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 theory that describes how intelligences reflect how people prefer to process information
Multiple intelligences theory
Pilot tests - technical reviews - production reviews
Adult learning theories - instructional design techniques
Icebreakers do not have to relate to the session materials. Opening exercise introduces the session materials being taught.

2. The method used to identify the efficiency and effectiveness of employees
Convergers - divergers - assimilators - and accommodators
The process that enables organizations to create short reference materials with relevant information by reducing information into codified - categorized - and reusable content.
Rapid instructional design (RID)
Performance audit

3. The HPI tool that can gather both qualitative and quantitative data
Reliability
Icebreakers do not have to relate to the session materials. Opening exercise introduces the session materials being taught.
Surveys
Navigation

4. Independent
A variable the influences the dependent variable
When the cause of the problem is a lack of knowledge or skills
Control groups - management estimates - extant data - external studies
Results

5. Four ways to create a learning climate based on Knowles' work
Defining objectives - identifying necessary data - selecting data collection methods - collecting data - analyzing and confirming data - and reporting on the data
Image oriented - interactive - immediate - and intimate.
Create safe haven for learning - create a comfortable environment - encourage participation - facilitate more than lecture.
The world is created in conversation

6. Change management
Indicate whether response was correct - explain an incorrect response or clarify a correct response - give instructions on how to proceed
Email - whiteboard - bulletin boards - chat rooms - online presentation tools - WIKIs - Blogs - forums - social sites
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.

7. Examples of internal factors that influence an organization
Change Management
Cost or budget - lesson content - learner background and expectations - time available - and facilities/equipment/materials
Technology - new products - shareholders - financial conditions - system challenges - process challenges - policies
Diagnose the problem - generate alternative actions/behaviors - identify consequences for those actions/behaviors

8. The term for the relationship of people's positions in space
Proxemics
Design
Cost or budget - lesson content - learner background and expectations - time available - and facilities/equipment/materials
Weak manager judgments or experience levels - identified talent shortages - organization culture suports structured programs

9. The two primary tools for the visual display of quantitative data
Rehersal
Charts - graphs
Interviews
Socratic questioning

10. Four tasks typically done in the job analysis
Pedagogy
Create new hire training - develop behavior-based interview questions - write performance objectives - prepare employees for career progression
The most frequently occurring value
Reliability

11. LMS
A visual tools used to systematically describe actions/behaviors in a sequential flow - including all the steps and tasks for that process flow.
The expected range of a measurement
Slides
Learning Management System. Software that automates administration - tracking - and reporting of learning events (ILT and online).

12. The method used to identify all duties - responsibilities - and tasks that make up a single job function or role
Characteristics of adults as learners (CAL) conceptual framework
The outcome that depends on the independent variable and covariates
Job analysis
Relevance - inquiry - freedom - connectedness - reception - empowerment - play

13. 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
The most frequently occurring value
External coaching - internal coaching
The multiple dependent variables in a study with multiple independent variables

14. Community of practice
Change Management
Developing employees - motivating employees - deploying employees - aligning people to process to increase performance
A group of people who share a common interest - and are willing to share the experiences of their common interest.
Perform a front-end analysis

15. The technique trainers should use when a presentation is formal and should present a professional image
Personal space
Slides
Information - resources - incentives/consequences - knowledge and skills - capacity - and motivation.
Myer-Briggs Type Indicator (MBTI) - DiSC personality profile

16. List seven things that cannot be copyrighted
Ideas - processes - procedures - methods of operation - concepts - principles - and discoveries
Create safe haven for learning - create a comfortable environment - encourage participation - facilitate more than lecture.
Knowledge that has been documented - includes books - manuals - training courses - job aids - software rules - databases - etc.
Problem - action learning group - emphasis on careful questioning and listening - resolution to take action - commitment to learning - group facilitator/learning coach

17. The six major factors that influence performance in Gilbert's behavior engineering model
Information - resources - incentives/consequences - knowledge and skills - capacity - and motivation.
Dictatorship - anarchy - democracy
HPI uses a results-based - systematic approach - HPI focuses on accomplishments before behavior - Organizations are systems.
Action plans - interviews - questionnaires - focus groups - performance contracts

18. The three foundations of action learning

19. The process where each member of a group makes their opinions conform to the perceived group consensus
Navigation
Questions that check for understanding or test for consensus
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
Groupthink

20. What does context refer to in designing learning
Audience - behavior - condition - and degree
Learner characteristics like age - educational background - cultural background - learner expectations - and learn motivation to attend
Developing employees - motivating employees - deploying employees - aligning people to process to increase performance
Create safe haven for learning - create a comfortable environment - encourage participation - facilitate more than lecture.

21. Critical Path
Rapid instructional design (RID)
Experiencing - publishing - processing - generalizing - and applying
External and environmental influences
The minimum time schedule for completing all the tasks in a project with several overlapping or dependent tasks.

22. Open questions
Diagnose the problem - generate alternative actions/behaviors - identify consequences for those actions/behaviors
Relevance - inquiry - freedom - connectedness - reception - empowerment - play
Visual - Auditory - and Kinestethic
Questions that stimulate discussion

23. Level 2 evaluation
Convergers - divergers - assimilators - and accommodators
Learning
Two-aix matrixes - flowcharts - dichotomy - graphic models
The world is created in conversation

24. The three parts of the problem-solving model
Diagnose the problem - generate alternative actions/behaviors - identify consequences for those actions/behaviors
Structure
Low frequency - high complexity - high consequence of error - high probability of change in the future
Reality - feasibility - authority - and learning opportunities

25. Four personal social styles per Harvey Robbins
Analytical - amiable - drivers - expressive
The selection of measurement points which can have a large impact on the research's ability to be generalized
Information that combined with understanding enables understanding
Learning Management System. Software that automates administration - tracking - and reporting of learning events (ILT and online).

26. PERT
The process that enables organizations to create short reference materials with relevant information by reducing information into codified - categorized - and reusable content.
Split-half
Engage learner's attention - present materials as input to brain - practice with ideas and skills - review to create new connections and applications
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.

27. Two influences of great effect on employee motivation
Management - performance
Misplacing ownership - misaligning incentives - saving recognition - playing favorites - misspeaking praise
Focused on learning and using new necessary skills through incremental change
Computer-based training. Any learning event that uses computers as the primary distributions method.

28. The method by which a trainer recognize signs of boredom - disinterest - or lack of understanding
Cognitivism
External and environmental influences
Presentation software
Observe body language

29. Data
L = P + Q + R. Learning - Programmed instruction - Questioning - Reflection
Asynchronous
Raw and non-contextual - and can exist in forms usable or not
Computer-based training. Any learning event that uses computers as the primary distributions method.

30. Describe how facilitation differs from training
Facilitation is used to involve participants - and to help them learn from one another.
Data that has been given context
Diagnose the problem - generate alternative actions/behaviors - identify consequences for those actions/behaviors
Accelerated Learning

31. The technique trainers should use when they want to use the revelation technique
Presentation software
A collection of code containing instructions for a computer to perform a specific action
Raw and non-contextual - and can exist in forms usable or not
Social contexting - contexting - authority - and concept of time

32. The characteristics of a complex system
Behavorism
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
Brainstorming - case studies - and role plays
Groupthink

33. Predictive validity
Managers are responsible for their own development - executives are responsible for the development of their subordinates - the organization is responsible for providing growth opportunities
The extent to which an instrument predicts future results
Two-aix matrixes - flowcharts - dichotomy - graphic models
Management - performance

34. The mode of training for which classroom training is most effective
Psychomotor skills
Dictatorship - anarchy - democracy
Thinking about the whole organization - rather than individuals - and looking primarily at processes
L = P + Q + R. Learning - Programmed instruction - Questioning - Reflection

35. The three fundamental principles of HPI
HPI uses a results-based - systematic approach - HPI focuses on accomplishments before behavior - Organizations are systems.
Numbers or variables used to classify a system
The process that connects information - education - expertise - and practical application of people in an organization for the purposes of sharing and access.
Learner characteristics like age - educational background - cultural background - learner expectations - and learn motivation to attend

36. Four phases of succession planning
Establish scope - create plan - implement plan - monitor/evaluate/revise plan
Questions that stimulate discussion
Rapid instructional design (RID)
Business needs - performance needs - learning needs - and learner needs

37. Types of Level 5 instruments
Entertainment - interaction - control - usability - and customization
Focused on learning and using new necessary skills through incremental change
Numbers or variables used to classify a system
Control groups - management estimates - extant data - external studies

38. The instrument where participants rate two contrasting ideas or words by circling points on a line
Passive - active - empathetic - listening for knowledge - listening for clarification
Chat rooms are essentially synchronous (real-time) message boards.
Opportunity-centered
Semantic differential

39. The factors that are defined during the performance gap analysis
Matching current - usually high-potential employees - with future roles within the company to systematic prepare them for a future role
Documentation audit - information system survey - identification of external information sources
Gain understanding or learning objectives - learn the materials - practice the delivery - prepare questions to stimulate learning.
Driving forces - restraining forces - current state - desired state

40. Four characteristics of tasks that are well-suited for job aids
Chaos is simple systems generating complicated behavior. Complexity is complicated systems generating simple behavior.
Raw and non-contextual - and can exist in forms usable or not
Structure and processes - resources - information - knowledge and skills - motives - and wellness.
Low frequency - high complexity - high consequence of error - high probability of change in the future

41. EPSS
Pilot tests - technical reviews - production reviews
Electronic Performance Support System. Software that provides just-in-time help - guidance - coaching - or assistance to improve job performance.
Email - whiteboard - bulletin boards - chat rooms - online presentation tools - WIKIs - Blogs - forums - social sites
Diagnose the problem - generate alternative actions/behaviors - identify consequences for those actions/behaviors

42. Four characteristics of effective openers

43. Five approaches to facilitate inclusion
Disengagement - disidentification - disorientation - and disenchantment.
An unknown or uncontrolled variable that produces an effect
Awareness - modeling - targeted interventions - desensitization - training
The expected range of a measurement

44. Knowledge management
Misplacing ownership - misaligning incentives - saving recognition - playing favorites - misspeaking praise
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
Virtual Reality. Computer-based technology that gives the user a realistic - 3-D - interactive experience that engages as many senses as possible.
Theatre style

45. The six factors an instructional designer must consider before choosing techniques and training materials
Rote skills
Convergers - divergers - assimilators - and accommodators
Cost or budget - lesson content - learner background and expectations - time available - and facilities/equipment/materials
Howard Gardner

46. The tasks involved in the evaluation phase of strategic development
Performance Analysis
Organization - process - and job/performer.
Review strategies - measure performance - take correction action
Myer-Briggs Type Indicator (MBTI) - DiSC personality profile

47. The philosophy of teaching focusing on the instructor rather than the participant - and is generally used to in reference to teaching children
A description or design specification for how information should be treated and organized.
Chat rooms are essentially synchronous (real-time) message boards.
Change Management
Pedagogy

48. The components of the action learning formula
Ginzberg's theory
Cognitivism
L = P + Q + R. Learning - Programmed instruction - Questioning - Reflection
A description or design specification for how information should be treated and organized.

49. Mean
Diagnose the problem - generate alternative actions/behaviors - identify consequences for those actions/behaviors
Written tests - oral Q&A - performance tests - role plays
Robert Mager
The sum of the numbers divided by the total number of values

50. The technique that allows a WLP professional to present material in a professional manner - and keep a class focused on the correct topic
Rote skills - and prerequisite material
An effective - structured way that captures people's learning from an experience.
Preparation
Action plans - interviews - questionnaires - focus groups - performance contracts