Test your basic knowledge |

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 collection of strategies for quickly producing instructional packages
Entertainment - interaction - control - usability - and customization
Rapid instructional design (RID)
Structure and processes - resources - information - knowledge and skills - motives - and wellness.
Current organization climate - available resources

2. The tasks involved in the evaluation phase of strategic development
Review strategies - measure performance - take correction action
Rote skills
Return-on-investment ( (Benefits - Costs) / Costs) * 100
To aid in career planning

3. The framework developed by Patricia Cross to describe some differences between adult and child learners
Kurt Lewin's forcefield analysis
Managerial/administrative - supervisory - functional
Long-term process for performance improvement based on 1-on-1 interactions where mentee retains the responsibility for improvement
Characteristics of adults as learners (CAL) conceptual framework

4. The factors that are defined during the performance gap analysis
Visual - Auditory - and Kinestethic
Driving forces - restraining forces - current state - desired state
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
Skill variety - task identity - task significance - autonomy - feedback

5. Two guiding principles of displaying quantative data in charts and graphs
Problem - action learning group - emphasis on careful questioning and listening - resolution to take action - commitment to learning - group facilitator/learning coach
Performance audit
Separation of place - time - or both among learners - instructors - and learning resources; Interactions are conducted through one or mode media.
Scaling and integrity

6. The technique that allows a WLP professional to present material in a professional manner - and keep a class focused on the correct topic
Learning Management System (LMS)
Preparation
Create safe haven for learning - create a comfortable environment - encourage participation - facilitate more than lecture.
Business Analysis

7. Two circumstances where e-learning is particularly useful
Gain understanding or learning objectives - learn the materials - practice the delivery - prepare questions to stimulate learning.
Management - performance
Cognitivism
Rote skills - and prerequisite material

8. Five ways to use storytelling
Capture attention - help message to be remembered - establish rapport - build credibility - and build team unity.
Information that combined with understanding enables understanding
Multiple intelligences theory
Reality - feasibility - authority - and learning opportunities

9. The kinds of objectives that support the final behavioral outcomes by breaking them down into more manageable chunks
Enabling objectives
Slides
Seels and Glasgow instructional systems design model
Determine business impact - improve the design of the learning experience - determine the content's adequacy

10. The theory that describes a person starting at age 18 - moving from career exploration to a series of events including educational specialization that leads to a career path and a final career commitment

Warning: Invalid argument supplied for foreach() in /var/www/html/basicversity.com/show_quiz.php on line 183

11. Three conditions that warrant multi-rater feedback
The process that enables organizations to create short reference materials with relevant information by reducing information into codified - categorized - and reusable content.
Knowledge - skills
Cognitivism
Weak manager judgments or experience levels - identified talent shortages - organization culture suports structured programs

12. The components of the VAK model
Questions that check for understanding or test for consensus
A variable whose quantification can be broken down into very small units - often called analog (opposed to discrete)
Visual - Auditory - and Kinestethic
Rapid instructional design (RID)

13. Contrast mentoring to coaching
Mentoring is longer term - and mentors do not have responsibility for participants improvement.
Interviews
The extent to which an instrument predicts future results
Computer-based training. Any learning event that uses computers as the primary distributions method.

14. The purposes of training evaluation

Warning: Invalid argument supplied for foreach() in /var/www/html/basicversity.com/show_quiz.php on line 183

15. The measure that is defined by mean - median - and mode
Central tendency
Identify business goals - clarify those goals - determine specificity and measurability of the goals.
Knowledge - skills
The most frequently occurring value

16. Data
Raw and non-contextual - and can exist in forms usable or not
Documentation audit - information system survey - identification of external information sources
Cross-functional - cross-country/international
Suggestopedia

17. The ability of the same measurement to produce consistent results over time
A variable the influences the dependent variable
Capture attention - help message to be remembered - establish rapport - build credibility - and build team unity.
Reliability
Structure and processes - resources - information - knowledge and skills - motives - and wellness.

18. The two management practices similar to complexity theory
Language - speech - environmental - and psychological
Likert scale
Learning organizations - systems thinking
Experiencing - publishing - processing - generalizing - and applying

19. Who is credited with the idea that learning objectives should contain a condition statement - a performance statement - and a criterion statement
Robert Mager
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
Split-half
Information that combined with understanding enables understanding

20. Examples of collaborative software
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
Email - whiteboard - bulletin boards - chat rooms - online presentation tools - WIKIs - Blogs - forums - social sites
problem - establish action plan - clarify values - identify alternatives - discover probable outcomes - eliminate alternatives systematically - start action
Organization - process - and job/performer.

21. 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
Hard data
Current organization climate - available resources
External coaching - internal coaching
Seels and Glasgow instructional systems design model

22. The other names for a cause-and-effect diagram
Ishikawa - fishbone
Websites where users post questions - thoughts and observations - and can reply to other users postings of the same
Evaluation
Cost or budget - lesson content - learner background and expectations - time available - and facilities/equipment/materials

23. Four personal social styles per Harvey Robbins
Analytical - amiable - drivers - expressive
Silence
The mid-point of the distribution - 50% of the values are above/below this value
Electronic performance support system (EPSS)

24. Five mistakes managers can make to negatively impact employee motivation
Cross-functional - cross-country/international
Scaling and integrity
Misplacing ownership - misaligning incentives - saving recognition - playing favorites - misspeaking praise
Sequence

25. Four tools and techniques related to six sigma
DMAIC methodology - IPO model - flowcharting - evaluation models
Organization - process - and job/performer.
Silence
Bloom's Taxonomy

26. The six factors an instructional designer must consider before choosing techniques and training materials
Matching current - usually high-potential employees - with future roles within the company to systematic prepare them for a future role
- measure - analyze - improve - control
Review strategies - measure performance - take correction action
Cost or budget - lesson content - learner background and expectations - time available - and facilities/equipment/materials

27. What does context refer to in designing learning
Management - performance
Benefit-to-cost ratio (Total Benefit / Total Program Cost)
Mentoring is longer term - and mentors do not have responsibility for participants improvement.
Learner characteristics like age - educational background - cultural background - learner expectations - and learn motivation to attend

28. The process where each member of a group makes their opinions conform to the perceived group consensus
Characteristics of adults as learners (CAL) conceptual framework
Social contexting - contexting - authority - and concept of time
Groupthink
Image oriented - interactive - immediate - and intimate.

29. Things feedback to a learner that answered a question should do
Indicate whether response was correct - explain an incorrect response or clarify a correct response - give instructions on how to proceed
Learning style
The extent to which an instrument predicts future results
Psychomotor skills

30. Mean
Threat - problem - solution - habit
Learning style
The sum of the numbers divided by the total number of values
Electronic Performance Support System. Software that provides just-in-time help - guidance - coaching - or assistance to improve job performance.

31. The methods learning organizations use to create and foster productive learning
Separation of place - time - or both among learners - instructors - and learning resources; Interactions are conducted through one or mode media.
Culture - vision - strategy - and structure
A variable whose quantification can be broken down into very small units - often called analog (opposed to discrete)
The mid-point of the distribution - 50% of the values are above/below this value

32. BE
Breakeven ( ( Program Costs / Investment ) / ( Benefits / Cash Inflow) )
A group of people who share a common interest - and are willing to share the experiences of their common interest.
Knowledge - skills - desire - environment - and opportunity
Preparation

33. The method where instruction is provided in a self-directed format that is available at all times - even with a facilitator is not online
Review strategies - measure performance - take correction action
Asynchronous
Current organization climate - available resources
Chat rooms are essentially synchronous (real-time) message boards.

34. Four things a coach does
Enabling objectives
Developing employees - motivating employees - deploying employees - aligning people to process to increase performance
Identify performance gaps - gains commitment to learning - constructs practice to close gaps - drives application and reflection to improve competence
Review of objective and key points - review participant benefits - call participants to action - ask participants if they have any questions.

35. What does proxemics refer to?
Virtual Reality. Computer-based technology that gives the user a realistic - 3-D - interactive experience that engages as many senses as possible.
Personal space
Disengagement - disidentification - disorientation - and disenchantment.
Split-half

36. The linear scale use to rate statements and attitudes
Learning
Likert scale
Review of objective and key points - review participant benefits - call participants to action - ask participants if they have any questions.
Cost-effectiveness - accessibility and application - learner access - and self-direction

37. The seven attributes essential for leadership per Warren Bennis
An effective - structured way that captures people's learning from an experience.
Learning style
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
Technical competence - people skills - conceptual skills - results - taste - judgment - character

38. succession planning
Email - whiteboard - bulletin boards - chat rooms - online presentation tools - WIKIs - Blogs - forums - social sites
Upper-left cerebral - lower-left limbic - upper-right cerebral - and lower-right limbic
Central tendency
Matching current - usually high-potential employees - with future roles within the company to systematic prepare them for a future role

39. Three pitfalls of coaching
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
Organization - process - and job/performer.
The world is created in conversation
Formative evaluation

40. Level 5 evaluation
Learner characteristics like age - educational background - cultural background - learner expectations - and learn motivation to attend
Multiple intelligences theory
Monetary impact/ROI
Create new hire training - develop behavior-based interview questions - write performance objectives - prepare employees for career progression

41. Karl Albrecht's progressive psychological phases of change response
Threat - problem - solution - habit
Change is a process not an event. Change management is the process of directing change at each level of an organization.
Technology - new products - shareholders - financial conditions - system challenges - process challenges - policies
Behavior

42. 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.
Social contexting - contexting - authority - and concept of time
Bloom's Taxonomy
Rote skills

43. Levels of listening
Passive - active - empathetic - listening for knowledge - listening for clarification
Focused on learning and using new necessary skills through incremental change
Two-aix matrixes - flowcharts - dichotomy - graphic models
Interview - survey/questionnaire - observation - focus group - work diary/work log

44. The five characteristics of every job that influence employee motivation
Cross-functional - cross-country/international
Multiple intelligences theory
Interviews
Skill variety - task identity - task significance - autonomy - feedback

45. Four characteristics of highly motivated clients
Eager to succeed - open to support - interested in different tactics/methods and trying those out - learning oriented
Awareness - modeling - targeted interventions - desensitization - training
The expected range of a measurement
Social contexting - contexting - authority - and concept of time

46. The phases of strategic development
Perform a front-end analysis
Formulation - Development - Implementation - Evaluation
Meta-evaluation
Data - Information - Knowledge

47. The tell approach to learning - based on the theory that learning occurs through exposure to logically presented information - usually involving lecture
Multiple intelligences theory
Cognitivism
Gain understanding or learning objectives - learn the materials - practice the delivery - prepare questions to stimulate learning.
Capture attention - reveal trainer's style - raise participant's comfort level - introduce the topic of the presentation.

48. Median
The mid-point of the distribution - 50% of the values are above/below this value
Capture attention - help message to be remembered - establish rapport - build credibility - and build team unity.
Weak manager judgments or experience levels - identified talent shortages - organization culture suports structured programs
A variable in whole number or distinct units (opposed to continuous)

49. The process of giving advice or information from one person to another about the usefulness of an event - process or action
Feedback
Visual - Auditory - and Kinestethic
Harless' front-end analysis model
Observe body language

50. The guidelines Carl Rogers describes as critical elements to remember in adult learning situations
Design
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
The multiple dependent variables in a study with multiple independent variables
Adult learning theories - instructional design techniques