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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 philosophy of teaching focusing on the instructor rather than the participant - and is generally used to in reference to teaching children
Pedagogy
Theatre style
Indicate whether response was correct - explain an incorrect response or clarify a correct response - give instructions on how to proceed
Validity

2. 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
Structure
Cognitive
Suggestopedia
Websites where users post questions - thoughts and observations - and can reply to other users postings of the same

3. Four basic components of a process
Establish scope - create plan - implement plan - monitor/evaluate/revise plan
Solution Selection
Do not discriminate in any aspect of employment based on disabilities - with reasonable accommodations such as interpreters - reading aids - instructional material modifications - etc.
Inputs - outputs - process controls - and resources.

4. Information
Split-half
Economic - social - political and legislative - workforce - technological - and competitive.
Data that has been given context
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

5. The framework developed by Patricia Cross to describe some differences between adult and child learners
An unknown or uncontrolled variable that produces an effect
Characteristics of adults as learners (CAL) conceptual framework
Interviews
Learning technologies

6. The purpose of strategic planning

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7. The four components of a learning objective
A collection of code containing instructions for a computer to perform a specific action
Harless' front-end analysis model
Audience - Behavior - Condition - and Degree
Functional context

8. Mean
Websites where users post questions - thoughts and observations - and can reply to other users postings of the same
Indicate whether response was correct - explain an incorrect response or clarify a correct response - give instructions on how to proceed
Eager to succeed - open to support - interested in different tactics/methods and trying those out - learning oriented
The sum of the numbers divided by the total number of values

9. The phases of strategic development
A visual tools used to systematically describe actions/behaviors in a sequential flow - including all the steps and tasks for that process flow.
Walk towards a participant as they speak
Formulation - Development - Implementation - Evaluation
Learning style

10. Types of Level 5 instruments
Feedback
Walk towards a participant as they speak
Pareto analysis
Control groups - management estimates - extant data - external studies

11. The two management practices similar to complexity theory
Phone - VoIP - online meetings - email - specialized software
Theatre style
Sorting - tabulating - and comparing raw to summarized data
Learning organizations - systems thinking

12. The HPI tool used to collect current performance - learner analysis - and business needs
Simulations
Groupthink
Competing - accommodating - avoiding - collaborating - and compromising.
Interviews

13. Explicit knowledge
Knowledge that has been documented - includes books - manuals - training courses - job aids - software rules - databases - etc.
Andragogy - time pressures - goal orientation - previous knowledge and experience - relevent content - levels of motivation - and different learning styles
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
Economic - social - political and legislative - workforce - technological - and competitive.

14. The questioning technique that seeks to develop critical thinking and creativity
Job aids - and EPSS
Socratic questioning
Cost-effectiveness - accessibility and application - learner access - and self-direction
Presentation software

15. The HPI tool that uses the 80/20 rule
Communication - client motivation - self-management - technical skills
Create a vision - communicate the plan - connect the people - congratulate success
Create safe haven for learning - create a comfortable environment - encourage participation - facilitate more than lecture.
Pareto analysis

16. The theory that describes how intelligences reflect how people prefer to process information
The selection of measurement points which can have a large impact on the research's ability to be generalized
Two-aix matrixes - flowcharts - dichotomy - graphic models
Multiple intelligences theory
Form - storm - norm - perform - and adjourn.

17. Content validity

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18. Three basic management styles
Focused on fundamental changes to thinking patterns and behaviors
Electronic Performance Support System. Software that provides just-in-time help - guidance - coaching - or assistance to improve job performance.
Matching current - usually high-potential employees - with future roles within the company to systematic prepare them for a future role
Dictatorship - anarchy - democracy

19. Two types of job rotations
Cross-functional - cross-country/international
Dictatorship - anarchy - democracy
Email - whiteboard - bulletin boards - chat rooms - online presentation tools - WIKIs - Blogs - forums - social sites
Brainstorming - case studies - and role plays

20. The technique that allows a WLP professional to present material in a professional manner - and keep a class focused on the correct topic
L = P + Q + R. Learning - Programmed instruction - Questioning - Reflection
Preparation
External coaching - internal coaching
Ishikawa - fishbone

21. The five characteristics of every job that influence employee motivation
Skill variety - task identity - task significance - autonomy - feedback
Two-aix matrixes - flowcharts - dichotomy - graphic models
Data - Information - Knowledge
Scaling and integrity

22. Level 4 evaluation
Developing employees - motivating employees - deploying employees - aligning people to process to increase performance
Behavior
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.
Robert Mager

23. What is the best thing to do first when a client wants a designer to develop a training to improve declining business process
Knowledge that has been documented - includes books - manuals - training courses - job aids - software rules - databases - etc.
Information - resources - incentives/consequences - knowledge and skills - capacity - and motivation.
Perform a front-end analysis
Rote skills

24. The four characteristics of online communication
Howard Gardner
Image oriented - interactive - immediate - and intimate.
Breakeven ( ( Program Costs / Investment ) / ( Benefits / Cash Inflow) )
Balanced scorecard

25. Mentoring
Image oriented - interactive - immediate - and intimate.
Long-term process for performance improvement based on 1-on-1 interactions where mentee retains the responsibility for improvement
Phone - VoIP - online meetings - email - specialized software
Learning style

26. Five job analysis methods
problem - establish action plan - clarify values - identify alternatives - discover probable outcomes - eliminate alternatives systematically - start action
Interview - survey/questionnaire - observation - focus group - work diary/work log
Likert scale
L = P + Q + R. Learning - Programmed instruction - Questioning - Reflection

27. The fifth component of the ASTD HPI model
Suggestopedia
Solution Implementation
Ginzberg's theory
Growth - exploratory - establishment - maintenance - decline

28. The four parts of the International Federation's (ICF) ethical standards
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
Request for proposal. A communication from an organization to potential vendors that defines the organizations needs and how to respond to those needs.
Data - Information - Knowledge

29. The components of the action learning formula
L = P + Q + R. Learning - Programmed instruction - Questioning - Reflection
The mid-point of the distribution - 50% of the values are above/below this value
Subject-matter expert
Reliability

30. The three competency elements that constitute most jobs
Business needs - performance needs - learning needs - and learner needs
Questions that stimulate discussion
Managerial/administrative - supervisory - functional
Create safe haven for learning - create a comfortable environment - encourage participation - facilitate more than lecture.

31. A computer application that is linked directly to another application to train or guide workers through a task
Capture attention - help message to be remembered - establish rapport - build credibility - and build team unity.
Electronic performance support system (EPSS)
Scaling and integrity
The expected range of a measurement

32. When is training the appropriate solution to a performance problem
Understandable - accurate - functional
Passive - active - empathetic - listening for knowledge - listening for clarification
When the cause of the problem is a lack of knowledge or skills
Bloom's Taxonomy

33. The six founding principles of systems thinking
No right or final answers - cause and effect not related to space and time - all solutions require careful consideration - behavior gets worse before it gets better - all systems have limits - foresight benefits the organization
Establish scope - create plan - implement plan - monitor/evaluate/revise plan
Change Management
Preparation

34. Change management
Weak manager judgments or experience levels - identified talent shortages - organization culture suports structured programs
Change is a process not an event. Change management is the process of directing change at each level of an organization.
Structures - patterns - events
Navigation

35. Describe a message board
Entertainment - interaction - control - usability - and customization
Websites where users post questions - thoughts and observations - and can reply to other users postings of the same
Diagnose the problem - generate alternative actions/behaviors - identify consequences for those actions/behaviors
Learner characteristics like age - educational background - cultural background - learner expectations - and learn motivation to attend

36. The five elements of learner engagement
Data that has been given context
Multiple intelligences theory
Measures of quantity or numbers
Entertainment - interaction - control - usability - and customization

37. Four tasks typically done in the job analysis
Create new hire training - develop behavior-based interview questions - write performance objectives - prepare employees for career progression
Suggestopedia
The process that connects information - education - expertise - and practical application of people in an organization for the purposes of sharing and access.
Capture attention - help message to be remembered - establish rapport - build credibility - and build team unity.

38. Three advantages of interviews as a data gathering technique
Establish short-term objectives - create an action plan to achieve short-term objectives - allocate resources to the objectives - motivate employees to reach the objectives
Focused on learning and using new necessary skills through incremental change
Rich data - comparable data across interviews with proper construction of interview protocol - and adds depth to quantative methods
The most frequently occurring value

39. The use of electronic technologies to deliver information and facilitate the development of skills
Indicate whether response was correct - explain an incorrect response or clarify a correct response - give instructions on how to proceed
Cognitive
Learning technologies
Failure to partner - failure to consider culture - failure to manage change - and failure to adapt to the client.

40. The criteria for determining if a project is appropriate for action learning
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
Rote skills - and prerequisite material
Reality - feasibility - authority - and learning opportunities
Rote skills

41. The steps of a needs analysis
External/organizational scans - identify business needs - identify change initiatives - collect data - analyze data - report on the data - design the change initiative
Engage learner's attention - present materials as input to brain - practice with ideas and skills - review to create new connections and applications
Rehersal
Control groups - management estimates - extant data - external studies

42. The ability of the same measurement to produce consistent results over time
Reliability
The extent to which an instrument predicts future results
Formative evaluation
Job analysis

43. Five ways to use storytelling
Capture attention - help message to be remembered - establish rapport - build credibility - and build team unity.
A collection of code containing instructions for a computer to perform a specific action
Upper-left cerebral - lower-left limbic - upper-right cerebral - and lower-right limbic
Audience - behavior - condition - and degree

44. Five technologies that can be used to connect clients to coaches
The minimum time schedule for completing all the tasks in a project with several overlapping or dependent tasks.
Phone - VoIP - online meetings - email - specialized software
The outcome that depends on the independent variable and covariates
Matching current - usually high-potential employees - with future roles within the company to systematic prepare them for a future role

45. The methods learning organizations use to create and foster productive learning
Culture - vision - strategy - and structure
Experiential learning
Maslow's hierarchy
Polling questions

46. The analysis that serves as a reality check to identify a project's limiting factors
Walk towards a participant as they speak
The extent to which an instrument predicts future results
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.
Constraints analysis

47. List six external factors that may affect an organization
Economic - social - political and legislative - workforce - technological - and competitive.
Visual - Auditory - and Kinestethic
Learning Management System. Software that automates administration - tracking - and reporting of learning events (ILT and online).
Cognitive

48. The fourth component of the ASTD HPI model
- measure - analyze - improve - control
Perform a front-end analysis
Solution Selection
Discovery - Dream - Design - and Destiny

49. Examples of collaborative software
Email - whiteboard - bulletin boards - chat rooms - online presentation tools - WIKIs - Blogs - forums - social sites
Create a vision - communicate the plan - connect the people - congratulate success
Learning
The selection of measurement points which can have a large impact on the research's ability to be generalized

50. Four steps to prepare for training delivery
Bloom's taxonomy - six sigma - Kepner-Tregoe
Reliability
Gain understanding or learning objectives - learn the materials - practice the delivery - prepare questions to stimulate learning.
Something that disrupts the flow of information between source and receiver