Test your basic knowledge |

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. Four activites to consider when closing a presentation
Split-half
Review of objective and key points - review participant benefits - call participants to action - ask participants if they have any questions.
Separation of place - time - or both among learners - instructors - and learning resources; Interactions are conducted through one or mode media.
Initiating - planning - executing - controlling - closing

2. Knowledge
An effective - structured way that captures people's learning from an experience.
Cross-functional - cross-country/international
Information that combined with understanding enables understanding
A variable that can have one of two possible values.

3. Median
The mid-point of the distribution - 50% of the values are above/below this value
Relevance - inquiry - freedom - connectedness - reception - empowerment - play
External and environmental influences
Email - whiteboard - bulletin boards - chat rooms - online presentation tools - WIKIs - Blogs - forums - social sites

4. Two types of coaching situations that primarily differ on the degree of confidentiality and sensitivity
Pedagogy
The process that connects information - education - expertise - and practical application of people in an organization for the purposes of sharing and access.
External coaching - internal coaching
Return-on-investment ( (Benefits - Costs) / Costs) * 100

5. The three major tasks of analyzing data
A measure of the variability of scores from the mean
Sorting - tabulating - and comparing raw to summarized data
Questions that stimulate discussion
Reality - feasibility - authority - and learning opportunities

6. The process of giving advice or information from one person to another about the usefulness of an event - process or action
Competing - accommodating - avoiding - collaborating - and compromising.
Entertainment - interaction - control - usability - and customization
Feedback
Terminal objectives

7. The three foundations of action learning

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8. Three advantages of interviews as a data gathering technique
Rich data - comparable data across interviews with proper construction of interview protocol - and adds depth to quantative methods
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.
Technical competence - people skills - conceptual skills - results - taste - judgment - character
Organization - process - and job/performer.

9. The two criteria for a successful training program that must be accounted for by the WLP professional
Preparation
Current organization climate - available resources
Computer-based training. Any learning event that uses computers as the primary distributions method.
Identify organizational values - development mission - develop vision - develop value statements

10. 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
Questionnaires - follow-up interviews - observation checklists
Structure and processes - resources - information - knowledge and skills - motives - and wellness.
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.

11. What is the primary reason for 360-degree feedback
Gain understanding or learning objectives - learn the materials - practice the delivery - prepare questions to stimulate learning.
To aid in career planning
Pedagogy
Disengagement - disidentification - disorientation - and disenchantment.

12. The elements of the 4-D cycle
Hypothetical
Information that combined with understanding enables understanding
Discovery - Dream - Design - and Destiny
Job analysis

13. List six categories of HPI solutions
Balanced scorecard
Structure and processes - resources - information - knowledge and skills - motives - and wellness.
Business needs - performance needs - learning needs - and learner needs
Results

14. The three tasks of business analysis
Robert Mager
External/organizational scans - identify business needs - identify change initiatives - collect data - analyze data - report on the data - design the change initiative
Learning
Identify business goals - clarify those goals - determine specificity and measurability of the goals.

15. The linear scale use to rate statements and attitudes
Maslow's hierarchy - McGregor's Theory X and Y of management
Hard data
Presentation software
Likert scale

16. Confidence interval
The expected range of a measurement
The world is created in conversation
Preparation
Discovery - Dream - Design - and Destiny

17. Four tasks typically done in the job analysis
Create new hire training - develop behavior-based interview questions - write performance objectives - prepare employees for career progression
To improve performance by systematically developing human expertise through organizational development and training
Bloom's taxonomy - six sigma - Kepner-Tregoe
A collection of code containing instructions for a computer to perform a specific action

18. The analysis that identifies forces that maintain the status quo - and the approaches to allow change

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19. Continuous
Reality - feasibility - authority - and learning opportunities
Thinking about the whole organization - rather than individuals - and looking primarily at processes
A variable whose quantification can be broken down into very small units - often called analog (opposed to discrete)
Experiencing - publishing - processing - generalizing - and applying

20. The philosophy of teaching focusing on the instructor rather than the participant - and is generally used to in reference to teaching children
Silence
Cause Analysis
Pedagogy
Perform a front-end analysis

21. The four quadrants in W.E. (Ned) Herrmann's learning brain model
Behavorism
Upper-left cerebral - lower-left limbic - upper-right cerebral - and lower-right limbic
Behavior
Proxemics

22. Sequencing and structure are closely related. What refers to the relationship among skills and topics
Structure
Knowledge in one's personal memory - includes judgment - insights - experience - know-how - personal beliefs - and personal values.
Technical competence - people skills - conceptual skills - results - taste - judgment - character
External coaching - internal coaching

23. The HPI tool that can gather both qualitative and quantitative data
Numbers or variables used to classify a system
Surveys
Numbers or variables used to rank order a system
The multiple dependent variables in a study with multiple independent variables

24. Training that related to actual job circumstances
Management - performance
A description or design specification for how information should be treated and organized.
Functional context
Meta-evaluation

25. Meta-tag
Experiential learning
An HTML tag identifying the context of the contents on a website or knowledge base.
Facilitation is used to involve participants - and to help them learn from one another.
Self-contained chunk of instructional material

26. Two circumstances where e-learning is particularly useful
Sequence
Thinking about the whole organization - rather than individuals - and looking primarily at processes
Driving forces - restraining forces - current state - desired state
Rote skills - and prerequisite material

27. Qualitative
A variable whose quantification can be broken down into very small units - often called analog (opposed to discrete)
Ginzberg's theory
Measures looking at opinions - behaviors - and attributes
Theatre style

28. The tasks involved in the implementation phase of strategic development
Reality - feasibility - authority - and learning opportunities
Polling questions
Capture attention - reveal trainer's style - raise participant's comfort level - introduce the topic of the presentation.
Establish short-term objectives - create an action plan to achieve short-term objectives - allocate resources to the objectives - motivate employees to reach the objectives

29. Four elements of an effective oral presentation
An HTML tag identifying the context of the contents on a website or knowledge base.
Opener - bridge - main body - and close
A visual tools used to systematically describe actions/behaviors in a sequential flow - including all the steps and tasks for that process flow.
Identify organizational values - development mission - develop vision - develop value statements

30. The purpose of an after-action review

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31. Exercises that include a form of real-life situation that allows participants to practice is called
Simulations
Asynchronous
Focused on fundamental changes to thinking patterns and behaviors
Philosophy of coaching - definition of coaching - standards of ethical coaching conduct - pledge of coaching ethics

32. The five elements of learner engagement
A description or design specification for how information should be treated and organized.
Performance records - direct observation - supervisor checklists
Entertainment - interaction - control - usability - and customization
Determine business impact - improve the design of the learning experience - determine the content's adequacy

33. The seating arrangement is the least conducive to stimulating group discussion
Rich data - comparable data across interviews with proper construction of interview protocol - and adds depth to quantative methods
Theatre style
Identify business goals - clarify those goals - determine specificity and measurability of the goals.
High cost - scheduling difficulties - and temporary (unless learners have opportunity to practice)

34. The four Cs of change
Problem - action learning group - emphasis on careful questioning and listening - resolution to take action - commitment to learning - group facilitator/learning coach
Create a vision - communicate the plan - connect the people - congratulate success
Seels and Glasgow instructional systems design model
Request for proposal. A communication from an organization to potential vendors that defines the organizations needs and how to respond to those needs.

35. PERT
problem - establish action plan - clarify values - identify alternatives - discover probable outcomes - eliminate alternatives systematically - start action
Synchrononous occurs at a given time with a live instructor. Asynchronous is self-paced and available at any time.
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.
Proxemics

36. The term for the relationship of people's positions in space
Polling questions
Proxemics
Breakeven ( ( Program Costs / Investment ) / ( Benefits / Cash Inflow) )
Monetary impact/ROI

37. The six founding principles of systems thinking
The extent to which an instrument predicts future results
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
The process that enables organizations to create short reference materials with relevant information by reducing information into codified - categorized - and reusable content.
Preparation

38. List seven things that cannot be copyrighted
Ideas - processes - procedures - methods of operation - concepts - principles - and discoveries
Visual - Auditory - and Kinestethic
Diagnose the problem - generate alternative actions/behaviors - identify consequences for those actions/behaviors
A variable that can have one of two possible values.

39. The system that uses knowledge - skills - and attitudes (KSAs) to describe three types of learning

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40. succession planning
Information - feedback
When the cause of the problem is a lack of knowledge or skills
Matching current - usually high-potential employees - with future roles within the company to systematic prepare them for a future role
The mid-point of the distribution - 50% of the values are above/below this value

41. Three tasks for knowledge mapping
Documentation audit - information system survey - identification of external information sources
Current organization climate - available resources
Results
Engage learner's attention - present materials as input to brain - practice with ideas and skills - review to create new connections and applications

42. The method used to identify all duties - responsibilities - and tasks that make up a single job function or role
The world is created in conversation
Documentation audit - information system survey - identification of external information sources
Dictatorship - anarchy - democracy
Job analysis

43. The four most important skills for a coach
Technical competence - people skills - conceptual skills - results - taste - judgment - character
Developing employees - motivating employees - deploying employees - aligning people to process to increase performance
Communication - client motivation - self-management - technical skills
Measures looking at opinions - behaviors - and attributes

44. The components of the VAK model
Balanced scorecard
Opportunity-centered
Visual - Auditory - and Kinestethic
Rote skills

45. The criteria for determining if a project is appropriate for action learning
Ishikawa - fishbone
Action plans - interviews - questionnaires - focus groups - performance contracts
Reality - feasibility - authority - and learning opportunities
Preparation

46. Four common mistakes HPI professionals make in selecting - designing - and implementing interventions
Eager to succeed - open to support - interested in different tactics/methods and trying those out - learning oriented
Sorting - tabulating - and comparing raw to summarized data
Behavior
Failure to partner - failure to consider culture - failure to manage change - and failure to adapt to the client.

47. VR
Ginzberg's theory
Economic - social - political and legislative - workforce - technological - and competitive.
Virtual Reality. Computer-based technology that gives the user a realistic - 3-D - interactive experience that engages as many senses as possible.
Theatre style

48. Information Chunking
Engage learner's attention - present materials as input to brain - practice with ideas and skills - review to create new connections and applications
A collection of code containing instructions for a computer to perform a specific action
Weak manager judgments or experience levels - identified talent shortages - organization culture suports structured programs
The process that enables organizations to create short reference materials with relevant information by reducing information into codified - categorized - and reusable content.

49. The HPI tool used to collect current performance - learner analysis - and business needs
Two-aix matrixes - flowcharts - dichotomy - graphic models
Create a vision - communicate the plan - connect the people - congratulate success
Interviews
Visual - Auditory - and Kinestethic

50. The method by which a trainer recognize signs of boredom - disinterest - or lack of understanding
Observe body language
Self-study guides - job aids - instructor-led materials - technology-delivered training deliverables - assessments
Return-on-investment ( (Benefits - Costs) / Costs) * 100
Learning style