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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. Things feedback to a learner that answered a question should do
Learner characteristics like age - educational background - cultural background - learner expectations - and learn motivation to attend
Indicate whether response was correct - explain an incorrect response or clarify a correct response - give instructions on how to proceed
Change is a process not an event. Change management is the process of directing change at each level of an organization.
Performance Analysis

2. succession planning
Structure
The process that connects information - education - expertise - and practical application of people in an organization for the purposes of sharing and access.
Matching current - usually high-potential employees - with future roles within the company to systematic prepare them for a future role
Reality - feasibility - authority - and learning opportunities

3. Three disadvantages of focus groups
The expected range of a measurement
Time and resource intensive - undue influence of vocal member(s) - difficult to facilitate with a single facilitator to encourage participation and take notes
Hypothetical
Measures looking at opinions - behaviors - and attributes

4. The reliability test where one test is split into two shorter ones - by randomly assigning test items to one half or the other
Conduct a SWOT - establish strategic goals - develop strategies to achieve the strategic goals
Split-half
Create safe haven for learning - create a comfortable environment - encourage participation - facilitate more than lecture.
Chaos is simple systems generating complicated behavior. Complexity is complicated systems generating simple behavior.

5. Confounding
Learning Management System. Software that automates administration - tracking - and reporting of learning events (ILT and online).
An unknown or uncontrolled variable that produces an effect
Monetary impact/ROI
Inputs - outputs - process controls - and resources.

6. Four characteristics of highly motivated clients
Honesty - fairness - lawfulness - compassion - respect - loyalty - dependability
An unknown or uncontrolled variable that produces an effect
Eager to succeed - open to support - interested in different tactics/methods and trying those out - learning oriented
Capture attention - reveal trainer's style - raise participant's comfort level - introduce the topic of the presentation.

7. The type of learning that E-Learning is outstanding for teaching because it has infinite patience
Monetary impact/ROI
Structure and processes - resources - information - knowledge and skills - motives - and wellness.
Rote skills
Surveys

8. Five ways to use storytelling
Indicate whether response was correct - explain an incorrect response or clarify a correct response - give instructions on how to proceed
Maslow's hierarchy - McGregor's Theory X and Y of management
Capture attention - help message to be remembered - establish rapport - build credibility - and build team unity.
Change is a process not an event. Change management is the process of directing change at each level of an organization.

9. CBT
Characteristics of adults as learners (CAL) conceptual framework
Focused on fundamental changes to thinking patterns and behaviors
The expected range of a measurement
Computer-based training. Any learning event that uses computers as the primary distributions method.

10. A computer application that is linked directly to another application to train or guide workers through a task
Sorting - tabulating - and comparing raw to summarized data
Electronic performance support system (EPSS)
Walk towards a participant as they speak
Polling questions

11. The second component of the ASTD HPI model
Productivity Environmental Preference Survey (PEPS) - Canfield Learning Style Inventory - and Learning Style Questionnaire
Icebreakers do not have to relate to the session materials. Opening exercise introduces the session materials being taught.
An unknown or uncontrolled variable that produces an effect
Performance Analysis

12. The two criteria for a successful training program that must be accounted for by the WLP professional
Behavior
A variable whose quantification can be broken down into very small units - often called analog (opposed to discrete)
Current organization climate - available resources
Learner characteristics like age - educational background - cultural background - learner expectations - and learn motivation to attend

13. A method used to evaluation organizational effectiveness beyond financial measures
Low frequency - high complexity - high consequence of error - high probability of change in the future
Proxemics
Balanced scorecard
Surveys

14. The seating arrangement is the least conducive to stimulating group discussion
Theatre style
A variable whose quantification can be broken down into very small units - often called analog (opposed to discrete)
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
Learning Management System (LMS)

15. Knowledge
Create safe haven for learning - create a comfortable environment - encourage participation - facilitate more than lecture.
Email - whiteboard - bulletin boards - chat rooms - online presentation tools - WIKIs - Blogs - forums - social sites
Information that combined with understanding enables understanding
Ishikawa - fishbone

16. Confidence interval
An effective - structured way that captures people's learning from an experience.
The expected range of a measurement
Rich data - comparable data across interviews with proper construction of interview protocol - and adds depth to quantative methods
Learner self-concept - Learner prior experience - Readiness to learn - Orientation to learning - and Motivation to learn

17. The collection of strategies for quickly producing instructional packages
Split-half
Rapid instructional design (RID)
A variable that can have one of two possible values.
Information - resources - incentives/consequences - knowledge and skills - capacity - and motivation.

18. The four areas measured during a training needs assessment
Data - Information - Knowledge
A variable in whole number or distinct units (opposed to continuous)
Business needs - performance needs - learning needs - and learner needs
Multiple intelligences theory

19. The ability of the same measurement to produce consistent results over time
Written tests - oral Q&A - performance tests - role plays
Reliability
Competing - accommodating - avoiding - collaborating - and compromising.
Change Management

20. The use of electronic technologies to deliver information and facilitate the development of skills
HPI uses a results-based - systematic approach - HPI focuses on accomplishments before behavior - Organizations are systems.
Learning technologies
Growth - exploratory - establishment - maintenance - decline
Hard data

21. Four personal social styles per Harvey Robbins
A visual tools used to systematically describe actions/behaviors in a sequential flow - including all the steps and tasks for that process flow.
Cause Analysis
Benefit-to-cost ratio (Total Benefit / Total Program Cost)
Analytical - amiable - drivers - expressive

22. Closed questions
Questions that check for understanding or test for consensus
Terminal objectives
The mid-point of the distribution - 50% of the values are above/below this value
To aid in career planning

23. The measure that is defined by mean - median - and mode
Central tendency
Organization - process - and job/performer.
Visual - Auditory - and Kinestethic
Learning style

24. When a WLP professional is preparing instructional objectives - an evaluation plan - and a sequence of content - which step in the ADDIE model is being performed
Design
Managerial/administrative - supervisory - functional
Analytical - amiable - drivers - expressive
Growth - exploratory - establishment - maintenance - decline

25. The three major tasks of analyzing data
Sorting - tabulating - and comparing raw to summarized data
Eager to succeed - open to support - interested in different tactics/methods and trying those out - learning oriented
HPI uses a results-based - systematic approach - HPI focuses on accomplishments before behavior - Organizations are systems.
Knowledge - skills - desire - environment - and opportunity

26. Two characteristics of distance learning
Icebreakers do not have to relate to the session materials. Opening exercise introduces the session materials being taught.
Separation of place - time - or both among learners - instructors - and learning resources; Interactions are conducted through one or mode media.
Balanced scorecard
Cause Analysis

27. The three fundamental principles of HPI
Philosophy of coaching - definition of coaching - standards of ethical coaching conduct - pledge of coaching ethics
Multiple intelligences theory
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
HPI uses a results-based - systematic approach - HPI focuses on accomplishments before behavior - Organizations are systems.

28. Five job analysis methods
Silence
Low frequency - high complexity - high consequence of error - high probability of change in the future
When the cause of the problem is a lack of knowledge or skills
Interview - survey/questionnaire - observation - focus group - work diary/work log

29. What is the primary reason for 360-degree feedback
Characteristics of adults as learners (CAL) conceptual framework
Data - Information - Knowledge
Interviews
To aid in career planning

30. The learning domain that focuses on the skills and knowledge relating to an activity such as changing a car's oil
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.
Cognitive
Learner-centered - content-centered
Facilitation is used to involve participants - and to help them learn from one another.

31. The purpose of workforce planning
To improve performance by systematically developing human expertise through organizational development and training
Self-study guides - job aids - instructor-led materials - technology-delivered training deliverables - assessments
Review strategies - measure performance - take correction action
High cost - scheduling difficulties - and temporary (unless learners have opportunity to practice)

32. Karl Albrecht's progressive psychological phases of change response
Rich data - comparable data across interviews with proper construction of interview protocol - and adds depth to quantative methods
Identify performance gaps - gains commitment to learning - constructs practice to close gaps - drives application and reflection to improve competence
Social contexting - contexting - authority - and concept of time
Threat - problem - solution - habit

33. What is an SME
Email - whiteboard - bulletin boards - chat rooms - online presentation tools - WIKIs - Blogs - forums - social sites
Data from archival records - existing records - report - and data
Cost-effectiveness - accessibility and application - learner access - and self-direction
Subject-matter expert

34. When is training the appropriate solution to a performance problem
Chaos is simple systems generating complicated behavior. Complexity is complicated systems generating simple behavior.
Honesty - fairness - lawfulness - compassion - respect - loyalty - dependability
When the cause of the problem is a lack of knowledge or skills
Functional context

35. Process Map
Howard Gardner
A description or design specification for how information should be treated and organized.
A visual tools used to systematically describe actions/behaviors in a sequential flow - including all the steps and tasks for that process flow.
Behavior

36. The two management practices similar to complexity theory
Language - speech - environmental - and psychological
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
Learning organizations - systems thinking
Socratic questioning

37. Three learner preferences as defined by the VAK model
Polling questions
Breakeven ( ( Program Costs / Investment ) / ( Benefits / Cash Inflow) )
Measures looking at opinions - behaviors - and attributes
Visual - Auditory - and Kinestethic

38. LCMS
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.
Observe body language
Harless' front-end analysis model

39. Three drawbacks of classroom training
Failure to partner - failure to consider culture - failure to manage change - and failure to adapt to the client.
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.
High cost - scheduling difficulties - and temporary (unless learners have opportunity to practice)
Knowledge in one's personal memory - includes judgment - insights - experience - know-how - personal beliefs - and personal values.

40. The kinds of objectives that support the final behavioral outcomes by breaking them down into more manageable chunks
Competing - accommodating - avoiding - collaborating - and compromising.
Enabling objectives
Perform a front-end analysis
Convergers - divergers - assimilators - and accommodators

41. Nominal data
Likert scale
Functional context
Numbers or variables used to classify a system
Central tendency

42. Information Chunking
External coaching - internal coaching
Enabling objectives
The process that enables organizations to create short reference materials with relevant information by reducing information into codified - categorized - and reusable content.
External/organizational scans - identify business needs - identify change initiatives - collect data - analyze data - report on the data - design the change initiative

43. The six interactive and interdependent components of an action learning program
Robert Mager
Mentoring is longer term - and mentors do not have responsibility for participants improvement.
Problem - action learning group - emphasis on careful questioning and listening - resolution to take action - commitment to learning - group facilitator/learning coach
Functional context

44. Double-loop learning
Focused on fundamental changes to thinking patterns and behaviors
Silence
Awareness - modeling - targeted interventions - desensitization - training
Numbers or variables used to rank order a system

45. The analysis that serves as a reality check to identify a project's limiting factors
Validity
The outcome that depends on the independent variable and covariates
Constraints analysis
Engage learner's attention - present materials as input to brain - practice with ideas and skills - review to create new connections and applications

46. Things a forcefield analysis ensures
Cognitivism
Questionnaires - follow-up interviews - observation checklists
Data from archival records - existing records - report - and data
No area is overlooked - forces to be used are known - there is time to develop other strategies if the analysis reveals the need

47. The e-Learning techniques allows learners to personally assess what can be learned - the value of the content - and the difficulty of the content
Separation of place - time - or both among learners - instructors - and learning resources; Interactions are conducted through one or mode media.
Navigation
Initiating - planning - executing - controlling - closing
Focused on fundamental shifts in how people view themselves - and intentional alterations of beliefs and values about the world and themselves

48. 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
Technology - new products - shareholders - financial conditions - system challenges - process challenges - policies
Benjamin Bloom
Kurt Lewin's forcefield analysis

49. Level 1 evaluation
Capture attention - help message to be remembered - establish rapport - build credibility - and build team unity.
Mentoring is longer term - and mentors do not have responsibility for participants improvement.
Eager to succeed - open to support - interested in different tactics/methods and trying those out - learning oriented
Reaction

50. The technique that allows a WLP professional to present material in a professional manner - and keep a class focused on the correct topic
Preparation
The extent to which an instrument predicts future results
Experiential learning
Self-study guides - job aids - instructor-led materials - technology-delivered training deliverables - assessments