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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 two management practices similar to complexity theory
Reality - feasibility - authority - and learning opportunities
The process that enables organizations to create short reference materials with relevant information by reducing information into codified - categorized - and reusable content.
Learning organizations - systems thinking
Proxemics

2. Two influences of great effect on employee motivation
Maslow's hierarchy - McGregor's Theory X and Y of management
Create safe haven for learning - create a comfortable environment - encourage participation - facilitate more than lecture.
Structures - patterns - events
Management - performance

3. DMAIC
Knowledge - skills - desire - environment - and opportunity
Something that disrupts the flow of information between source and receiver
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
- measure - analyze - improve - control

4. Sampling

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5. The two primary tools for the visual display of quantitative data
Bloom's Taxonomy
An unknown or uncontrolled variable that produces an effect
Questionnaires - follow-up interviews - observation checklists
Charts - graphs

6. The method by which a trainer recognize signs of boredom - disinterest - or lack of understanding
Observe body language
Performance records - direct observation - supervisor checklists
Behavior
Action plans - interviews - questionnaires - focus groups - performance contracts

7. The other names for a cause-and-effect diagram
Ishikawa - fishbone
Interviews
Formative evaluation
The sum of the numbers divided by the total number of values

8. The framework developed by Patricia Cross to describe some differences between adult and child learners
Feedback
Image oriented - interactive - immediate - and intimate.
Learning Management System (LMS)
Characteristics of adults as learners (CAL) conceptual framework

9. The method where instruction is provided in a self-directed format that is available at all times - even with a facilitator is not online
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.
Feedback
Asynchronous
Rapid instructional design (RID)

10. The five stages of D. E. Super's developmental framework
Split-half
Sequence
Knowledge - skills - desire - environment - and opportunity
Growth - exploratory - establishment - maintenance - decline

11. The type of learning that E-Learning is outstanding for teaching because it has infinite patience
Determine business impact - improve the design of the learning experience - determine the content's adequacy
Rote skills
Developing employees - motivating employees - deploying employees - aligning people to process to increase performance
Accelerated Learning

12. Examples of internal factors that influence an organization
Myer-Briggs Type Indicator (MBTI) - DiSC personality profile
Technology - new products - shareholders - financial conditions - system challenges - process challenges - policies
Performance audit
Relevance - inquiry - freedom - connectedness - reception - empowerment - play

13. The first component of the ASTD HPI model
Separation of place - time - or both among learners - instructors - and learning resources; Interactions are conducted through one or mode media.
Information - feedback
Business Analysis
Request for proposal. A communication from an organization to potential vendors that defines the organizations needs and how to respond to those needs.

14. Closed questions
Learner-centered - content-centered
Questions that check for understanding or test for consensus
The process that enables organizations to create short reference materials with relevant information by reducing information into codified - categorized - and reusable content.
Constraints analysis

15. Three criteria for formative evaluation
Thinking about the whole organization - rather than individuals - and looking primarily at processes
Understandable - accurate - functional
Presentation software
Bloom's taxonomy - six sigma - Kepner-Tregoe

16. The five criteria to measure performance after coaching
Speed - quantity - quality/accuracy - thoroughness - timeliness
Icebreakers do not have to relate to the session materials. Opening exercise introduces the session materials being taught.
Preparation
Constraints analysis

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

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18. The facilitation tool that can create just enough tension to get people thinking
A collection of code containing instructions for a computer to perform a specific action
An unknown or uncontrolled variable that produces an effect
To improve performance by systematically developing human expertise through organizational development and training
Silence

19. Change management
Structure
When the cause of the problem is a lack of knowledge or skills
Change is a process not an event. Change management is the process of directing change at each level of an organization.
Capture attention - help message to be remembered - establish rapport - build credibility - and build team unity.

20. Five conflict responses
Rote skills - and prerequisite material
Competing - accommodating - avoiding - collaborating - and compromising.
Organization - process - and job/performer.
Asynchronous

21. The requirements of the ADA
Interviews
To improve performance by systematically developing human expertise through organizational development and training
Do not discriminate in any aspect of employment based on disabilities - with reasonable accommodations such as interpreters - reading aids - instructional material modifications - etc.
Subject-matter expert

22. The four parts of the International Federation's (ICF) ethical standards
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.
Philosophy of coaching - definition of coaching - standards of ethical coaching conduct - pledge of coaching ethics
Design

23. Independent
Polling questions
Phone - VoIP - online meetings - email - specialized software
A variable the influences the dependent variable
The world is created in conversation

24. The tasks involved in the formulation phase of strategic development
Cause Analysis
Growth - exploratory - establishment - maintenance - decline
Behavior
Identify organizational values - development mission - develop vision - develop value statements

25. The popularizer of the multiple intelligences theory
Ishikawa - fishbone
Howard Gardner
Learner-centered - content-centered
Seels and Glasgow instructional systems design model

26. Content validity

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27. PERT
Communication - client motivation - self-management - technical skills
Cost-effectiveness - accessibility and application - learner access - and self-direction
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.
Mentoring is longer term - and mentors do not have responsibility for participants improvement.

28. The reliability test where one test is split into two shorter ones - by randomly assigning test items to one half or the other
Time and resource intensive - undue influence of vocal member(s) - difficult to facilitate with a single facilitator to encourage participation and take notes
Split-half
Managers are responsible for their own development - executives are responsible for the development of their subordinates - the organization is responsible for providing growth opportunities
Sorting - tabulating - and comparing raw to summarized data

29. Four characteristics of effective openers

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30. EPSS
Electronic Performance Support System. Software that provides just-in-time help - guidance - coaching - or assistance to improve job performance.
Disengagement - disidentification - disorientation - and disenchantment.
Observe body language
High cost - scheduling difficulties - and temporary (unless learners have opportunity to practice)

31. Four cases when a trainer should not use a chart pack
Electronic performance support system (EPSS)
Two-aix matrixes - flowcharts - dichotomy - graphic models
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.
Hard data

32. The process that measures if the practitioner measured what they intended to measure
Validity
Bloom's taxonomy - six sigma - Kepner-Tregoe
Communication - client motivation - self-management - technical skills
Opener - bridge - main body - and close

33. The creator of the theory of three types of learning - knowledge - skills - and attitudes
Benjamin Bloom
Preparation
To improve performance by systematically developing human expertise through organizational development and training
Awareness - modeling - targeted interventions - desensitization - training

34. Meta-tag
Breakeven ( ( Program Costs / Investment ) / ( Benefits / Cash Inflow) )
Reliability
Questionnaires - follow-up interviews - observation checklists
An HTML tag identifying the context of the contents on a website or knowledge base.

35. Two types of coaching situations that primarily differ on the degree of confidentiality and sensitivity
External coaching - internal coaching
Computer-based training. Any learning event that uses computers as the primary distributions method.
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
Information - resources - incentives/consequences - knowledge and skills - capacity - and motivation.

36. Two types of personality inventory instruments
Validity
Knowledge - skills
Myer-Briggs Type Indicator (MBTI) - DiSC personality profile
Sorting - tabulating - and comparing raw to summarized data

37. Exercises that include a form of real-life situation that allows participants to practice is called
The extent to which an instrument represents the program's content
Howard Gardner
Simulations
Rehersal

38. Level 1 evaluation
Numbers or variables used to classify a system
Proxemics
Hard data
Reaction

39. RFP
Request for proposal. A communication from an organization to potential vendors that defines the organizations needs and how to respond to those needs.
Questions that check for understanding or test for consensus
Skill variety - task identity - task significance - autonomy - feedback
The selection of measurement points which can have a large impact on the research's ability to be generalized

40. Continuous
Managerial/administrative - supervisory - functional
A variable whose quantification can be broken down into very small units - often called analog (opposed to discrete)
Ishikawa - fishbone
Identify performance gaps - gains commitment to learning - constructs practice to close gaps - drives application and reflection to improve competence

41. Systems thinking
Behavior
Learning Management System. Software that automates administration - tracking - and reporting of learning events (ILT and online).
Thinking about the whole organization - rather than individuals - and looking primarily at processes
Questions that stimulate discussion

42. The second component of the ASTD HPI model
Ishikawa - fishbone
Two-aix matrixes - flowcharts - dichotomy - graphic models
Capture attention - help message to be remembered - establish rapport - build credibility - and build team unity.
Performance Analysis

43. Two guiding principles of displaying quantative data in charts and graphs
Scaling and integrity
Ishikawa - fishbone
Learner self-concept - Learner prior experience - Readiness to learn - Orientation to learning - and Motivation to learn
Opportunity-centered

44. The technique that allows a WLP professional to present material in a professional manner - and keep a class focused on the correct topic
Solution Implementation
L = P + Q + R. Learning - Programmed instruction - Questioning - Reflection
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
Preparation

45. The process where each member of a group makes their opinions conform to the perceived group consensus
Learner characteristics like age - educational background - cultural background - learner expectations - and learn motivation to attend
Design
Groupthink
Separation of place - time - or both among learners - instructors - and learning resources; Interactions are conducted through one or mode media.

46. the meaning of significant - in a statistical context
External coaching - internal coaching
Phone - VoIP - online meetings - email - specialized software
In statistics - it means probably true
Review strategies - measure performance - take correction action

47. Software that automates the administration of training
Two-aix matrixes - flowcharts - dichotomy - graphic models
An effective - structured way that captures people's learning from an experience.
Action plans - interviews - questionnaires - focus groups - performance contracts
Learning Management System (LMS)

48. The type of question - often starting with 'what if ...' - that is used to get learners to thinking freely
Preparation
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
Hypothetical
Passive - active - empathetic - listening for knowledge - listening for clarification

49. 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
Do not discriminate in any aspect of employment based on disabilities - with reasonable accommodations such as interpreters - reading aids - instructional material modifications - etc.
To improve performance by systematically developing human expertise through organizational development and training
Experiential learning
Form - storm - norm - perform - and adjourn.

50. Types of Level 1 instruments
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.
Functional context
Questionnaires - follow-up interviews - observation checklists
Organization - process - and job/performer.