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Certified Professional In Learning And Performance Cplp

Instructions:

Answer 50 questions in 15 minutes.
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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. 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
Terminal objectives
Bloom's Taxonomy
External and environmental influences
Pareto analysis

2. Malcolm Knowles' work tipped the instructional systems design scale. The two ends of that scale
Learner-centered - content-centered
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
Reaction
Psychomotor skills

3. The ability of the same measurement to produce consistent results over time
Reliability
Email - whiteboard - bulletin boards - chat rooms - online presentation tools - WIKIs - Blogs - forums - social sites
Initiating - planning - executing - controlling - closing
Silence

4. The framework developed by Patricia Cross to describe some differences between adult and child learners
Characteristics of adults as learners (CAL) conceptual framework
Phone - VoIP - online meetings - email - specialized software
Information - resources - incentives/consequences - knowledge and skills - capacity - and motivation.
Hard data

5. Cordinal data
Learning Content Management System. Software that packages courses and learning materials for print - CD-ROM - and electronic publication.
Numbers or variables used to rank order a system
Eager to succeed - open to support - interested in different tactics/methods and trying those out - learning oriented
Cost or budget - lesson content - learner background and expectations - time available - and facilities/equipment/materials

6. Mentoring
Managerial/administrative - supervisory - functional
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 selection of measurement points which can have a large impact on the research's ability to be generalized
Long-term process for performance improvement based on 1-on-1 interactions where mentee retains the responsibility for improvement

7. Community of practice
Change is a process not an event. Change management is the process of directing change at each level of an organization.
A group of people who share a common interest - and are willing to share the experiences of their common interest.
Productivity Environmental Preference Survey (PEPS) - Canfield Learning Style Inventory - and Learning Style Questionnaire
Virtual Reality. Computer-based technology that gives the user a realistic - 3-D - interactive experience that engages as many senses as possible.

8. Critical Path
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
Hypothetical
Information that combined with understanding enables understanding
The minimum time schedule for completing all the tasks in a project with several overlapping or dependent tasks.

9. Five stages of Tuckman's team-maturing model
Diagnose the problem - generate alternative actions/behaviors - identify consequences for those actions/behaviors
Form - storm - norm - perform - and adjourn.
The extent to which an instrument represents the program's content
Reality - feasibility - authority - and learning opportunities

10. The seating arrangement is the least conducive to stimulating group discussion
The process that connects information - education - expertise - and practical application of people in an organization for the purposes of sharing and access.
Theatre style
Create new hire training - develop behavior-based interview questions - write performance objectives - prepare employees for career progression
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

11. DMAIC
Management - performance
Interviews
- measure - analyze - improve - control
Disengagement - disidentification - disorientation - and disenchantment.

12. Two types of coaching situations that primarily differ on the degree of confidentiality and sensitivity
Sequence
Measures of quantity or numbers
External coaching - internal coaching
Action plans - interviews - questionnaires - focus groups - performance contracts

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

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14. The five principles of andragogy
Learner self-concept - Learner prior experience - Readiness to learn - Orientation to learning - and Motivation to learn
A description or design specification for how information should be treated and organized.
The process that connects information - education - expertise - and practical application of people in an organization for the purposes of sharing and access.
To improve performance by systematically developing human expertise through organizational development and training

15. The seven basic self-governing behaviors
Honesty - fairness - lawfulness - compassion - respect - loyalty - dependability
Data that has been given context
Opener - bridge - main body - and close
Threat - problem - solution - habit

16. The model (a pyramid) from bottom to top is: physiology - safety - belongingness - esteem - and self-actualization

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17. 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

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18. The technique that should account for 50% of the preparation for a presentation
Focused on fundamental changes to thinking patterns and behaviors
Language - speech - environmental - and psychological
Rehersal
Conduct a SWOT - establish strategic goals - develop strategies to achieve the strategic goals

19. The five characteristics of every job that influence employee motivation
Skill variety - task identity - task significance - autonomy - feedback
Create a vision - communicate the plan - connect the people - congratulate success
Observe body language
Culture - vision - strategy - and structure

20. CBT
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
Computer-based training. Any learning event that uses computers as the primary distributions method.
Focused on fundamental changes to thinking patterns and behaviors
Establish short-term objectives - create an action plan to achieve short-term objectives - allocate resources to the objectives - motivate employees to reach the objectives

21. Four basic components of a process
Developing employees - motivating employees - deploying employees - aligning people to process to increase performance
Failure to partner - failure to consider culture - failure to manage change - and failure to adapt to the client.
Benefit-to-cost ratio (Total Benefit / Total Program Cost)
Inputs - outputs - process controls - and resources.

22. Information Architecture
Solution Implementation
An HTML tag identifying the context of the contents on a website or knowledge base.
Convergers - divergers - assimilators - and accommodators
A description or design specification for how information should be treated and organized.

23. The two management practices similar to complexity theory
Performance Analysis
Polling questions
Learning organizations - systems thinking
Bloom's taxonomy - six sigma - Kepner-Tregoe

24. Four tasks typically done in the job analysis
Create new hire training - develop behavior-based interview questions - write performance objectives - prepare employees for career progression
Information - resources - incentives/consequences - knowledge and skills - capacity - and motivation.
Identify performance gaps - gains commitment to learning - constructs practice to close gaps - drives application and reflection to improve competence
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

25. The components of the action learning formula
L = P + Q + R. Learning - Programmed instruction - Questioning - Reflection
Driving forces - restraining forces - current state - desired state
Kurt Lewin's forcefield analysis
Identify performance gaps - gains commitment to learning - constructs practice to close gaps - drives application and reflection to improve competence

26. The two criteria that learners must demonstrate before leaving performance-based training (PBT)
Knowledge - skills
Problem - action learning group - emphasis on careful questioning and listening - resolution to take action - commitment to learning - group facilitator/learning coach
Experiential learning
The process that connects information - education - expertise - and practical application of people in an organization for the purposes of sharing and access.

27. Two examples of performance support systems
A measure of the variability of scores from the mean
Learning Management System (LMS)
Reality - feasibility - authority - and learning opportunities
Job aids - and EPSS

28. The reliability test where one test is split into two shorter ones - by randomly assigning test items to one half or the other
Split-half
Knowledge - skills - desire - environment - and opportunity
Review strategies - measure performance - take correction action
Learning Management System (LMS)

29. The collection of strategies for quickly producing instructional packages
Sequence
Reaction
Learning Management System (LMS)
Rapid instructional design (RID)

30. Two types of personality inventory instruments
Solution Selection
Myer-Briggs Type Indicator (MBTI) - DiSC personality profile
HPI uses a results-based - systematic approach - HPI focuses on accomplishments before behavior - Organizations are systems.
Icebreakers do not have to relate to the session materials. Opening exercise introduces the session materials being taught.

31. Single-loop learning
Focused on learning and using new necessary skills through incremental change
Structures - patterns - events
Silence
High cost - scheduling difficulties - and temporary (unless learners have opportunity to practice)

32. Two theories of motivation for coaching

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33. Confidence interval
Learning organizations - systems thinking
The expected range of a measurement
A visual tools used to systematically describe actions/behaviors in a sequential flow - including all the steps and tasks for that process flow.
Disengagement - disidentification - disorientation - and disenchantment.

34. Four variables that effect how members of a culture think and express themselves
Social contexting - contexting - authority - and concept of time
Review of objective and key points - review participant benefits - call participants to action - ask participants if they have any questions.
Identify organizational values - development mission - develop vision - develop value statements
Mentoring is longer term - and mentors do not have responsibility for participants improvement.

35. Information
Audience - Behavior - Condition - and Degree
Multiple intelligences theory
Data that has been given context
An effective - structured way that captures people's learning from an experience.

36. Four things a coach does
Image oriented - interactive - immediate - and intimate.
Identify performance gaps - gains commitment to learning - constructs practice to close gaps - drives application and reflection to improve competence
Cognitive
Developing employees - motivating employees - deploying employees - aligning people to process to increase performance

37. What is an SME
Disengagement - disidentification - disorientation - and disenchantment.
Accelerated Learning
Socratic questioning
Subject-matter expert

38. ROI
Learner self-concept - Learner prior experience - Readiness to learn - Orientation to learning - and Motivation to learn
Rote skills
Organization - process - and job/performer.
Return-on-investment ( (Benefits - Costs) / Costs) * 100

39. The fifth component of the ASTD HPI model
Asynchronous
Organization - process - and job/performer.
Solution Implementation
Problem - action learning group - emphasis on careful questioning and listening - resolution to take action - commitment to learning - group facilitator/learning coach

40. The five elements of learner engagement
Polling questions
Written tests - oral Q&A - performance tests - role plays
Entertainment - interaction - control - usability - and customization
Business Analysis

41. The three fundamental principles of HPI
Cognitivism
HPI uses a results-based - systematic approach - HPI focuses on accomplishments before behavior - Organizations are systems.
Benefit-to-cost ratio (Total Benefit / Total Program Cost)
Managers are responsible for their own development - executives are responsible for the development of their subordinates - the organization is responsible for providing growth opportunities

42. What does proxemics refer to?
Knowledge - skills - desire - environment - and opportunity
Hypothetical
Personal space
Knowledge in one's personal memory - includes judgment - insights - experience - know-how - personal beliefs - and personal values.

43. Factors that determine fair use
Proxemics
Thinking about the whole organization - rather than individuals - and looking primarily at processes
Hypothetical
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

44. Four characteristics of highly motivated clients
Rapid instructional design (RID)
Walk towards a participant as they speak
Organization - process - and job/performer.
Eager to succeed - open to support - interested in different tactics/methods and trying those out - learning oriented

45. 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
Solution Implementation
Seels and Glasgow instructional systems design model
Gain understanding or learning objectives - learn the materials - practice the delivery - prepare questions to stimulate learning.
Written tests - oral Q&A - performance tests - role plays

46. The processes performance management is primarily concerned with
Managerial/administrative - supervisory - functional
Developing employees - motivating employees - deploying employees - aligning people to process to increase performance
The sum of the numbers divided by the total number of values
Data - Information - Knowledge

47. Level 4 evaluation
Monetary impact/ROI
Validity
To aid in career planning
Behavior

48. Meta-tag
An HTML tag identifying the context of the contents on a website or knowledge base.
Central tendency
Management - performance
To systematically plan an organization's future

49. What is the primary reason for 360-degree feedback
Job analysis
High cost - scheduling difficulties - and temporary (unless learners have opportunity to practice)
Hard data
To aid in career planning

50. The way of learning that stresses experience and reflection - and uses an inductive learning process that takes a learner through five stages: experiencing - publishing - processing - generalizing - and applying
Multiple intelligences theory
Inputs - outputs - process controls - and resources.
Experiential learning
Eager to succeed - open to support - interested in different tactics/methods and trying those out - learning oriented

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Certified Professional In Learning And Performance Cplp

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