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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 three fundamental principles of HPI
HPI uses a results-based - systematic approach - HPI focuses on accomplishments before behavior - Organizations are systems.
Psychomotor skills
Breakeven ( ( Program Costs / Investment ) / ( Benefits / Cash Inflow) )
DMAIC methodology - IPO model - flowcharting - evaluation models

2. Critical Path
Facilitation is used to involve participants - and to help them learn from one another.
The extent to which an instrument predicts future results
Identify performance gaps - gains commitment to learning - constructs practice to close gaps - drives application and reflection to improve competence
The minimum time schedule for completing all the tasks in a project with several overlapping or dependent tasks.

3. Level 2 evaluation
Competing - accommodating - avoiding - collaborating - and compromising.
Capture attention - reveal trainer's style - raise participant's comfort level - introduce the topic of the presentation.
Benefit-to-cost ratio (Total Benefit / Total Program Cost)
Learning

4. The e-Learning techniques allows learners to personally assess what can be learned - the value of the content - and the difficulty of the content
Inputs - outputs - process controls - and resources.
Navigation
Lack of knowledge or skills - lack of physical resources - process problems - lack of information - lack of leadership - lack of information on consequences - lack of motivation - inadequate feedback - inadequate incentives - performer's lack of capa
Return-on-investment ( (Benefits - Costs) / Costs) * 100

5. The process where each member of a group makes their opinions conform to the perceived group consensus
Validity
Audience - behavior - condition - and degree
Groupthink
Balanced scorecard

6. Five technologies that can be used to connect clients to coaches
Phone - VoIP - online meetings - email - specialized software
Review strategies - measure performance - take correction action
Skill variety - task identity - task significance - autonomy - feedback
Breakeven ( ( Program Costs / Investment ) / ( Benefits / Cash Inflow) )

7. Describe noise - in communication theory
Social contexting - contexting - authority - and concept of time
Learning technologies
The minimum time schedule for completing all the tasks in a project with several overlapping or dependent tasks.
Something that disrupts the flow of information between source and receiver

8. Discrete
A variable in whole number or distinct units (opposed to continuous)
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
To improve performance by systematically developing human expertise through organizational development and training
Balanced scorecard

9. Four things a coach does
Speed - quantity - quality/accuracy - thoroughness - timeliness
Structure
Measures of quantity or numbers
Identify performance gaps - gains commitment to learning - constructs practice to close gaps - drives application and reflection to improve competence

10. List six categories of HPI solutions
Observe body language
Convergers - divergers - assimilators - and accommodators
Structure and processes - resources - information - knowledge and skills - motives - and wellness.
Relevance - inquiry - freedom - connectedness - reception - empowerment - play

11. The other names for a cause-and-effect diagram
Ishikawa - fishbone
Structure
Preparation
Image oriented - interactive - immediate - and intimate.

12. Change management
Walk towards a participant as they speak
Semantic differential
Change is a process not an event. Change management is the process of directing change at each level of an organization.
Create safe haven for learning - create a comfortable environment - encourage participation - facilitate more than lecture.

13. Qualitative
Measures looking at opinions - behaviors - and attributes
High cost - scheduling difficulties - and temporary (unless learners have opportunity to practice)
Maslow's hierarchy - McGregor's Theory X and Y of management
A visual tools used to systematically describe actions/behaviors in a sequential flow - including all the steps and tasks for that process flow.

14. Training that related to actual job circumstances
Long-term process for performance improvement based on 1-on-1 interactions where mentee retains the responsibility for improvement
A measure of the variability of scores from the mean
Functional context
Numbers or variables used to rank order a system

15. Four tasks typically done in the job analysis
Request for proposal. A communication from an organization to potential vendors that defines the organizations needs and how to respond to those needs.
Opener - bridge - main body - and close
Create new hire training - develop behavior-based interview questions - write performance objectives - prepare employees for career progression
The sum of the numbers divided by the total number of values

16. Four cases when a trainer should not use a chart pack
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.
Knowledge - skills
Proxemics
A variable in whole number or distinct units (opposed to continuous)

17. The questioning technique that seeks to develop critical thinking and creativity
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
Matching current - usually high-potential employees - with future roles within the company to systematic prepare them for a future role
Socratic questioning
Defining objectives - identifying necessary data - selecting data collection methods - collecting data - analyzing and confirming data - and reporting on the data

18. The HPI tool used to collect current performance - learner analysis - and business needs
Interviews
Asynchronous
Threat - problem - solution - habit
Opportunity-centered

19. Examples of internal factors that influence an organization
Pareto analysis
Technology - new products - shareholders - financial conditions - system challenges - process challenges - policies
Reality - feasibility - authority - and learning opportunities
An HTML tag identifying the context of the contents on a website or knowledge base.

20. Types of formative evaluation
Questions that check for understanding or test for consensus
Job analysis
Focused on learning and using new necessary skills through incremental change
Pilot tests - technical reviews - production reviews

21. Meta-tag
Raw and non-contextual - and can exist in forms usable or not
A collection of code containing instructions for a computer to perform a specific action
An HTML tag identifying the context of the contents on a website or knowledge base.
Understandable - accurate - functional

22. The seven attributes essential for leadership per Warren Bennis
When the cause of the problem is a lack of knowledge or skills
Rich data - comparable data across interviews with proper construction of interview protocol - and adds depth to quantative methods
Technical competence - people skills - conceptual skills - results - taste - judgment - character
Documentation audit - information system survey - identification of external information sources

23. The philosophy of teaching focusing on the instructor rather than the participant - and is generally used to in reference to teaching children
Walk towards a participant as they speak
Relevance - inquiry - freedom - connectedness - reception - empowerment - play
Performance records - direct observation - supervisor checklists
Pedagogy

24. LCMS
Learning Content Management System. Software that packages courses and learning materials for print - CD-ROM - and electronic publication.
Learning
Objectivity - confidentiality
A variable in whole number or distinct units (opposed to continuous)

25. Level 4 evaluation
Something that disrupts the flow of information between source and receiver
Identify organizational values - development mission - develop vision - develop value statements
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
Behavior

26. Four ways to create a learning climate based on Knowles' work
Simulations
Create safe haven for learning - create a comfortable environment - encourage participation - facilitate more than lecture.
External/organizational scans - identify business needs - identify change initiatives - collect data - analyze data - report on the data - design the change initiative
Action plans - interviews - questionnaires - focus groups - performance contracts

27. The technique trainers should use when a presentation is formal and should present a professional image
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.
Communication - client motivation - self-management - technical skills
Slides
Social contexting - contexting - authority - and concept of time

28. The six major factors that influence performance in Gilbert's behavior engineering model
Communication - client motivation - self-management - technical skills
Experiencing - publishing - processing - generalizing - and applying
Information - resources - incentives/consequences - knowledge and skills - capacity - and motivation.
The extent to which an instrument represents the program's content

29. Covariates
L = P + Q + R. Learning - Programmed instruction - Questioning - Reflection
The multiple dependent variables in a study with multiple independent variables
Sorting - tabulating - and comparing raw to summarized data
Focused on fundamental shifts in how people view themselves - and intentional alterations of beliefs and values about the world and themselves

30. A computer application that is linked directly to another application to train or guide workers through a task
Upper-left cerebral - lower-left limbic - upper-right cerebral - and lower-right limbic
Job analysis
Electronic performance support system (EPSS)
Ideas - processes - procedures - methods of operation - concepts - principles - and discoveries

31. Content validity

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32. Exercises that include a form of real-life situation that allows participants to practice is called
An HTML tag identifying the context of the contents on a website or knowledge base.
Rapid instructional design (RID)
Extroversion/Introversion - Sensing/Intuition - Thinking/Feeling - Judgment/Perception
Simulations

33. LMS
A variable whose quantification can be broken down into very small units - often called analog (opposed to discrete)
Learning Management System. Software that automates administration - tracking - and reporting of learning events (ILT and online).
The extent to which an instrument represents the program's content
When the cause of the problem is a lack of knowledge or skills

34. The tasks involved in the development phase of strategic development
Howard Gardner
Conduct a SWOT - establish strategic goals - develop strategies to achieve the strategic goals
Visual - Auditory - and Kinestethic
Two-aix matrixes - flowcharts - dichotomy - graphic models

35. The two management practices similar to complexity theory
Learning organizations - systems thinking
Formulation - Development - Implementation - Evaluation
Job aids - and EPSS
Design

36. Two influences of great effect on employee motivation
Mentoring is longer term - and mentors do not have responsibility for participants improvement.
Management - performance
Review strategies - measure performance - take correction action
Email - whiteboard - bulletin boards - chat rooms - online presentation tools - WIKIs - Blogs - forums - social sites

37. Examples of courseware
Validity
Control groups - management estimates - extant data - external studies
Self-study guides - job aids - instructor-led materials - technology-delivered training deliverables - assessments
Chaos is simple systems generating complicated behavior. Complexity is complicated systems generating simple behavior.

38. Describe how facilitation differs from training
Facilitation is used to involve participants - and to help them learn from one another.
Gain understanding or learning objectives - learn the materials - practice the delivery - prepare questions to stimulate learning.
Terminal objectives
Questions that check for understanding or test for consensus

39. Knowledge Mapping
Polling questions
The process that connects information - education - expertise - and practical application of people in an organization for the purposes of sharing and access.
Passive - active - empathetic - listening for knowledge - listening for clarification
Preparation

40. The two criteria for a successful training program that must be accounted for by the WLP professional
Review strategies - measure performance - take correction action
Current organization climate - available resources
Rich data - comparable data across interviews with proper construction of interview protocol - and adds depth to quantative methods
Business needs - performance needs - learning needs - and learner needs

41. The facilitation tool that can create just enough tension to get people thinking
Silence
A variable in whole number or distinct units (opposed to continuous)
Experiencing - publishing - processing - generalizing - and applying
Organization - process - and job/performer.

42. learning object
Communication - client motivation - self-management - technical skills
Self-contained chunk of instructional material
Knowledge in one's personal memory - includes judgment - insights - experience - know-how - personal beliefs - and personal values.
A description or design specification for how information should be treated and organized.

43. Confounding
A variable the influences the dependent variable
Engage learner's attention - present materials as input to brain - practice with ideas and skills - review to create new connections and applications
Skill variety - task identity - task significance - autonomy - feedback
An unknown or uncontrolled variable that produces an effect

44. The tell approach to learning - based on the theory that learning occurs through exposure to logically presented information - usually involving lecture
Request for proposal. A communication from an organization to potential vendors that defines the organizations needs and how to respond to those needs.
Skill variety - task identity - task significance - autonomy - feedback
Cognitivism
Numbers or variables used to rank order a system

45. The two primary tools for the visual display of quantitative data
Suggestopedia
Create new hire training - develop behavior-based interview questions - write performance objectives - prepare employees for career progression
Learning Content Management System. Software that packages courses and learning materials for print - CD-ROM - and electronic publication.
Charts - graphs

46. The technique that allows a WLP professional to present material in a professional manner - and keep a class focused on the correct topic
Ginzberg's theory
The process that enables organizations to create short reference materials with relevant information by reducing information into codified - categorized - and reusable content.
Driving forces - restraining forces - current state - desired state
Preparation

47. The use of electronic technologies to deliver information and facilitate the development of skills
To improve performance by systematically developing human expertise through organizational development and training
Socratic questioning
Learning technologies
Long-term process for performance improvement based on 1-on-1 interactions where mentee retains the responsibility for improvement

48. The processes performance management is primarily concerned with
Developing employees - motivating employees - deploying employees - aligning people to process to increase performance
Create a vision - communicate the plan - connect the people - congratulate success
Interview - survey/questionnaire - observation - focus group - work diary/work log
Semantic differential

49. Types of Level 3 instruments
Behavior
Sequence
Action plans - interviews - questionnaires - focus groups - performance contracts
Philosophy of coaching - definition of coaching - standards of ethical coaching conduct - pledge of coaching ethics

50. The guidelines Carl Rogers describes as critical elements to remember in adult learning situations
Knowledge in one's personal memory - includes judgment - insights - experience - know-how - personal beliefs - and personal values.
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
Rehersal
Focused on fundamental changes to thinking patterns and behaviors