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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 types of job rotations
Audience - Behavior - Condition - and Degree
Cross-functional - cross-country/international
Hypothetical
The extent to which an instrument predicts future results

2. Three drawbacks of classroom training
A measure of the variability of scores from the mean
Identify organizational values - development mission - develop vision - develop value statements
Learning style
High cost - scheduling difficulties - and temporary (unless learners have opportunity to practice)

3. Nominal data
Management - performance
Structure
Numbers or variables used to classify a system
Create safe haven for learning - create a comfortable environment - encourage participation - facilitate more than lecture.

4. Five conflict responses
Cognitive
Competing - accommodating - avoiding - collaborating - and compromising.
Convergers - divergers - assimilators - and accommodators
Hard data

5. Sequencing and structure are closely related. What is the order in which skills and information are taught
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.
Sequence
Facilitation is used to involve participants - and to help them learn from one another.
Extroversion/Introversion - Sensing/Intuition - Thinking/Feeling - Judgment/Perception

6. The purposes of training evaluation

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7. Things a forcefield analysis ensures
Defining objectives - identifying necessary data - selecting data collection methods - collecting data - analyzing and confirming data - and reporting on the data
No area is overlooked - forces to be used are known - there is time to develop other strategies if the analysis reveals the need
Psychomotor skills
Numbers or variables used to classify a system

8. The core belief of appreciative inquiry theory
Learning Content Management System. Software that packages courses and learning materials for print - CD-ROM - and electronic publication.
The world is created in conversation
Convergers - divergers - assimilators - and accommodators
Action plans - interviews - questionnaires - focus groups - performance contracts

9. The learning theory that includes activities like behavioral modeling - simulations - role plays - skill drills - and rewards
Behavorism
Formulation - Development - Implementation - Evaluation
Job analysis
Hard data

10. Level 2 evaluation
Andragogy - time pressures - goal orientation - previous knowledge and experience - relevent content - levels of motivation - and different learning styles
Learning
Reliability
Benefit-to-cost ratio (Total Benefit / Total Program Cost)

11. BCR
Benefit-to-cost ratio (Total Benefit / Total Program Cost)
Observe body language
Productivity Environmental Preference Survey (PEPS) - Canfield Learning Style Inventory - and Learning Style Questionnaire
Identify business goals - clarify those goals - determine specificity and measurability of the goals.

12. 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
Review of objective and key points - review participant benefits - call participants to action - ask participants if they have any questions.
The outcome that depends on the independent variable and covariates
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.

13. The popularizer of the multiple intelligences theory
Electronic Performance Support System. Software that provides just-in-time help - guidance - coaching - or assistance to improve job performance.
Howard Gardner
Create a vision - communicate the plan - connect the people - congratulate success
Business needs - performance needs - learning needs - and learner needs

14. The three major tasks of analyzing data
Sorting - tabulating - and comparing raw to summarized data
Learning Content Management System. Software that packages courses and learning materials for print - CD-ROM - and electronic publication.
Ideas - processes - procedures - methods of operation - concepts - principles - and discoveries
Bloom's taxonomy - six sigma - Kepner-Tregoe

15. Four basic components of a process
The process that enables organizations to create short reference materials with relevant information by reducing information into codified - categorized - and reusable content.
Capture attention - reveal trainer's style - raise participant's comfort level - introduce the topic of the presentation.
Inputs - outputs - process controls - and resources.
Rapid instructional design (RID)

16. Describe a message board
Growth - exploratory - establishment - maintenance - decline
Seels and Glasgow instructional systems design model
Understandable - accurate - functional
Websites where users post questions - thoughts and observations - and can reply to other users postings of the same

17. The method used to identify the efficiency and effectiveness of employees
Electronic Performance Support System. Software that provides just-in-time help - guidance - coaching - or assistance to improve job performance.
Solution Selection
Conduct a SWOT - establish strategic goals - develop strategies to achieve the strategic goals
Performance audit

18. Explicit knowledge
Learning Management System (LMS)
Slides
Knowledge that has been documented - includes books - manuals - training courses - job aids - software rules - databases - etc.
Identify business goals - clarify those goals - determine specificity and measurability of the goals.

19. Four elements of an effective oral presentation
Opener - bridge - main body - and close
Identify organizational values - development mission - develop vision - develop value statements
Pilot tests - technical reviews - production reviews
Time and resource intensive - undue influence of vocal member(s) - difficult to facilitate with a single facilitator to encourage participation and take notes

20. The technique - developed by Georgi Lazanov - that uses the instructional application of stimulating the body and mind at peak efficiency to develop super-learning capabilities
Learning Content Management System. Software that packages courses and learning materials for print - CD-ROM - and electronic publication.
Rote skills - and prerequisite material
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
Suggestopedia

21. The instrument where participants rate two contrasting ideas or words by circling points on a line
Learning Content Management System. Software that packages courses and learning materials for print - CD-ROM - and electronic publication.
Learning technologies
Semantic differential
Myer-Briggs Type Indicator (MBTI) - DiSC personality profile

22. Sequencing and structure are closely related. What refers to the relationship among skills and topics
Facilitation is used to involve participants - and to help them learn from one another.
Harless' front-end analysis model
Structure
Personal space

23. Four cases when a trainer should not use a chart pack
Asynchronous
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.
Discovery - Dream - Design - and Destiny
Charts - graphs

24. Types of synthesis models
HPI uses a results-based - systematic approach - HPI focuses on accomplishments before behavior - Organizations are systems.
Two-aix matrixes - flowcharts - dichotomy - graphic models
Long-term process for performance improvement based on 1-on-1 interactions where mentee retains the responsibility for improvement
Groupthink

25. Confidence interval
Personal space
Performance records - direct observation - supervisor checklists
Focused on fundamental changes to thinking patterns and behaviors
The expected range of a measurement

26. The tasks involved in the implementation phase of strategic development
HPI uses a results-based - systematic approach - HPI focuses on accomplishments before behavior - Organizations are systems.
Pareto analysis
Establish short-term objectives - create an action plan to achieve short-term objectives - allocate resources to the objectives - motivate employees to reach the objectives
Create new hire training - develop behavior-based interview questions - write performance objectives - prepare employees for career progression

27. Types of Level 2 instruments
Written tests - oral Q&A - performance tests - role plays
A variable the influences the dependent variable
Cognitive
Defining objectives - identifying necessary data - selecting data collection methods - collecting data - analyzing and confirming data - and reporting on the data

28. VR
Control groups - management estimates - extant data - external studies
Surveys
Virtual Reality. Computer-based technology that gives the user a realistic - 3-D - interactive experience that engages as many senses as possible.
Bloom's Taxonomy

29. The three building blocks of knowledge management
Low frequency - high complexity - high consequence of error - high probability of change in the future
Understandable - accurate - functional
Data - Information - Knowledge
Speed - quantity - quality/accuracy - thoroughness - timeliness

30. The four most important skills for a coach
Driving forces - restraining forces - current state - desired state
Communication - client motivation - self-management - technical skills
HPI uses a results-based - systematic approach - HPI focuses on accomplishments before behavior - Organizations are systems.
Social contexting - contexting - authority - and concept of time

31. The three levels of problems in systems thinking
Socratic questioning
Passive - active - empathetic - listening for knowledge - listening for clarification
Learning Management System (LMS)
Structures - patterns - events

32. 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
Job analysis
Kurt Lewin's forcefield analysis
Ishikawa - fishbone

33. The two primary tools for the visual display of quantitative data
Speed - quantity - quality/accuracy - thoroughness - timeliness
Performance Analysis
External and environmental influences
Charts - graphs

34. Knowledge Mapping
Numbers or variables used to rank order a system
Navigation
The process that connects information - education - expertise - and practical application of people in an organization for the purposes of sharing and access.
Review strategies - measure performance - take correction action

35. The two management practices similar to complexity theory
Pareto analysis
Business needs - performance needs - learning needs - and learner needs
Problem - action learning group - emphasis on careful questioning and listening - resolution to take action - commitment to learning - group facilitator/learning coach
Learning organizations - systems thinking

36. Content validity

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37. Three process principles of strategic management development that are likely to remain constant across organizations
L = P + Q + R. Learning - Programmed instruction - Questioning - Reflection
Written tests - oral Q&A - performance tests - role plays
Reality - feasibility - authority - and learning opportunities
Managers are responsible for their own development - executives are responsible for the development of their subordinates - the organization is responsible for providing growth opportunities

38. ROI
Return-on-investment ( (Benefits - Costs) / Costs) * 100
Rich data - comparable data across interviews with proper construction of interview protocol - and adds depth to quantative methods
Threat - problem - solution - habit
Hard data

39. The mode of training for which classroom training is most effective
Psychomotor skills
Learning Management System (LMS)
An HTML tag identifying the context of the contents on a website or knowledge base.
Robert Mager

40. The facilitation tool that can create just enough tension to get people thinking
Behavior
Silence
Performance records - direct observation - supervisor checklists
Slides

41. Data
Learning
The expected range of a measurement
Raw and non-contextual - and can exist in forms usable or not
Managerial/administrative - supervisory - functional

42. The technique that allows a WLP professional to present material in a professional manner - and keep a class focused on the correct topic
Preparation
Perform a front-end analysis
Managerial/administrative - supervisory - functional
Data from archival records - existing records - report - and data

43. List David Kolk's four learning styles
Skill variety - task identity - task significance - autonomy - feedback
Technology - new products - shareholders - financial conditions - system challenges - process challenges - policies
Convergers - divergers - assimilators - and accommodators
Defining objectives - identifying necessary data - selecting data collection methods - collecting data - analyzing and confirming data - and reporting on the data

44. Compare/contrast chaos and complexity
Maslow's hierarchy - McGregor's Theory X and Y of management
Chaos is simple systems generating complicated behavior. Complexity is complicated systems generating simple behavior.
Capture attention - reveal trainer's style - raise participant's comfort level - introduce the topic of the presentation.
Evaluation

45. Level 1 evaluation
Reaction
High cost - scheduling difficulties - and temporary (unless learners have opportunity to practice)
Presentation software
Bloom's Taxonomy

46. Closed questions
No area is overlooked - forces to be used are known - there is time to develop other strategies if the analysis reveals the need
Inputs - outputs - process controls - and resources.
Accelerated Learning
Questions that check for understanding or test for consensus

47. The seven characteristics of good dialog
Enabling objectives
Relevance - inquiry - freedom - connectedness - reception - empowerment - play
The sum of the numbers divided by the total number of values
Knowledge - skills

48. Four characteristics of tasks that are well-suited for job aids
Developing employees - motivating employees - deploying employees - aligning people to process to increase performance
Pedagogy
Subject-matter expert
Low frequency - high complexity - high consequence of error - high probability of change in the future

49. The components of the action learning formula
Evaluation
Convergers - divergers - assimilators - and accommodators
L = P + Q + R. Learning - Programmed instruction - Questioning - Reflection
Disengagement - disidentification - disorientation - and disenchantment.

50. Karl Albrecht's progressive psychological phases of change response
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
Management - performance
Threat - problem - solution - habit
Experiential learning