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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 type of question - often starting with 'what if ...' - that is used to get learners to thinking freely
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
Discovery - Dream - Design - and Destiny
Hypothetical
Socratic questioning

2. The purpose of an after-action review

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3. Process Map
Diagnose the problem - generate alternative actions/behaviors - identify consequences for those actions/behaviors
A visual tools used to systematically describe actions/behaviors in a sequential flow - including all the steps and tasks for that process flow.
Computer-based training. Any learning event that uses computers as the primary distributions method.
Philosophy of coaching - definition of coaching - standards of ethical coaching conduct - pledge of coaching ethics

4. Two types of coaching situations that primarily differ on the degree of confidentiality and sensitivity
When the cause of the problem is a lack of knowledge or skills
Indicate whether response was correct - explain an incorrect response or clarify a correct response - give instructions on how to proceed
Meta-evaluation
External coaching - internal coaching

5. The tasks involved in the development phase of strategic development
Conduct a SWOT - establish strategic goals - develop strategies to achieve the strategic goals
Ishikawa - fishbone
Gain understanding or learning objectives - learn the materials - practice the delivery - prepare questions to stimulate learning.
Experiential learning

6. The four most important skills for a coach
Communication - client motivation - self-management - technical skills
Solution Selection
Problem - action learning group - emphasis on careful questioning and listening - resolution to take action - commitment to learning - group facilitator/learning coach
Audience - Behavior - Condition - and Degree

7. The two criteria for a successful training program that must be accounted for by the WLP professional
Presentation software
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
Current organization climate - available resources
Learner self-concept - Learner prior experience - Readiness to learn - Orientation to learning - and Motivation to learn

8. Malcolm Knowles' work tipped the instructional systems design scale. The two ends of that scale
Solution Selection
Scaling and integrity
Learner-centered - content-centered
In statistics - it means probably true

9. Five conflict responses
Terminal objectives
Competing - accommodating - avoiding - collaborating - and compromising.
Skill variety - task identity - task significance - autonomy - feedback
Electronic Performance Support System. Software that provides just-in-time help - guidance - coaching - or assistance to improve job performance.

10. CBT
Navigation
Computer-based training. Any learning event that uses computers as the primary distributions method.
Hard data
Knowledge in one's personal memory - includes judgment - insights - experience - know-how - personal beliefs - and personal values.

11. Four basic components of a process
Electronic Performance Support System. Software that provides just-in-time help - guidance - coaching - or assistance to improve job performance.
The mid-point of the distribution - 50% of the values are above/below this value
Solution Selection
Inputs - outputs - process controls - and resources.

12. Things feedback to a learner that answered a question should do
Indicate whether response was correct - explain an incorrect response or clarify a correct response - give instructions on how to proceed
Opportunity-centered
Enabling objectives
The sum of the numbers divided by the total number of values

13. The learning domain that focuses on the skills and knowledge relating to an activity such as changing a car's oil
Structure
Cognitive
Experiencing - publishing - processing - generalizing - and applying
Simulations

14. The theory that describes a person starting at age 18 - moving from career exploration to a series of events including educational specialization that leads to a career path and a final career commitment

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15. Examples of courseware
To aid in career planning
Maslow's hierarchy
Solution Selection
Self-study guides - job aids - instructor-led materials - technology-delivered training deliverables - assessments

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

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17. Two types of personality inventory instruments
Polling questions
Phone - VoIP - online meetings - email - specialized software
Objectivity - confidentiality
Myer-Briggs Type Indicator (MBTI) - DiSC personality profile

18. Describe noise - in communication theory
Something that disrupts the flow of information between source and receiver
Managerial/administrative - supervisory - functional
The sum of the numbers divided by the total number of values
Kurt Lewin's forcefield analysis

19. Level 5 evaluation
Return-on-investment ( (Benefits - Costs) / Costs) * 100
Monetary impact/ROI
Constraints analysis
Mentoring is longer term - and mentors do not have responsibility for participants improvement.

20. What does context refer to in designing learning
Terminal objectives
Information - feedback
Identify business goals - clarify those goals - determine specificity and measurability of the goals.
Learner characteristics like age - educational background - cultural background - learner expectations - and learn motivation to attend

21. The second component of the ASTD HPI model
Entertainment - interaction - control - usability - and customization
Theatre style
Performance Analysis
Interviews

22. The popularizer of the multiple intelligences theory
Howard Gardner
Analytical - amiable - drivers - expressive
Create a vision - communicate the plan - connect the people - congratulate success
Eager to succeed - open to support - interested in different tactics/methods and trying those out - learning oriented

23. Mentoring
Structures - patterns - events
Long-term process for performance improvement based on 1-on-1 interactions where mentee retains the responsibility for improvement
Language - speech - environmental - and psychological
Feedback

24. The type of results produced by quantative methods
Knowledge - skills - desire - environment - and opportunity
Facilitation is used to involve participants - and to help them learn from one another.
Harless' front-end analysis model
Hard data

25. Steps of managing a change project
Awareness - modeling - targeted interventions - desensitization - training
Myer-Briggs Type Indicator (MBTI) - DiSC personality profile
Initiating - planning - executing - controlling - closing
External coaching - internal coaching

26. ROI
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
Cognitivism
Action plans - interviews - questionnaires - focus groups - performance contracts
Return-on-investment ( (Benefits - Costs) / Costs) * 100

27. Four steps to prepare for training delivery
Learning Management System (LMS)
Gain understanding or learning objectives - learn the materials - practice the delivery - prepare questions to stimulate learning.
Evaluation
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

28. The facilitation tool that can create just enough tension to get people thinking
Constraints analysis
Learning organizations - systems thinking
Silence
Structure

29. Five technologies that can be used to connect clients to coaches
Facilitation is used to involve participants - and to help them learn from one another.
The mid-point of the distribution - 50% of the values are above/below this value
Phone - VoIP - online meetings - email - specialized software
Socratic questioning

30. Sequencing and structure are closely related. What is the order in which skills and information are taught
Surveys
Scaling and integrity
Sequence
An unknown or uncontrolled variable that produces an effect

31. The difference between an icebreaker and an opening exercise
Walk towards a participant as they speak
Honesty - fairness - lawfulness - compassion - respect - loyalty - dependability
Focused on fundamental shifts in how people view themselves - and intentional alterations of beliefs and values about the world and themselves
Icebreakers do not have to relate to the session materials. Opening exercise introduces the session materials being taught.

32. The six steps in a training needs assessment
Defining objectives - identifying necessary data - selecting data collection methods - collecting data - analyzing and confirming data - and reporting on the data
Mentoring is longer term - and mentors do not have responsibility for participants improvement.
Skill variety - task identity - task significance - autonomy - feedback
Experiencing - publishing - processing - generalizing - and applying

33. 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
External coaching - internal coaching
Polling questions
Suggestopedia
Rote skills - and prerequisite material

34. Four characteristics of tasks that are well-suited for job aids
The selection of measurement points which can have a large impact on the research's ability to be generalized
Learner self-concept - Learner prior experience - Readiness to learn - Orientation to learning - and Motivation to learn
To improve performance by systematically developing human expertise through organizational development and training
Low frequency - high complexity - high consequence of error - high probability of change in the future

35. Types of synthesis models
Split-half
Relevance - inquiry - freedom - connectedness - reception - empowerment - play
Two-aix matrixes - flowcharts - dichotomy - graphic models
Focused on fundamental shifts in how people view themselves - and intentional alterations of beliefs and values about the world and themselves

36. The three major tasks of analyzing data
The outcome that depends on the independent variable and covariates
Data from archival records - existing records - report - and data
Sorting - tabulating - and comparing raw to summarized data
Form - storm - norm - perform - and adjourn.

37. The linear scale use to rate statements and attitudes
Numbers or variables used to classify a system
Identify business goals - clarify those goals - determine specificity and measurability of the goals.
Audience - Behavior - Condition - and Degree
Likert scale

38. the meaning of significant - in a statistical context
In statistics - it means probably true
No area is overlooked - forces to be used are known - there is time to develop other strategies if the analysis reveals the need
Raw and non-contextual - and can exist in forms usable or not
Questionnaires - follow-up interviews - observation checklists

39. The analysis that serves as a reality check to identify a project's limiting factors
Identify performance gaps - gains commitment to learning - constructs practice to close gaps - drives application and reflection to improve competence
Constraints analysis
Engage learner's attention - present materials as input to brain - practice with ideas and skills - review to create new connections and applications
Interview - survey/questionnaire - observation - focus group - work diary/work log

40. What does proxemics refer to?
Personal space
Maslow's hierarchy - McGregor's Theory X and Y of management
Polling questions
Capture attention - reveal trainer's style - raise participant's comfort level - introduce the topic of the presentation.

41. The process of giving advice or information from one person to another about the usefulness of an event - process or action
Two-aix matrixes - flowcharts - dichotomy - graphic models
Seels and Glasgow instructional systems design model
DMAIC methodology - IPO model - flowcharting - evaluation models
Feedback

42. The four quadrants in W.E. (Ned) Herrmann's learning brain model
A measure of the variability of scores from the mean
Upper-left cerebral - lower-left limbic - upper-right cerebral - and lower-right limbic
L = P + Q + R. Learning - Programmed instruction - Questioning - Reflection
Harless' front-end analysis model

43. Three conditions that warrant multi-rater feedback
Upper-left cerebral - lower-left limbic - upper-right cerebral - and lower-right limbic
Capture attention - reveal trainer's style - raise participant's comfort level - introduce the topic of the presentation.
Productivity Environmental Preference Survey (PEPS) - Canfield Learning Style Inventory - and Learning Style Questionnaire
Weak manager judgments or experience levels - identified talent shortages - organization culture suports structured programs

44. Two influences of great effect on employee motivation
Dictatorship - anarchy - democracy
Andragogy - time pressures - goal orientation - previous knowledge and experience - relevent content - levels of motivation - and different learning styles
Objectivity - confidentiality
Management - performance

45. Five approaches to facilitate inclusion
Cost-effectiveness - accessibility and application - learner access - and self-direction
Awareness - modeling - targeted interventions - desensitization - training
Perform a front-end analysis
Formulation - Development - Implementation - Evaluation

46. The first component of the ASTD HPI model
Email - whiteboard - bulletin boards - chat rooms - online presentation tools - WIKIs - Blogs - forums - social sites
Business Analysis
Extroversion/Introversion - Sensing/Intuition - Thinking/Feeling - Judgment/Perception
Solution Selection

47. The three competency elements that constitute most jobs
Managerial/administrative - supervisory - functional
Two-aix matrixes - flowcharts - dichotomy - graphic models
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
Central tendency

48. Open questions
Managers are responsible for their own development - executives are responsible for the development of their subordinates - the organization is responsible for providing growth opportunities
Chat rooms are essentially synchronous (real-time) message boards.
Questions that stimulate discussion
Structure

49. Meta-tag
Bloom's taxonomy - six sigma - Kepner-Tregoe
Engage learner's attention - present materials as input to brain - practice with ideas and skills - review to create new connections and applications
Managerial/administrative - supervisory - functional
An HTML tag identifying the context of the contents on a website or knowledge base.

50. The three tasks of business analysis
Two-aix matrixes - flowcharts - dichotomy - graphic models
A group of people who share a common interest - and are willing to share the experiences of their common interest.
Maslow's hierarchy - McGregor's Theory X and Y of management
Identify business goals - clarify those goals - determine specificity and measurability of the goals.