided in a self-directed format that is available at all times - even with a facilitator is not online
Determine business impact - improve the design of the learning experience - determine the content's adequacy
Return-on-investment ( (Benefits - Costs) / Costs) * 100
Ideas - processes - procedures - methods of operation - concepts - principles - and discoveries
Asynchronous

44. Types of Level 5 instruments
Control groups - management estimates - extant data - external studies
An HTML tag identifying the context of the contents on a website or knowledge base.
Andragogy - time pressures - goal orientation - previous knowledge and experience - relevent content - levels of motivation - and different learning styles
Electronic Performance Support System. Software that provides just-in-time help - guidance - coaching - or assistance to improve job performance.

45. The steps of a needs analysis
An unknown or uncontrolled variable that produces an effect
Functional context
External/organizational scans - identify business needs - identify change initiatives - collect data - analyze data - report on the data - design the change initiative
Thinking about the whole organization - rather than individuals - and looking primarily at processes

46. The second component of the ASTD HPI model
Performance audit
Multiple intelligences theory
Performance Analysis
Job aids - and EPSS

47. Sequencing and structure are closely related. What refers to the relationship among skills and topics
Capture attention - reveal trainer's style - raise participant's comfort level - introduce the topic of the presentation.
Growth - exploratory - establishment - maintenance - decline
Structure
Create safe haven for learning - create a comfortable environment - encourage participation - facilitate more than lecture.

48. Three tasks for knowledge mapping
Hypothetical
Ginzberg's theory
Establish scope - create plan - implement plan - monitor/evaluate/revise plan
Documentation audit - information system survey - identification of external information sources

49. The questioning technique that seeks to develop critical thinking and creativity
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
L = P + Q + R. Learning - Programmed instruction - Questioning - Reflection
Socratic questioning
Documentation audit - information system survey - identification of external information sources

50. Closed questions
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
Questions that check for understanding or test for consensus
Questionnaires - follow-up interviews - observation checklists
Electronic performance support system (EPSS)