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. Sequencing and structure are closely related. What is the order in which skills and information are taught
Learner characteristics like age - educational background - cultural background - learner expectations - and learn motivation to attend
No area is overlooked - forces to be used are known - there is time to develop other strategies if the analysis reveals the need
Rote skills
Sequence

2. The method a trainer can use to encourage a participant to continue speaking
- measure - analyze - improve - control
Walk towards a participant as they speak
Groupthink
Create a vision - communicate the plan - connect the people - congratulate success

3. The three building blocks of knowledge management
A description or design specification for how information should be treated and organized.
Learning organizations - systems thinking
A variable in whole number or distinct units (opposed to continuous)
Data - Information - Knowledge

4. The method by which a trainer recognize signs of boredom - disinterest - or lack of understanding
Walk towards a participant as they speak
Observe body language
Enabling objectives
Philosophy of coaching - definition of coaching - standards of ethical coaching conduct - pledge of coaching ethics

5. LMS
Reaction
Audience - Behavior - Condition - and Degree
Learning Management System. Software that automates administration - tracking - and reporting of learning events (ILT and online).
Job aids - and EPSS

6. An assessment done during formation
Create new hire training - develop behavior-based interview questions - write performance objectives - prepare employees for career progression
Something that disrupts the flow of information between source and receiver
Formative evaluation
The world is created in conversation

7. Describe how facilitation differs from training
External/organizational scans - identify business needs - identify change initiatives - collect data - analyze data - report on the data - design the change initiative
Brainstorming - case studies - and role plays
Facilitation is used to involve participants - and to help them learn from one another.
Bloom's taxonomy - six sigma - Kepner-Tregoe

8. The four Cs of change
Rote skills
Create a vision - communicate the plan - connect the people - congratulate success
Brainstorming - case studies - and role plays
Chat rooms are essentially synchronous (real-time) message boards.

9. Two types of coaching situations that primarily differ on the degree of confidentiality and sensitivity
External coaching - internal coaching
Philosophy of coaching - definition of coaching - standards of ethical coaching conduct - pledge of coaching ethics
HPI uses a results-based - systematic approach - HPI focuses on accomplishments before behavior - Organizations are systems.
Walk towards a participant as they speak

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

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11. Four ways to create a learning climate based on Knowles' work
Learning Management System. Software that automates administration - tracking - and reporting of learning events (ILT and online).
Entertainment - interaction - control - usability - and customization
Create safe haven for learning - create a comfortable environment - encourage participation - facilitate more than lecture.
High cost - scheduling difficulties - and temporary (unless learners have opportunity to practice)

12. The two criteria that learners must demonstrate before leaving performance-based training (PBT)
Bloom's Taxonomy
Knowledge - skills
Visual - Auditory - and Kinestethic
Rapid instructional design (RID)

13. 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
External and environmental influences
Experiencing - publishing - processing - generalizing - and applying
Walk towards a participant as they speak
Written tests - oral Q&A - performance tests - role plays

14. Closed questions
Dictatorship - anarchy - democracy
Questions that check for understanding or test for consensus
Personal space
Experiential learning

15. Types of Level 2 instruments
Separation of place - time - or both among learners - instructors - and learning resources; Interactions are conducted through one or mode media.
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.
Image oriented - interactive - immediate - and intimate.
Written tests - oral Q&A - performance tests - role plays

16. The HPI tool that uses the 80/20 rule
Pareto analysis
Establish scope - create plan - implement plan - monitor/evaluate/revise plan
Learning Content Management System. Software that packages courses and learning materials for print - CD-ROM - and electronic publication.
Characteristics of adults as learners (CAL) conceptual framework

17. The type of question - often starting with 'what if ...' - that is used to get learners to thinking freely
Hypothetical
Behavior
Cross-functional - cross-country/international
Control groups - management estimates - extant data - external studies

18. ROI
The selection of measurement points which can have a large impact on the research's ability to be generalized
Return-on-investment ( (Benefits - Costs) / Costs) * 100
Knowledge - skills
Data - Information - Knowledge

19. Two characteristics of distance learning
Inputs - outputs - process controls - and resources.
A description or design specification for how information should be treated and organized.
External and environmental influences
Separation of place - time - or both among learners - instructors - and learning resources; Interactions are conducted through one or mode media.

20. The process of giving advice or information from one person to another about the usefulness of an event - process or action
Computer-based training. Any learning event that uses computers as the primary distributions method.
Feedback
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
Polling questions

21. Two types of job rotations
Harless' front-end analysis model
An HTML tag identifying the context of the contents on a website or knowledge base.
The most frequently occurring value
Cross-functional - cross-country/international

22. Skills / knowledge areas that SMEs may lack
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
Reaction
Create a vision - communicate the plan - connect the people - congratulate success
Adult learning theories - instructional design techniques

23. Three criteria for formative evaluation
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.
Understandable - accurate - functional
Rapid instructional design (RID)
Charts - graphs

24. The theory that matches individual needs to instructional experiences
Information - feedback
Determine business impact - improve the design of the learning experience - determine the content's adequacy
Opportunity-centered
Design

25. The other names for a cause-and-effect diagram
Business needs - performance needs - learning needs - and learner needs
Initiating - planning - executing - controlling - closing
Ishikawa - fishbone
Rote skills

26. Community of practice
A group of people who share a common interest - and are willing to share the experiences of their common interest.
Meta-evaluation
Identify organizational values - development mission - develop vision - develop value statements
Subject-matter expert

27. Types of synthesis models
Terminal objectives
Establish scope - create plan - implement plan - monitor/evaluate/revise plan
Mentoring is longer term - and mentors do not have responsibility for participants improvement.
Two-aix matrixes - flowcharts - dichotomy - graphic models

28. The methods learning organizations use to create and foster productive learning
Hard data
Culture - vision - strategy - and structure
Experiencing - publishing - processing - generalizing - and applying
Inputs - outputs - process controls - and resources.

29. Three learner preferences as defined by the VAK model
Characteristics of adults as learners (CAL) conceptual framework
Chaos is simple systems generating complicated behavior. Complexity is complicated systems generating simple behavior.
Visual - Auditory - and Kinestethic
Identify business goals - clarify those goals - determine specificity and measurability of the goals.

30. The way a person prefers to learn new content
Learning style
Sorting - tabulating - and comparing raw to summarized data
Central tendency
Identify organizational values - development mission - develop vision - develop value statements

31. List seven things that cannot be copyrighted
Questionnaires - follow-up interviews - observation checklists
Knowledge - skills
External coaching - internal coaching
Ideas - processes - procedures - methods of operation - concepts - principles - and discoveries

32. The seven attributes essential for leadership per Warren Bennis
Andragogy - time pressures - goal orientation - previous knowledge and experience - relevent content - levels of motivation - and different learning styles
Time and resource intensive - undue influence of vocal member(s) - difficult to facilitate with a single facilitator to encourage participation and take notes
Technical competence - people skills - conceptual skills - results - taste - judgment - character
Ideas - processes - procedures - methods of operation - concepts - principles - and discoveries

33. Four elements of an effective oral presentation
Control groups - management estimates - extant data - external studies
Performance Analysis
Opener - bridge - main body - and close
Preparation

34. Things feedback to a learner that answered a question should do
Simulations
Indicate whether response was correct - explain an incorrect response or clarify a correct response - give instructions on how to proceed
Learning Content Management System. Software that packages courses and learning materials for print - CD-ROM - and electronic publication.
Icebreakers do not have to relate to the session materials. Opening exercise introduces the session materials being taught.

35. Four tasks typically done in the job analysis
Business needs - performance needs - learning needs - and learner needs
Personal space
Create new hire training - develop behavior-based interview questions - write performance objectives - prepare employees for career progression
The extent to which an instrument represents the program's content

36. The purposes of training evaluation

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37. The processes performance management is primarily concerned with
Learning style
Diagnose the problem - generate alternative actions/behaviors - identify consequences for those actions/behaviors
Knowledge - skills - desire - environment - and opportunity
Developing employees - motivating employees - deploying employees - aligning people to process to increase performance

38. Four phases of succession planning
Ideas - processes - procedures - methods of operation - concepts - principles - and discoveries
External/organizational scans - identify business needs - identify change initiatives - collect data - analyze data - report on the data - design the change initiative
Charts - graphs
Establish scope - create plan - implement plan - monitor/evaluate/revise plan

39. The technique trainers should use when they want to use the revelation technique
Multiple intelligences theory
Split-half
Culture - vision - strategy - and structure
Presentation software

40. Who is credited with the idea that learning objectives should contain a condition statement - a performance statement - and a criterion statement
Robert Mager
Icebreakers do not have to relate to the session materials. Opening exercise introduces the session materials being taught.
Synchrononous occurs at a given time with a live instructor. Asynchronous is self-paced and available at any time.
No area is overlooked - forces to be used are known - there is time to develop other strategies if the analysis reveals the need

41. The reliability test where one test is split into two shorter ones - by randomly assigning test items to one half or the other
Myer-Briggs Type Indicator (MBTI) - DiSC personality profile
Presentation software
Communication - client motivation - self-management - technical skills
Split-half

42. CBT
An unknown or uncontrolled variable that produces an effect
Pedagogy
Rich data - comparable data across interviews with proper construction of interview protocol - and adds depth to quantative methods
Computer-based training. Any learning event that uses computers as the primary distributions method.

43. List David Kolk's four learning styles
Defining objectives - identifying necessary data - selecting data collection methods - collecting data - analyzing and confirming data - and reporting on the data
Technical competence - people skills - conceptual skills - results - taste - judgment - character
Structure
Convergers - divergers - assimilators - and accommodators

44. Four personal social styles per Harvey Robbins
Learning Management System. Software that automates administration - tracking - and reporting of learning events (ILT and online).
Analytical - amiable - drivers - expressive
Visual - Auditory - and Kinestethic
Rapid instructional design (RID)

45. Knowledge management
Learner characteristics like age - educational background - cultural background - learner expectations - and learn motivation to attend
The explicit and systematic management of intellectual capital and organizational knowledge for the purpose of improving organizations and the people in the organizations; as well as - associated processes like creating - gathering - organizing - ret
Gain understanding or learning objectives - learn the materials - practice the delivery - prepare questions to stimulate learning.
No area is overlooked - forces to be used are known - there is time to develop other strategies if the analysis reveals the need

46. The HPI tool that can gather both qualitative and quantitative data
Icebreakers do not have to relate to the session materials. Opening exercise introduces the session materials being taught.
Measures looking at opinions - behaviors - and attributes
Surveys
Computer-based training. Any learning event that uses computers as the primary distributions method.

47. Four common mistakes HPI professionals make in selecting - designing - and implementing interventions
Thinking about the whole organization - rather than individuals - and looking primarily at processes
Mentoring is longer term - and mentors do not have responsibility for participants improvement.
Visual - Auditory - and Kinestethic
Failure to partner - failure to consider culture - failure to manage change - and failure to adapt to the client.

48. Confidence interval
High cost - scheduling difficulties - and temporary (unless learners have opportunity to practice)
Cause Analysis
The expected range of a measurement
Formative evaluation

49. Types of Level 3 instruments
Managers are responsible for their own development - executives are responsible for the development of their subordinates - the organization is responsible for providing growth opportunities
Action plans - interviews - questionnaires - focus groups - performance contracts
A visual tools used to systematically describe actions/behaviors in a sequential flow - including all the steps and tasks for that process flow.
Opener - bridge - main body - and close

50. The tasks involved in the implementation phase of strategic development
Breakeven ( ( Program Costs / Investment ) / ( Benefits / Cash Inflow) )
Reliability
Disengagement - disidentification - disorientation - and disenchantment.
Establish short-term objectives - create an action plan to achieve short-term objectives - allocate resources to the objectives - motivate employees to reach the objectives