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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 learning theory that attempts to involve the left and right hemispheres of the brain to make learning more natural
Seels and Glasgow instructional systems design model
Managerial/administrative - supervisory - functional
Feedback
Accelerated Learning

2. Examples of courseware
Focused on fundamental shifts in how people view themselves - and intentional alterations of beliefs and values about the world and themselves
Self-study guides - job aids - instructor-led materials - technology-delivered training deliverables - assessments
Time and resource intensive - undue influence of vocal member(s) - difficult to facilitate with a single facilitator to encourage participation and take notes
Websites where users post questions - thoughts and observations - and can reply to other users postings of the same

3. LMS
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.
Learning Management System. Software that automates administration - tracking - and reporting of learning events (ILT and online).
Structure
Inputs - outputs - process controls - and resources.

4. The six major factors that influence performance in Gilbert's behavior engineering model
Information - resources - incentives/consequences - knowledge and skills - capacity - and motivation.
Defining objectives - identifying necessary data - selecting data collection methods - collecting data - analyzing and confirming data - and reporting on the data
Return-on-investment ( (Benefits - Costs) / Costs) * 100
A group of people who share a common interest - and are willing to share the experiences of their common interest.

5. The learning domain that focuses on the skills and knowledge relating to an activity such as changing a car's oil
Cognitive
Virtual Reality. Computer-based technology that gives the user a realistic - 3-D - interactive experience that engages as many senses as possible.
Return-on-investment ( (Benefits - Costs) / Costs) * 100
Change is a process not an event. Change management is the process of directing change at each level of an organization.

6. List six categories of HPI solutions
Awareness - modeling - targeted interventions - desensitization - training
Structure and processes - resources - information - knowledge and skills - motives - and wellness.
Separation of place - time - or both among learners - instructors - and learning resources; Interactions are conducted through one or mode media.
To aid in career planning

7. Factors that determine fair use
A visual tools used to systematically describe actions/behaviors in a sequential flow - including all the steps and tasks for that process flow.
Extroversion/Introversion - Sensing/Intuition - Thinking/Feeling - Judgment/Perception
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
Behavorism

8. Double-loop learning
Focused on fundamental changes to thinking patterns and behaviors
Skill variety - task identity - task significance - autonomy - feedback
External/organizational scans - identify business needs - identify change initiatives - collect data - analyze data - report on the data - design the change initiative
Misplacing ownership - misaligning incentives - saving recognition - playing favorites - misspeaking praise

9. The four dimensions of personality per the Myers-Briggs Type Indicator
Sorting - tabulating - and comparing raw to summarized data
Skill variety - task identity - task significance - autonomy - feedback
Convergers - divergers - assimilators - and accommodators
Extroversion/Introversion - Sensing/Intuition - Thinking/Feeling - Judgment/Perception

10. The two management practices similar to complexity theory
Learning organizations - systems thinking
Economic - social - political and legislative - workforce - technological - and competitive.
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
Awareness - modeling - targeted interventions - desensitization - training

11. Mean
The sum of the numbers divided by the total number of values
Bloom's taxonomy - six sigma - Kepner-Tregoe
Electronic Performance Support System. Software that provides just-in-time help - guidance - coaching - or assistance to improve job performance.
Pedagogy

12. The five elements of learner engagement
The whole is more than the sum of the parts - patterns are everywhere in the system - cause and effect is never simple - history does and does not repeat itself - change come from chaos - the future can and cannot be predicted
Driving forces - restraining forces - current state - desired state
Entertainment - interaction - control - usability - and customization
Identify performance gaps - gains commitment to learning - constructs practice to close gaps - drives application and reflection to improve competence

13. Four barriers to communication during training delivery
Harless' front-end analysis model
Pareto analysis
Diagnose the problem - generate alternative actions/behaviors - identify consequences for those actions/behaviors
Language - speech - environmental - and psychological

14. Two types of coaching situations that primarily differ on the degree of confidentiality and sensitivity
Information - resources - incentives/consequences - knowledge and skills - capacity - and motivation.
Matching current - usually high-potential employees - with future roles within the company to systematic prepare them for a future role
External coaching - internal coaching
Results

15. The three fundamental principles of HPI
Semantic differential
HPI uses a results-based - systematic approach - HPI focuses on accomplishments before behavior - Organizations are systems.
Data that has been given context
Breakeven ( ( Program Costs / Investment ) / ( Benefits / Cash Inflow) )

16. The three building blocks of knowledge management
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
Meta-evaluation
Opportunity-centered
Data - Information - Knowledge

17. An assessment done during formation
The outcome that depends on the independent variable and covariates
Job analysis
Formative evaluation
To systematically plan an organization's future

18. The type of learning that E-Learning is outstanding for teaching because it has infinite patience
Matching current - usually high-potential employees - with future roles within the company to systematic prepare them for a future role
Learning Management System. Software that automates administration - tracking - and reporting of learning events (ILT and online).
Knowledge - skills - desire - environment - and opportunity
Rote skills

19. 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
The selection of measurement points which can have a large impact on the research's ability to be generalized
Communication - client motivation - self-management - technical skills
External and environmental influences
Harless' front-end analysis model

20. The framework developed by Patricia Cross to describe some differences between adult and child learners
Change is a process not an event. Change management is the process of directing change at each level of an organization.
Characteristics of adults as learners (CAL) conceptual framework
Ideas - processes - procedures - methods of operation - concepts - principles - and discoveries
Objectivity - confidentiality

21. Knowledge management
Written tests - oral Q&A - performance tests - role plays
Questions that check for understanding or test for consensus
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
Something that disrupts the flow of information between source and receiver

22. Mode
Developing employees - motivating employees - deploying employees - aligning people to process to increase performance
Philosophy of coaching - definition of coaching - standards of ethical coaching conduct - pledge of coaching ethics
The most frequently occurring value
Information that combined with understanding enables understanding

23. Four phases of succession planning
Walk towards a participant as they speak
Results
Establish scope - create plan - implement plan - monitor/evaluate/revise plan
Performance records - direct observation - supervisor checklists

24. The tell approach to learning - based on the theory that learning occurs through exposure to logically presented information - usually involving lecture
Benjamin Bloom
Central tendency
Identify business goals - clarify those goals - determine specificity and measurability of the goals.
Cognitivism

25. Exercises that include a form of real-life situation that allows participants to practice is called
Job aids - and EPSS
Behavior
Simulations
Learner self-concept - Learner prior experience - Readiness to learn - Orientation to learning - and Motivation to learn

26. DMAIC
Charts - graphs
- measure - analyze - improve - control
Cognitivism
Request for proposal. A communication from an organization to potential vendors that defines the organizations needs and how to respond to those needs.

27. The seven basic self-governing behaviors
Growth - exploratory - establishment - maintenance - decline
Adult learning theories - instructional design techniques
HPI uses a results-based - systematic approach - HPI focuses on accomplishments before behavior - Organizations are systems.
Honesty - fairness - lawfulness - compassion - respect - loyalty - dependability

28. Three examples of active training techniques
Brainstorming - case studies - and role plays
Failure to partner - failure to consider culture - failure to manage change - and failure to adapt to the client.
Diagnose the problem - generate alternative actions/behaviors - identify consequences for those actions/behaviors
Structure and processes - resources - information - knowledge and skills - motives - and wellness.

29. The three tasks of business analysis
A variable whose quantification can be broken down into very small units - often called analog (opposed to discrete)
Maslow's hierarchy - McGregor's Theory X and Y of management
Identify business goals - clarify those goals - determine specificity and measurability of the goals.
Rote skills - and prerequisite material

30. Information Chunking
The process that enables organizations to create short reference materials with relevant information by reducing information into codified - categorized - and reusable content.
Evaluation
Language - speech - environmental - and psychological
Convergers - divergers - assimilators - and accommodators

31. Four characteristics of effective openers

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32. Four basic components of a process
Audience - Behavior - Condition - and Degree
Email - whiteboard - bulletin boards - chat rooms - online presentation tools - WIKIs - Blogs - forums - social sites
Inputs - outputs - process controls - and resources.
Polling questions

33. The HPI tool that can gather both qualitative and quantitative data
Social contexting - contexting - authority - and concept of time
Surveys
Identify business goals - clarify those goals - determine specificity and measurability of the goals.
Pedagogy

34. Dependent
Evaluation
Ishikawa - fishbone
An effective - structured way that captures people's learning from an experience.
The outcome that depends on the independent variable and covariates

35. The method where instruction is provided in a self-directed format that is available at all times - even with a facilitator is not online
Productivity Environmental Preference Survey (PEPS) - Canfield Learning Style Inventory - and Learning Style Questionnaire
Asynchronous
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
Questionnaires - follow-up interviews - observation checklists

36. Three conditions that warrant multi-rater feedback
Weak manager judgments or experience levels - identified talent shortages - organization culture suports structured programs
Defining objectives - identifying necessary data - selecting data collection methods - collecting data - analyzing and confirming data - and reporting on the data
Written tests - oral Q&A - performance tests - role plays
Websites where users post questions - thoughts and observations - and can reply to other users postings of the same

37. The instructional design model is based on the assumptions that design happens in a context of project management that establishes roles - tasks - timelines - budgets - checkpoints - and supervisory procedures
The multiple dependent variables in a study with multiple independent variables
Managerial/administrative - supervisory - functional
Knowledge that has been documented - includes books - manuals - training courses - job aids - software rules - databases - etc.
Seels and Glasgow instructional systems design model

38. The process that measures if the practitioner measured what they intended to measure
The selection of measurement points which can have a large impact on the research's ability to be generalized
Validity
Social contexting - contexting - authority - and concept of time
Sorting - tabulating - and comparing raw to summarized data

39. The use of electronic technologies to deliver information and facilitate the development of skills
Surveys
Learning technologies
Maslow's hierarchy
An unknown or uncontrolled variable that produces an effect

40. Cordinal data
The sum of the numbers divided by the total number of values
Learning technologies
The extent to which an instrument predicts future results
Numbers or variables used to rank order a system

41. The guidelines Carl Rogers describes as critical elements to remember in adult learning situations
The selection of measurement points which can have a large impact on the research's ability to be generalized
Pilot tests - technical reviews - production reviews
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
Characteristics of adults as learners (CAL) conceptual framework

42. What does proxemics refer to?
Personal space
Questions that check for understanding or test for consensus
Interviews
Bloom's taxonomy - six sigma - Kepner-Tregoe

43. The third component of the ASTD HPI model
To improve performance by systematically developing human expertise through organizational development and training
Cause Analysis
Learner characteristics like age - educational background - cultural background - learner expectations - and learn motivation to attend
Performance records - direct observation - supervisor checklists

44. What is the best thing to do first when a client wants a designer to develop a training to improve declining business process
Numbers or variables used to classify a system
A variable the influences the dependent variable
Perform a front-end analysis
Scaling and integrity

45. The two primary tools for the visual display of quantitative data
Electronic performance support system (EPSS)
Charts - graphs
Business needs - performance needs - learning needs - and learner needs
An HTML tag identifying the context of the contents on a website or knowledge base.

46. The requirements of the ADA
Do not discriminate in any aspect of employment based on disabilities - with reasonable accommodations such as interpreters - reading aids - instructional material modifications - etc.
Email - whiteboard - bulletin boards - chat rooms - online presentation tools - WIKIs - Blogs - forums - social sites
Brainstorming - case studies - and role plays
Electronic performance support system (EPSS)

47. List David Kolk's four learning styles
Skill variety - task identity - task significance - autonomy - feedback
Create safe haven for learning - create a comfortable environment - encourage participation - facilitate more than lecture.
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
Convergers - divergers - assimilators - and accommodators

48. Four activites to consider when closing a presentation
Review of objective and key points - review participant benefits - call participants to action - ask participants if they have any questions.
Theatre style
Rich data - comparable data across interviews with proper construction of interview protocol - and adds depth to quantative methods
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.

49. Content validity

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50. Change management
Experiencing - publishing - processing - generalizing - and applying
Change is a process not an event. Change management is the process of directing change at each level of an organization.
Two-aix matrixes - flowcharts - dichotomy - graphic models
Managers are responsible for their own development - executives are responsible for the development of their subordinates - the organization is responsible for providing growth opportunities