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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 difference between an icebreaker and an opening exercise
Performance audit
Icebreakers do not have to relate to the session materials. Opening exercise introduces the session materials being taught.
Job aids - and EPSS
Rich data - comparable data across interviews with proper construction of interview protocol - and adds depth to quantative methods

2. Malcolm Knowles' work tipped the instructional systems design scale. The two ends of that scale
Learner-centered - content-centered
Personal space
Skill variety - task identity - task significance - autonomy - feedback
To improve performance by systematically developing human expertise through organizational development and training

3. Examples of courseware
Self-study guides - job aids - instructor-led materials - technology-delivered training deliverables - assessments
Control groups - management estimates - extant data - external studies
Questions that stimulate discussion
A variable that can have one of two possible values.

4. The seventh component of the ASTD HPI model
Change Management
Technical competence - people skills - conceptual skills - results - taste - judgment - character
Psychomotor skills
Myer-Briggs Type Indicator (MBTI) - DiSC personality profile

5. Three tasks for knowledge mapping
Email - whiteboard - bulletin boards - chat rooms - online presentation tools - WIKIs - Blogs - forums - social sites
Documentation audit - information system survey - identification of external information sources
Monetary impact/ROI
Functional context

6. Standard deviation
Dictatorship - anarchy - democracy
Rich data - comparable data across interviews with proper construction of interview protocol - and adds depth to quantative methods
Pilot tests - technical reviews - production reviews
A measure of the variability of scores from the mean

7. The tool instructors can leverage from WBT to immediately determine a group's understanding of the material
A variable in whole number or distinct units (opposed to continuous)
Polling questions
Ginzberg's theory
The minimum time schedule for completing all the tasks in a project with several overlapping or dependent tasks.

8. Community of practice
A group of people who share a common interest - and are willing to share the experiences of their common interest.
Phone - VoIP - online meetings - email - specialized software
Feedback
Gain understanding or learning objectives - learn the materials - practice the delivery - prepare questions to stimulate learning.

9. Four basic components of a process
The mid-point of the distribution - 50% of the values are above/below this value
Meta-evaluation
Breakeven ( ( Program Costs / Investment ) / ( Benefits / Cash Inflow) )
Inputs - outputs - process controls - and resources.

10. The guidelines Carl Rogers describes as critical elements to remember in adult learning situations
Groupthink
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
Balanced scorecard
Sorting - tabulating - and comparing raw to summarized data

11. Four steps to prepare for training delivery
Charts - graphs
Formative evaluation
Gain understanding or learning objectives - learn the materials - practice the delivery - prepare questions to stimulate learning.
The extent to which an instrument predicts future results

12. Five approaches to facilitate inclusion
Pedagogy
Learning Management System (LMS)
Problem - action learning group - emphasis on careful questioning and listening - resolution to take action - commitment to learning - group facilitator/learning coach
Awareness - modeling - targeted interventions - desensitization - training

13. The purposes of training evaluation

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14. BCR
Thinking about the whole organization - rather than individuals - and looking primarily at processes
Job analysis
Benefit-to-cost ratio (Total Benefit / Total Program Cost)
Economic - social - political and legislative - workforce - technological - and competitive.

15. The learning theory that attempts to involve the left and right hemispheres of the brain to make learning more natural
Accelerated Learning
Defining objectives - identifying necessary data - selecting data collection methods - collecting data - analyzing and confirming data - and reporting on the data
Social contexting - contexting - authority - and concept of time
Semantic differential

16. What is the best thing to do first when a client wants a designer to develop a training to improve declining business process
Disengagement - disidentification - disorientation - and disenchantment.
Identify business goals - clarify those goals - determine specificity and measurability of the goals.
No area is overlooked - forces to be used are known - there is time to develop other strategies if the analysis reveals the need
Perform a front-end analysis

17. List six categories of HPI solutions
Semantic differential
Economic - social - political and legislative - workforce - technological - and competitive.
Structure and processes - resources - information - knowledge and skills - motives - and wellness.
Current organization climate - available resources

18. The term for the relationship of people's positions in space
Pilot tests - technical reviews - production reviews
Benjamin Bloom
Benefit-to-cost ratio (Total Benefit / Total Program Cost)
Proxemics

19. Median
The mid-point of the distribution - 50% of the values are above/below this value
Misplacing ownership - misaligning incentives - saving recognition - playing favorites - misspeaking praise
Performance records - direct observation - supervisor checklists
Slides

20. Independent
Measures of quantity or numbers
A variable the influences the dependent variable
Form - storm - norm - perform - and adjourn.
Engage learner's attention - present materials as input to brain - practice with ideas and skills - review to create new connections and applications

21. Predictive validity
Business needs - performance needs - learning needs - and learner needs
Establish short-term objectives - create an action plan to achieve short-term objectives - allocate resources to the objectives - motivate employees to reach the objectives
The extent to which an instrument predicts future results
Simulations

22. Cordinal data
Numbers or variables used to rank order a system
Technical competence - people skills - conceptual skills - results - taste - judgment - character
Opportunity-centered
Benefit-to-cost ratio (Total Benefit / Total Program Cost)

23. Closed questions
Questions that check for understanding or test for consensus
HPI uses a results-based - systematic approach - HPI focuses on accomplishments before behavior - Organizations are systems.
Walk towards a participant as they speak
Reaction

24. Process Map
Information - feedback
Thinking about the whole organization - rather than individuals - and looking primarily at processes
A visual tools used to systematically describe actions/behaviors in a sequential flow - including all the steps and tasks for that process flow.
Discovery - Dream - Design - and Destiny

25. The elements of the 4-D cycle
Solution Implementation
Perform a front-end analysis
Discovery - Dream - Design - and Destiny
A group of people who share a common interest - and are willing to share the experiences of their common interest.

26. The creator of the theory of three types of learning - knowledge - skills - and attitudes
To systematically plan an organization's future
Questionnaires - follow-up interviews - observation checklists
Driving forces - restraining forces - current state - desired state
Benjamin Bloom

27. Three basic management styles
Breakeven ( ( Program Costs / Investment ) / ( Benefits / Cash Inflow) )
In statistics - it means probably true
Productivity Environmental Preference Survey (PEPS) - Canfield Learning Style Inventory - and Learning Style Questionnaire
Dictatorship - anarchy - democracy

28. The three fundamental principles of HPI
Establish short-term objectives - create an action plan to achieve short-term objectives - allocate resources to the objectives - motivate employees to reach the objectives
HPI uses a results-based - systematic approach - HPI focuses on accomplishments before behavior - Organizations are systems.
Silence
The extent to which an instrument predicts future results

29. The three foundations of action learning

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30. Two theories of motivation for coaching

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31. Sequencing and structure are closely related. What is the order in which skills and information are taught
Structure
Relevance - inquiry - freedom - connectedness - reception - empowerment - play
Sequence
A group of people who share a common interest - and are willing to share the experiences of their common interest.

32. Four activites to consider when closing a presentation
Observe body language
Review of objective and key points - review participant benefits - call participants to action - ask participants if they have any questions.
Validity
Self-study guides - job aids - instructor-led materials - technology-delivered training deliverables - assessments

33. Five ways to use storytelling
The most frequently occurring value
Breakeven ( ( Program Costs / Investment ) / ( Benefits / Cash Inflow) )
Capture attention - help message to be remembered - establish rapport - build credibility - and build team unity.
Performance audit

34. The tasks involved in the evaluation phase of strategic development
Review strategies - measure performance - take correction action
Managers are responsible for their own development - executives are responsible for the development of their subordinates - the organization is responsible for providing growth opportunities
Knowledge - skills - desire - environment - and opportunity
Identify organizational values - development mission - develop vision - develop value statements

35. Two characteristics for any coaching program to succeed
- measure - analyze - improve - control
Rich data - comparable data across interviews with proper construction of interview protocol - and adds depth to quantative methods
Email - whiteboard - bulletin boards - chat rooms - online presentation tools - WIKIs - Blogs - forums - social sites
Objectivity - confidentiality

36. Two characteristics of distance learning
Defining objectives - identifying necessary data - selecting data collection methods - collecting data - analyzing and confirming data - and reporting on the data
The process that enables organizations to create short reference materials with relevant information by reducing information into codified - categorized - and reusable content.
The multiple dependent variables in a study with multiple independent variables
Separation of place - time - or both among learners - instructors - and learning resources; Interactions are conducted through one or mode media.

37. 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
Learning
Two-aix matrixes - flowcharts - dichotomy - graphic models
Threat - problem - solution - habit

38. Describe noise - in communication theory
Knowledge - skills
Mentoring is longer term - and mentors do not have responsibility for participants improvement.
Visual - Auditory - and Kinestethic
Something that disrupts the flow of information between source and receiver

39. The theory that describes how intelligences reflect how people prefer to process information
Something that disrupts the flow of information between source and receiver
Multiple intelligences theory
Extroversion/Introversion - Sensing/Intuition - Thinking/Feeling - Judgment/Perception
Websites where users post questions - thoughts and observations - and can reply to other users postings of the same

40. The purpose of workforce planning
Convergers - divergers - assimilators - and accommodators
Competing - accommodating - avoiding - collaborating - and compromising.
To improve performance by systematically developing human expertise through organizational development and training
Language - speech - environmental - and psychological

41. The analysis that serves as a reality check to identify a project's limiting factors
Learning style
Structure and processes - resources - information - knowledge and skills - motives - and wellness.
Constraints analysis
The expected range of a measurement

42. Who is credited with the idea that learning objectives should contain a condition statement - a performance statement - and a criterion statement
Knowledge in one's personal memory - includes judgment - insights - experience - know-how - personal beliefs - and personal values.
Robert Mager
Formative evaluation
Behavorism

43. The linear scale use to rate statements and attitudes
In statistics - it means probably true
Likert scale
Developing employees - motivating employees - deploying employees - aligning people to process to increase performance
Problem - action learning group - emphasis on careful questioning and listening - resolution to take action - commitment to learning - group facilitator/learning coach

44. Level 2 evaluation
Benjamin Bloom
Feedback
Learning
Questions that check for understanding or test for consensus

45. When a WLP professional - prior to a learning session - plans seating arrangement - arranges refreshments - determines goals and expectations for the class - what are they attempting to affect
Information - resources - incentives/consequences - knowledge and skills - capacity - and motivation.
External and environmental influences
Speed - quantity - quality/accuracy - thoroughness - timeliness
Philosophy of coaching - definition of coaching - standards of ethical coaching conduct - pledge of coaching ethics

46. Levels of listening
Gain understanding or learning objectives - learn the materials - practice the delivery - prepare questions to stimulate learning.
Psychomotor skills
Measures of quantity or numbers
Passive - active - empathetic - listening for knowledge - listening for clarification

47. The fourth component of the ASTD HPI model
Presentation software
Solution Selection
The process that enables organizations to create short reference materials with relevant information by reducing information into codified - categorized - and reusable content.
Learning style

48. Five conflict responses
Bloom's taxonomy - six sigma - Kepner-Tregoe
Rapid instructional design (RID)
Cross-functional - cross-country/international
Competing - accommodating - avoiding - collaborating - and compromising.

49. The four Cs of change
Create a vision - communicate the plan - connect the people - congratulate success
Hard data
An HTML tag identifying the context of the contents on a website or knowledge base.
Chat rooms are essentially synchronous (real-time) message boards.

50. The criteria for determining if a project is appropriate for action learning
DMAIC methodology - IPO model - flowcharting - evaluation models
Reality - feasibility - authority - and learning opportunities
Maslow's hierarchy - McGregor's Theory X and Y of management
Do not discriminate in any aspect of employment based on disabilities - with reasonable accommodations such as interpreters - reading aids - instructional material modifications - etc.