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 basic components of a process
Results
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
Identify organizational values - development mission - develop vision - develop value statements
Inputs - outputs - process controls - and resources.


2. Things feedback to a learner that answered a question should do
Email - whiteboard - bulletin boards - chat rooms - online presentation tools - WIKIs - Blogs - forums - social sites
Indicate whether response was correct - explain an incorrect response or clarify a correct response - give instructions on how to proceed
Constraints analysis
Visual - Auditory - and Kinestethic


3. The purpose of workforce planning
To improve performance by systematically developing human expertise through organizational development and training
Benjamin Bloom
Knowledge - skills
Action plans - interviews - questionnaires - focus groups - performance contracts


4. Two types of coaching situations that primarily differ on the degree of confidentiality and sensitivity
Opportunity-centered
Something that disrupts the flow of information between source and receiver
External coaching - internal coaching
Job aids - and EPSS


5. The type of results produced by quantative methods
Rote skills
Formative evaluation
Hard data
Surveys


6. Knowledge Mapping
HPI uses a results-based - systematic approach - HPI focuses on accomplishments before behavior - Organizations are systems.
Rehersal
Solution Selection
The process that connects information - education - expertise - and practical application of people in an organization for the purposes of sharing and access.


7. The three foundations of action learning

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8. What does proxemics refer to?
Personal space
A variable in whole number or distinct units (opposed to continuous)
A measure of the variability of scores from the mean
Language - speech - environmental - and psychological


9. The purpose of an after-action review

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10. The final behavioral outcomes of a specific instructional event
Identify organizational values - development mission - develop vision - develop value statements
Terminal objectives
Design
Facilitation is used to involve participants - and to help them learn from one another.


11. Contrast mentoring to coaching
Cause Analysis
An effective - structured way that captures people's learning from an experience.
External/organizational scans - identify business needs - identify change initiatives - collect data - analyze data - report on the data - design the change initiative
Mentoring is longer term - and mentors do not have responsibility for participants improvement.


12. Four ways to create a learning climate based on Knowles' work
Create safe haven for learning - create a comfortable environment - encourage participation - facilitate more than lecture.
Culture - vision - strategy - and structure
The process that connects information - education - expertise - and practical application of people in an organization for the purposes of sharing and access.
Establish scope - create plan - implement plan - monitor/evaluate/revise plan


13. An evaluation of an evaluation
Meta-evaluation
Rapid instructional design (RID)
Return-on-investment ( (Benefits - Costs) / Costs) * 100
External/organizational scans - identify business needs - identify change initiatives - collect data - analyze data - report on the data - design the change initiative


14. When is training the appropriate solution to a performance problem
Personal space
When the cause of the problem is a lack of knowledge or skills
Objectivity - confidentiality
Performance audit


15. Four barriers to communication during training delivery
Defining objectives - identifying necessary data - selecting data collection methods - collecting data - analyzing and confirming data - and reporting on the data
Andragogy - time pressures - goal orientation - previous knowledge and experience - relevent content - levels of motivation - and different learning styles
Inputs - outputs - process controls - and resources.
Language - speech - environmental - and psychological


16. The method used to identify all duties - responsibilities - and tasks that make up a single job function or role
Bloom's Taxonomy
Electronic performance support system (EPSS)
Hypothetical
Job analysis


17. The four Cs of change
Business Analysis
Create a vision - communicate the plan - connect the people - congratulate success
Self-contained chunk of instructional material
Charts - graphs


18. The HPI tool that can gather both qualitative and quantitative data
Surveys
Breakeven ( ( Program Costs / Investment ) / ( Benefits / Cash Inflow) )
Skill variety - task identity - task significance - autonomy - feedback
To systematically plan an organization's future


19. DMAIC
Polling questions
- measure - analyze - improve - control
Rapid instructional design (RID)
Navigation


20. The six factors an instructional designer must consider before choosing techniques and training materials
Learning style
Agreeing with the client when another response would be better - being judgmental or too rigid - progressing at the wrong pace (too fast/too slow) for the client
Philosophy of coaching - definition of coaching - standards of ethical coaching conduct - pledge of coaching ethics
Cost or budget - lesson content - learner background and expectations - time available - and facilities/equipment/materials


21. Five job analysis methods
Interview - survey/questionnaire - observation - focus group - work diary/work log
Honesty - fairness - lawfulness - compassion - respect - loyalty - dependability
The outcome that depends on the independent variable and covariates
Written tests - oral Q&A - performance tests - role plays


22. Three basic management styles
Dictatorship - anarchy - democracy
Productivity Environmental Preference Survey (PEPS) - Canfield Learning Style Inventory - and Learning Style Questionnaire
Job aids - and EPSS
Robert Mager


23. An assessment done during formation
Formative evaluation
Hard data
Andragogy - time pressures - goal orientation - previous knowledge and experience - relevent content - levels of motivation - and different learning styles
Monetary impact/ROI


24. The technique that allows a WLP professional to present material in a professional manner - and keep a class focused on the correct topic
Constraints analysis
Maslow's hierarchy - McGregor's Theory X and Y of management
Virtual Reality. Computer-based technology that gives the user a realistic - 3-D - interactive experience that engages as many senses as possible.
Preparation


25. Content validity

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26. Two characteristics for any coaching program to succeed
Eager to succeed - open to support - interested in different tactics/methods and trying those out - learning oriented
Competing - accommodating - avoiding - collaborating - and compromising.
Objectivity - confidentiality
Terminal objectives


27. The six steps in a training needs assessment
Action plans - interviews - questionnaires - focus groups - performance contracts
Defining objectives - identifying necessary data - selecting data collection methods - collecting data - analyzing and confirming data - and reporting on the data
Request for proposal. A communication from an organization to potential vendors that defines the organizations needs and how to respond to those needs.
An HTML tag identifying the context of the contents on a website or knowledge base.


28. BCR
Raw and non-contextual - and can exist in forms usable or not
Benefit-to-cost ratio (Total Benefit / Total Program Cost)
Managerial/administrative - supervisory - functional
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


29. The seventh component of the ASTD HPI model
Chat rooms are essentially synchronous (real-time) message boards.
A group of people who share a common interest - and are willing to share the experiences of their common interest.
Self-contained chunk of instructional material
Change Management


30. 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
Engage learner's attention - present materials as input to brain - practice with ideas and skills - review to create new connections and applications
Groupthink
Identify performance gaps - gains commitment to learning - constructs practice to close gaps - drives application and reflection to improve competence


31. Two circumstances where e-learning is particularly useful
Learner-centered - content-centered
Rote skills - and prerequisite material
Eager to succeed - open to support - interested in different tactics/methods and trying those out - learning oriented
A variable in whole number or distinct units (opposed to continuous)


32. Dependent
Harless' front-end analysis model
Action plans - interviews - questionnaires - focus groups - performance contracts
Feedback
The outcome that depends on the independent variable and covariates


33. The three levels that - when in harmony - work to optimal performance in the Rummler and Brache's model
Capture attention - reveal trainer's style - raise participant's comfort level - introduce the topic of the presentation.
Suggestopedia
Information - resources - incentives/consequences - knowledge and skills - capacity - and motivation.
Organization - process - and job/performer.


34. Three process principles of strategic management development that are likely to remain constant across organizations
Accelerated Learning
Chaos is simple systems generating complicated behavior. Complexity is complicated systems generating simple behavior.
Managers are responsible for their own development - executives are responsible for the development of their subordinates - the organization is responsible for providing growth opportunities
Performance audit


35. Tacit knowledge

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36. Four phases of succession planning
Establish scope - create plan - implement plan - monitor/evaluate/revise plan
Extroversion/Introversion - Sensing/Intuition - Thinking/Feeling - Judgment/Perception
Managerial/administrative - supervisory - functional
Learner self-concept - Learner prior experience - Readiness to learn - Orientation to learning - and Motivation to learn


37. Four variables that effect how members of a culture think and express themselves
Passive - active - empathetic - listening for knowledge - listening for clarification
Seels and Glasgow instructional systems design model
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
Social contexting - contexting - authority - and concept of time


38. Mode
Suggestopedia
The most frequently occurring value
Disengagement - disidentification - disorientation - and disenchantment.
Written tests - oral Q&A - performance tests - role plays


39. The seating arrangement is the least conducive to stimulating group discussion
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.
Focused on fundamental shifts in how people view themselves - and intentional alterations of beliefs and values about the world and themselves
Theatre style


40. Meta-tag
An HTML tag identifying the context of the contents on a website or knowledge base.
Enabling objectives
Measures looking at opinions - behaviors - and attributes
The selection of measurement points which can have a large impact on the research's ability to be generalized


41. Nominal data
Numbers or variables used to classify a system
Benjamin Bloom
Data - Information - Knowledge
Action plans - interviews - questionnaires - focus groups - performance contracts


42. Four personal social styles per Harvey Robbins
Analytical - amiable - drivers - expressive
Structures - patterns - events
Technology - new products - shareholders - financial conditions - system challenges - process challenges - policies
Diagnose the problem - generate alternative actions/behaviors - identify consequences for those actions/behaviors


43. The method by which a trainer recognize signs of boredom - disinterest - or lack of understanding
Observe body language
Hard data
Failure to partner - failure to consider culture - failure to manage change - and failure to adapt to the client.
Threat - problem - solution - habit


44. Four characteristics of highly motivated clients
Eager to succeed - open to support - interested in different tactics/methods and trying those out - learning oriented
An HTML tag identifying the context of the contents on a website or knowledge base.
Learning Content Management System. Software that packages courses and learning materials for print - CD-ROM - and electronic publication.
Brainstorming - case studies - and role plays


45. Things a forcefield analysis ensures
Convergers - divergers - assimilators - and accommodators
No area is overlooked - forces to be used are known - there is time to develop other strategies if the analysis reveals the need
Learning style
A collection of code containing instructions for a computer to perform a specific action


46. The components of the VAK model
Visual - Auditory - and Kinestethic
Learning
Learner-centered - content-centered
Rehersal


47. The seven characteristics of good dialog
The sum of the numbers divided by the total number of values
Performance records - direct observation - supervisor checklists
Knowledge - skills - desire - environment - and opportunity
Relevance - inquiry - freedom - connectedness - reception - empowerment - play


48. Two characteristics of distance learning
Learner self-concept - Learner prior experience - Readiness to learn - Orientation to learning - and Motivation to learn
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.
Separation of place - time - or both among learners - instructors - and learning resources; Interactions are conducted through one or mode media.
Questions that check for understanding or test for consensus


49. The model (a pyramid) from bottom to top is: physiology - safety - belongingness - esteem - and self-actualization

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50. RFP
Cost-effectiveness - accessibility and application - learner access - and self-direction
Rote skills - and prerequisite material
Formulation - Development - Implementation - Evaluation
Request for proposal. A communication from an organization to potential vendors that defines the organizations needs and how to respond to those needs.