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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. Training that related to actual job circumstances
Functional context
Audience - behavior - condition - and degree
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
Dictatorship - anarchy - democracy

2. The framework developed by Patricia Cross to describe some differences between adult and child learners
The most frequently occurring value
Characteristics of adults as learners (CAL) conceptual framework
Economic - social - political and legislative - workforce - technological - and competitive.
Engage learner's attention - present materials as input to brain - practice with ideas and skills - review to create new connections and applications

3. Three basic management styles
Business Analysis
Scaling and integrity
Dictatorship - anarchy - democracy
Robert Mager

4. Change management
Change is a process not an event. Change management is the process of directing change at each level of an organization.
Information - resources - incentives/consequences - knowledge and skills - capacity - and motivation.
Learning technologies
Focused on learning and using new necessary skills through incremental change

5. When is training the appropriate solution to a performance problem
When the cause of the problem is a lack of knowledge or skills
Solution Implementation
Information - feedback
HPI uses a results-based - systematic approach - HPI focuses on accomplishments before behavior - Organizations are systems.

6. The measure that is defined by mean - median - and mode
Central tendency
Design
Long-term process for performance improvement based on 1-on-1 interactions where mentee retains the responsibility for improvement
Failure to partner - failure to consider culture - failure to manage change - and failure to adapt to the client.

7. Three tools for determining learner preferences
Productivity Environmental Preference Survey (PEPS) - Canfield Learning Style Inventory - and Learning Style Questionnaire
Results
The mid-point of the distribution - 50% of the values are above/below this value
Seels and Glasgow instructional systems design model

8. Four common mistakes HPI professionals make in selecting - designing - and implementing interventions
Failure to partner - failure to consider culture - failure to manage change - and failure to adapt to the client.
Productivity Environmental Preference Survey (PEPS) - Canfield Learning Style Inventory - and Learning Style Questionnaire
Terminal objectives
The mid-point of the distribution - 50% of the values are above/below this value

9. The e-Learning techniques allows learners to personally assess what can be learned - the value of the content - and the difficulty of the content
Mentoring is longer term - and mentors do not have responsibility for participants improvement.
Navigation
Raw and non-contextual - and can exist in forms usable or not
Thinking about the whole organization - rather than individuals - and looking primarily at processes

10. Closed questions
Information that combined with understanding enables understanding
Documentation audit - information system survey - identification of external information sources
Questions that check for understanding or test for consensus
Productivity Environmental Preference Survey (PEPS) - Canfield Learning Style Inventory - and Learning Style Questionnaire

11. The four parts of the International Federation's (ICF) ethical standards
Performance audit
In statistics - it means probably true
No area is overlooked - forces to be used are known - there is time to develop other strategies if the analysis reveals the need
Philosophy of coaching - definition of coaching - standards of ethical coaching conduct - pledge of coaching ethics

12. Five job analysis methods
Business Analysis
Interview - survey/questionnaire - observation - focus group - work diary/work log
Learning Management System (LMS)
Psychomotor skills

13. The four characteristics of online communication
Self-contained chunk of instructional material
Electronic Performance Support System. Software that provides just-in-time help - guidance - coaching - or assistance to improve job performance.
Image oriented - interactive - immediate - and intimate.
Structure

14. The fourth component of the ASTD HPI model
Failure to partner - failure to consider culture - failure to manage change - and failure to adapt to the client.
Philosophy of coaching - definition of coaching - standards of ethical coaching conduct - pledge of coaching ethics
Solution Selection
Create new hire training - develop behavior-based interview questions - write performance objectives - prepare employees for career progression

15. Meta-tag
Initiating - planning - executing - controlling - closing
Data - Information - Knowledge
The process that connects information - education - expertise - and practical application of people in an organization for the purposes of sharing and access.
An HTML tag identifying the context of the contents on a website or knowledge base.

16. List six external factors that may affect an organization
Charts - graphs
Philosophy of coaching - definition of coaching - standards of ethical coaching conduct - pledge of coaching ethics
Economic - social - political and legislative - workforce - technological - and competitive.
Managers are responsible for their own development - executives are responsible for the development of their subordinates - the organization is responsible for providing growth opportunities

17. DMAIC
Benjamin Bloom
Terminal objectives
Computer-based training. Any learning event that uses computers as the primary distributions method.
- measure - analyze - improve - control

18. 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
External and environmental influences
Relevance - inquiry - freedom - connectedness - reception - empowerment - play
Passive - active - empathetic - listening for knowledge - listening for clarification
Social contexting - contexting - authority - and concept of time

19. Confounding
Chaos is simple systems generating complicated behavior. Complexity is complicated systems generating simple behavior.
Visual - Auditory - and Kinestethic
An unknown or uncontrolled variable that produces an effect
Brainstorming - case studies - and role plays

20. Confidence interval
The expected range of a measurement
Knowledge in one's personal memory - includes judgment - insights - experience - know-how - personal beliefs - and personal values.
Gain understanding or learning objectives - learn the materials - practice the delivery - prepare questions to stimulate learning.
Semantic differential

21. Describe how facilitation differs from training
Facilitation is used to involve participants - and to help them learn from one another.
Defining objectives - identifying necessary data - selecting data collection methods - collecting data - analyzing and confirming data - and reporting on the data
Technology - new products - shareholders - financial conditions - system challenges - process challenges - policies
Electronic performance support system (EPSS)

22. The reliability test where one test is split into two shorter ones - by randomly assigning test items to one half or the other
Management - performance
Functional context
Split-half
Separation of place - time - or both among learners - instructors - and learning resources; Interactions are conducted through one or mode media.

23. List six categories of HPI solutions
Structure and processes - resources - information - knowledge and skills - motives - and wellness.
In statistics - it means probably true
Balanced scorecard
Separation of place - time - or both among learners - instructors - and learning resources; Interactions are conducted through one or mode media.

24. Two characteristics of distance learning
Adult learning theories - instructional design techniques
Managerial/administrative - supervisory - functional
Separation of place - time - or both among learners - instructors - and learning resources; Interactions are conducted through one or mode media.
Organization - process - and job/performer.

25. The six major factors that influence performance in Gilbert's behavior engineering model
Benefit-to-cost ratio (Total Benefit / Total Program Cost)
Disengagement - disidentification - disorientation - and disenchantment.
Information - resources - incentives/consequences - knowledge and skills - capacity - and motivation.
The world is created in conversation

26. Types of Level 2 instruments
Diagnose the problem - generate alternative actions/behaviors - identify consequences for those actions/behaviors
Written tests - oral Q&A - performance tests - role plays
Validity
Knowledge - skills - desire - environment - and opportunity

27. Steps of managing a change project
Learning style
Balanced scorecard
Initiating - planning - executing - controlling - closing
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

28. The seating arrangement is the least conducive to stimulating group discussion
Theatre style
Validity
Review of objective and key points - review participant benefits - call participants to action - ask participants if they have any questions.
Awareness - modeling - targeted interventions - desensitization - training

29. The system that uses knowledge - skills - and attitudes (KSAs) to describe three types of learning

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30. Process Map
Data that has been given context
A visual tools used to systematically describe actions/behaviors in a sequential flow - including all the steps and tasks for that process flow.
The extent to which an instrument represents the program's content
Request for proposal. A communication from an organization to potential vendors that defines the organizations needs and how to respond to those needs.

31. List seven principles of adult learning
Understandable - accurate - functional
Multiple intelligences theory
Cost-effectiveness - accessibility and application - learner access - and self-direction
Andragogy - time pressures - goal orientation - previous knowledge and experience - relevent content - levels of motivation - and different learning styles

32. The purpose of workforce planning
Rote skills
To improve performance by systematically developing human expertise through organizational development and training
A variable the influences the dependent variable
Failure to partner - failure to consider culture - failure to manage change - and failure to adapt to the client.

33. Level 4 evaluation
Information - resources - incentives/consequences - knowledge and skills - capacity - and motivation.
Robert Mager
Benjamin Bloom
Behavior

34. Two theories of motivation for coaching

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35. Examples of collaborative software
Self-contained chunk of instructional material
Identify organizational values - development mission - develop vision - develop value statements
Driving forces - restraining forces - current state - desired state
Email - whiteboard - bulletin boards - chat rooms - online presentation tools - WIKIs - Blogs - forums - social sites

36. Information Chunking
Websites where users post questions - thoughts and observations - and can reply to other users postings of the same
Problem - action learning group - emphasis on careful questioning and listening - resolution to take action - commitment to learning - group facilitator/learning coach
Structures - patterns - events
The process that enables organizations to create short reference materials with relevant information by reducing information into codified - categorized - and reusable content.

37. The HPI tool that uses the 80/20 rule
Pareto analysis
Virtual Reality. Computer-based technology that gives the user a realistic - 3-D - interactive experience that engages as many senses as possible.
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.
Disengagement - disidentification - disorientation - and disenchantment.

38. A computer application that is linked directly to another application to train or guide workers through a task
Theatre style
Email - whiteboard - bulletin boards - chat rooms - online presentation tools - WIKIs - Blogs - forums - social sites
Long-term process for performance improvement based on 1-on-1 interactions where mentee retains the responsibility for improvement
Electronic performance support system (EPSS)

39. The first component of the ASTD HPI model
Business Analysis
The expected range of a measurement
L = P + Q + R. Learning - Programmed instruction - Questioning - Reflection
The world is created in conversation

40. Four benefits of web-based training
Bloom's taxonomy - six sigma - Kepner-Tregoe
Presentation software
Email - whiteboard - bulletin boards - chat rooms - online presentation tools - WIKIs - Blogs - forums - social sites
Cost-effectiveness - accessibility and application - learner access - and self-direction

41. The difference between an icebreaker and an opening exercise
Self-contained chunk of instructional material
The world is created in conversation
Icebreakers do not have to relate to the session materials. Opening exercise introduces the session materials being taught.
Hypothetical

42. The guidelines Carl Rogers describes as critical elements to remember in adult learning situations
Cognitivism
Matching current - usually high-potential employees - with future roles within the company to systematic prepare them for a future role
Meta-evaluation
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

43. Sampling

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44. Four characteristics of tasks that are well-suited for job aids
Charts - graphs
Low frequency - high complexity - high consequence of error - high probability of change in the future
Scaling and integrity
L = P + Q + R. Learning - Programmed instruction - Questioning - Reflection

45. The learning theory that includes activities like behavioral modeling - simulations - role plays - skill drills - and rewards
Behavorism
The minimum time schedule for completing all the tasks in a project with several overlapping or dependent tasks.
Conduct a SWOT - establish strategic goals - develop strategies to achieve the strategic goals
Opener - bridge - main body - and close

46. Single-loop learning
Questionnaires - follow-up interviews - observation checklists
Kurt Lewin's forcefield analysis
Focused on learning and using new necessary skills through incremental change
The selection of measurement points which can have a large impact on the research's ability to be generalized

47. Covariates
Slides
Scaling and integrity
The multiple dependent variables in a study with multiple independent variables
Structure

48. Four phases of succession planning
Structure and processes - resources - information - knowledge and skills - motives - and wellness.
Identify performance gaps - gains commitment to learning - constructs practice to close gaps - drives application and reflection to improve competence
Business needs - performance needs - learning needs - and learner needs
Establish scope - create plan - implement plan - monitor/evaluate/revise plan

49. An assessment done during formation
Formative evaluation
Managers are responsible for their own development - executives are responsible for the development of their subordinates - the organization is responsible for providing growth opportunities
Virtual Reality. Computer-based technology that gives the user a realistic - 3-D - interactive experience that engages as many senses as possible.
Business Analysis

50. The kinds of objectives that support the final behavioral outcomes by breaking them down into more manageable chunks
Validity
Rote skills
Enabling objectives
Sequence