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

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2. Median
The mid-point of the distribution - 50% of the values are above/below this value
Questions that stimulate discussion
Phone - VoIP - online meetings - email - specialized software
Skill variety - task identity - task significance - autonomy - feedback

3. Types of formative evaluation
Pilot tests - technical reviews - production reviews
Accelerated Learning
Presentation software
When the cause of the problem is a lack of knowledge or skills

4. 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
Growth - exploratory - establishment - maintenance - decline
The mid-point of the distribution - 50% of the values are above/below this value
Constraints analysis

5. 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.
Preparation
A group of people who share a common interest - and are willing to share the experiences of their common interest.
Solution Implementation

6. Four characteristics of tasks that are well-suited for job aids
Low frequency - high complexity - high consequence of error - high probability of change in the future
When the cause of the problem is a lack of knowledge or skills
Conduct a SWOT - establish strategic goals - develop strategies to achieve the strategic goals
A variable that can have one of two possible values.

7. Four personal social styles per Harvey Robbins
Objectivity - confidentiality
Focused on fundamental changes to thinking patterns and behaviors
Analytical - amiable - drivers - expressive
Andragogy - time pressures - goal orientation - previous knowledge and experience - relevent content - levels of motivation - and different learning styles

8. 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
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
The extent to which an instrument predicts future results
External and environmental influences
Image oriented - interactive - immediate - and intimate.

9. Four phases of succession planning
Focused on fundamental changes to thinking patterns and behaviors
Establish scope - create plan - implement plan - monitor/evaluate/revise plan
Groupthink
Monetary impact/ROI

10. Explicit knowledge
Performance audit
Computer-based training. Any learning event that uses computers as the primary distributions method.
Knowledge that has been documented - includes books - manuals - training courses - job aids - software rules - databases - etc.
Focused on fundamental changes to thinking patterns and behaviors

11. Predictive validity
Walk towards a participant as they speak
Interview - survey/questionnaire - observation - focus group - work diary/work log
Entertainment - interaction - control - usability - and customization
The extent to which an instrument predicts future results

12. The factors that are defined during the performance gap analysis
Reality - feasibility - authority - and learning opportunities
Driving forces - restraining forces - current state - desired state
Learning organizations - systems thinking
Icebreakers do not have to relate to the session materials. Opening exercise introduces the session materials being taught.

13. Level 2 evaluation
Learner characteristics like age - educational background - cultural background - learner expectations - and learn motivation to attend
Experiencing - publishing - processing - generalizing - and applying
Learning
Performance Analysis

14. The topics of the A-B-C-D training development process
Knowledge that has been documented - includes books - manuals - training courses - job aids - software rules - databases - etc.
Structure and processes - resources - information - knowledge and skills - motives - and wellness.
Audience - behavior - condition - and degree
Data from archival records - existing records - report - and data

15. ROI
Semantic differential
Return-on-investment ( (Benefits - Costs) / Costs) * 100
A group of people who share a common interest - and are willing to share the experiences of their common interest.
Passive - active - empathetic - listening for knowledge - listening for clarification

16. Sampling

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17. The four parts of the International Federation's (ICF) ethical standards
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
Philosophy of coaching - definition of coaching - standards of ethical coaching conduct - pledge of coaching ethics
Convergers - divergers - assimilators - and accommodators
Structures - patterns - events

18. The second component of the ASTD HPI model
Reaction
Questions that stimulate discussion
Behavorism
Performance Analysis

19. The kinds of objectives that support the final behavioral outcomes by breaking them down into more manageable chunks
Capture attention - help message to be remembered - establish rapport - build credibility - and build team unity.
Numbers or variables used to classify a system
The extent to which an instrument predicts future results
Enabling objectives

20. Things feedback to a learner that answered a question should do
Likert scale
Myer-Briggs Type Indicator (MBTI) - DiSC personality profile
Capture attention - help message to be remembered - establish rapport - build credibility - and build team unity.
Indicate whether response was correct - explain an incorrect response or clarify a correct response - give instructions on how to proceed

21. The tasks involved in the implementation phase of strategic development
Control groups - management estimates - extant data - external studies
Job aids - and EPSS
Establish short-term objectives - create an action plan to achieve short-term objectives - allocate resources to the objectives - motivate employees to reach the objectives
Rehersal

22. Five conflict responses
Identify performance gaps - gains commitment to learning - constructs practice to close gaps - drives application and reflection to improve competence
Myer-Briggs Type Indicator (MBTI) - DiSC personality profile
Competing - accommodating - avoiding - collaborating - and compromising.
Gain understanding or learning objectives - learn the materials - practice the delivery - prepare questions to stimulate learning.

23. Extant
A measure of the variability of scores from the mean
The process that enables organizations to create short reference materials with relevant information by reducing information into codified - categorized - and reusable content.
L = P + Q + R. Learning - Programmed instruction - Questioning - Reflection
Data from archival records - existing records - report - and data

24. Types of synthesis models
Learning Content Management System. Software that packages courses and learning materials for print - CD-ROM - and electronic publication.
Knowledge that has been documented - includes books - manuals - training courses - job aids - software rules - databases - etc.
Cost or budget - lesson content - learner background and expectations - time available - and facilities/equipment/materials
Two-aix matrixes - flowcharts - dichotomy - graphic models

25. What is the best thing to do first when a client wants a designer to develop a training to improve declining business process
Email - whiteboard - bulletin boards - chat rooms - online presentation tools - WIKIs - Blogs - forums - social sites
The outcome that depends on the independent variable and covariates
Knowledge - skills - desire - environment - and opportunity
Perform a front-end analysis

26. Sequencing and structure are closely related. What refers to the relationship among skills and topics
A collection of code containing instructions for a computer to perform a specific action
Structure
Hard data
Characteristics of adults as learners (CAL) conceptual framework

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

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28. Sequencing and structure are closely related. What is the order in which skills and information are taught
Balanced scorecard
Ideas - processes - procedures - methods of operation - concepts - principles - and discoveries
Reality - feasibility - authority - and learning opportunities
Sequence

29. The learning theory that includes activities like behavioral modeling - simulations - role plays - skill drills - and rewards
Do not discriminate in any aspect of employment based on disabilities - with reasonable accommodations such as interpreters - reading aids - instructional material modifications - etc.
Behavorism
Bloom's taxonomy - six sigma - Kepner-Tregoe
Howard Gardner

30. The tell approach to learning - based on the theory that learning occurs through exposure to logically presented information - usually involving lecture
Computer-based training. Any learning event that uses computers as the primary distributions method.
Cognitivism
The outcome that depends on the independent variable and covariates
Eager to succeed - open to support - interested in different tactics/methods and trying those out - learning oriented

31. Double-loop learning
DMAIC methodology - IPO model - flowcharting - evaluation models
Focused on fundamental changes to thinking patterns and behaviors
Terminal objectives
Behavorism

32. The questioning technique that seeks to develop critical thinking and creativity
Review strategies - measure performance - take correction action
- measure - analyze - improve - control
In statistics - it means probably true
Socratic questioning

33. Three examples of active training techniques
Maslow's hierarchy - McGregor's Theory X and Y of management
Language - speech - environmental - and psychological
Brainstorming - case studies - and role plays
Written tests - oral Q&A - performance tests - role plays

34. An evaluation of an evaluation
Silence
Measures looking at opinions - behaviors - and attributes
Meta-evaluation
DMAIC methodology - IPO model - flowcharting - evaluation models

35. The three levels that - when in harmony - work to optimal performance in the Rummler and Brache's model
Rapid instructional design (RID)
Organization - process - and job/performer.
Adult learning theories - instructional design techniques
Audience - Behavior - Condition - and Degree

36. The four quadrants in W.E. (Ned) Herrmann's learning brain model
The selection of measurement points which can have a large impact on the research's ability to be generalized
Honesty - fairness - lawfulness - compassion - respect - loyalty - dependability
Upper-left cerebral - lower-left limbic - upper-right cerebral - and lower-right limbic
Performance audit

37. The learning domain that focuses on the skills and knowledge relating to an activity such as changing a car's oil
The extent to which an instrument predicts future results
Form - storm - norm - perform - and adjourn.
Cognitive
Focused on learning and using new necessary skills through incremental change

38. The components of the action learning formula
Rehersal
Learner-centered - content-centered
L = P + Q + R. Learning - Programmed instruction - Questioning - Reflection
HPI uses a results-based - systematic approach - HPI focuses on accomplishments before behavior - Organizations are systems.

39. Knowledge
Control groups - management estimates - extant data - external studies
Initiating - planning - executing - controlling - closing
Structure and processes - resources - information - knowledge and skills - motives - and wellness.
Information that combined with understanding enables understanding

40. Three criteria for formative evaluation
Cognitive
Understandable - accurate - functional
The selection of measurement points which can have a large impact on the research's ability to be generalized
Semantic differential

41. Software that automates the administration of training
Indicate whether response was correct - explain an incorrect response or clarify a correct response - give instructions on how to proceed
Learning Management System (LMS)
Self-contained chunk of instructional material
Conduct a SWOT - establish strategic goals - develop strategies to achieve the strategic goals

42. The diagnostic model that identifies the performance problem cause - based on cause driving solution

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43. Information Architecture
Learning technologies
Social contexting - contexting - authority - and concept of time
A description or design specification for how information should be treated and organized.
Chaos is simple systems generating complicated behavior. Complexity is complicated systems generating simple behavior.

44. The four dimensions of personality per the Myers-Briggs Type Indicator
The most frequently occurring value
Low frequency - high complexity - high consequence of error - high probability of change in the future
Understandable - accurate - functional
Extroversion/Introversion - Sensing/Intuition - Thinking/Feeling - Judgment/Perception

45. Two examples of performance support systems
Walk towards a participant as they speak
Economic - social - political and legislative - workforce - technological - and competitive.
Job aids - and EPSS
An effective - structured way that captures people's learning from an experience.

46. The six factors an instructional designer must consider before choosing techniques and training materials
Cost or budget - lesson content - learner background and expectations - time available - and facilities/equipment/materials
Seels and Glasgow instructional systems design model
Knowledge - skills
Identify organizational values - development mission - develop vision - develop value statements

47. The purpose of workforce planning
To improve performance by systematically developing human expertise through organizational development and training
Phone - VoIP - online meetings - email - specialized software
Action plans - interviews - questionnaires - focus groups - performance contracts
Self-study guides - job aids - instructor-led materials - technology-delivered training deliverables - assessments

48. Examples of courseware
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
Self-study guides - job aids - instructor-led materials - technology-delivered training deliverables - assessments
Knowledge - skills - desire - environment - and opportunity
Engage learner's attention - present materials as input to brain - practice with ideas and skills - review to create new connections and applications

49. The criteria for determining if a project is appropriate for action learning
Split-half
Honesty - fairness - lawfulness - compassion - respect - loyalty - dependability
Reality - feasibility - authority - and learning opportunities
Upper-left cerebral - lower-left limbic - upper-right cerebral - and lower-right limbic

50. Qualitative
Dictatorship - anarchy - democracy
Scaling and integrity
Knowledge - skills - desire - environment - and opportunity
Measures looking at opinions - behaviors - and attributes