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. Four steps to prepare for training delivery
Knowledge - skills - desire - environment - and opportunity
Polling questions
Gain understanding or learning objectives - learn the materials - practice the delivery - prepare questions to stimulate learning.
Information that combined with understanding enables understanding

2. Dichotomous
Eager to succeed - open to support - interested in different tactics/methods and trying those out - learning oriented
Documentation audit - information system survey - identification of external information sources
Disengagement - disidentification - disorientation - and disenchantment.
A variable that can have one of two possible values.

3. The two primary tools for the visual display of quantitative data
Charts - graphs
When the cause of the problem is a lack of knowledge or skills
Economic - social - political and legislative - workforce - technological - and competitive.
Knowledge in one's personal memory - includes judgment - insights - experience - know-how - personal beliefs - and personal values.

4. Double-loop learning
Documentation audit - information system survey - identification of external information sources
Focused on fundamental changes to thinking patterns and behaviors
Data from archival records - existing records - report - and data
Determine business impact - improve the design of the learning experience - determine the content's adequacy

5. List seven things that cannot be copyrighted
Ideas - processes - procedures - methods of operation - concepts - principles - and discoveries
Determine business impact - improve the design of the learning experience - determine the content's adequacy
Experiencing - publishing - processing - generalizing - and applying
Knowledge that has been documented - includes books - manuals - training courses - job aids - software rules - databases - etc.

6. Critical Path
Knowledge that has been documented - includes books - manuals - training courses - job aids - software rules - databases - etc.
The minimum time schedule for completing all the tasks in a project with several overlapping or dependent tasks.
Preparation
Subject-matter expert

7. Five job analysis methods
The extent to which an instrument predicts future results
Interview - survey/questionnaire - observation - focus group - work diary/work log
Learner self-concept - Learner prior experience - Readiness to learn - Orientation to learning - and Motivation to learn
Functional context

8. The sixth component of the ASTD HPI model
Evaluation
To systematically plan an organization's future
Pedagogy
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

9. Four basic components of a process
To systematically plan an organization's future
Philosophy of coaching - definition of coaching - standards of ethical coaching conduct - pledge of coaching ethics
Inputs - outputs - process controls - and resources.
Polling questions

10. Sampling

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11. The fourth component of the ASTD HPI model
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.
Structure and processes - resources - information - knowledge and skills - motives - and wellness.
Documentation audit - information system survey - identification of external information sources
Solution Selection

12. The technique - developed by Georgi Lazanov - that uses the instructional application of stimulating the body and mind at peak efficiency to develop super-learning capabilities
Suggestopedia
Capture attention - reveal trainer's style - raise participant's comfort level - introduce the topic of the presentation.
Economic - social - political and legislative - workforce - technological - and competitive.
Adult learning theories - instructional design techniques

13. Mode
Competing - accommodating - avoiding - collaborating - and compromising.
Entertainment - interaction - control - usability - and customization
Establish scope - create plan - implement plan - monitor/evaluate/revise plan
The most frequently occurring value

14. The kinds of objectives that support the final behavioral outcomes by breaking them down into more manageable chunks
Disengagement - disidentification - disorientation - and disenchantment.
An unknown or uncontrolled variable that produces an effect
Determine business impact - improve the design of the learning experience - determine the content's adequacy
Enabling objectives

15. Types of Level 3 instruments
Hypothetical
Action plans - interviews - questionnaires - focus groups - performance contracts
Honesty - fairness - lawfulness - compassion - respect - loyalty - dependability
Formulation - Development - Implementation - Evaluation

16. CBT
Computer-based training. Any learning event that uses computers as the primary distributions method.
Multiple intelligences theory
Entertainment - interaction - control - usability - and customization
Ginzberg's theory

17. The four most important skills for a coach
Communication - client motivation - self-management - technical skills
Inputs - outputs - process controls - and resources.
Image oriented - interactive - immediate - and intimate.
Request for proposal. A communication from an organization to potential vendors that defines the organizations needs and how to respond to those needs.

18. Continuous
A measure of the variability of scores from the mean
Knowledge - skills - desire - environment - and opportunity
A variable whose quantification can be broken down into very small units - often called analog (opposed to discrete)
Review of objective and key points - review participant benefits - call participants to action - ask participants if they have any questions.

19. The technique that allows a WLP professional to present material in a professional manner - and keep a class focused on the correct topic
High cost - scheduling difficulties - and temporary (unless learners have opportunity to practice)
Silence
Managers are responsible for their own development - executives are responsible for the development of their subordinates - the organization is responsible for providing growth opportunities
Preparation

20. The seven attributes essential for leadership per Warren Bennis
Perform a front-end analysis
Technical competence - people skills - conceptual skills - results - taste - judgment - character
Review of objective and key points - review participant benefits - call participants to action - ask participants if they have any questions.
Data - Information - Knowledge

21. Two influences of great effect on employee motivation
Management - performance
Personal space
Learner characteristics like age - educational background - cultural background - learner expectations - and learn motivation to attend
The extent to which an instrument predicts future results

22. The tasks involved in the formulation phase of strategic development
Identify organizational values - development mission - develop vision - develop value statements
Evaluation
Silence
Hard data

23. The framework developed by Patricia Cross to describe some differences between adult and child learners
An effective - structured way that captures people's learning from an experience.
Speed - quantity - quality/accuracy - thoroughness - timeliness
Characteristics of adults as learners (CAL) conceptual framework
Central tendency

24. 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.
Knowledge that has been documented - includes books - manuals - training courses - job aids - software rules - databases - etc.
Charts - graphs
Learning style

25. Contrast mentoring to coaching
External coaching - internal coaching
Create new hire training - develop behavior-based interview questions - write performance objectives - prepare employees for career progression
External and environmental influences
Mentoring is longer term - and mentors do not have responsibility for participants improvement.

26. The other names for a cause-and-effect diagram
Characteristics of adults as learners (CAL) conceptual framework
Polling questions
Ishikawa - fishbone
Information that combined with understanding enables understanding

27. The three levels of problems in systems thinking
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
Structures - patterns - events
The sum of the numbers divided by the total number of values
Design

28. The ability of the same measurement to produce consistent results over time
Terminal objectives
Awareness - modeling - targeted interventions - desensitization - training
Accelerated Learning
Reliability

29. The first component of the ASTD HPI model
Business Analysis
Disengagement - disidentification - disorientation - and disenchantment.
Personal space
Communication - client motivation - self-management - technical skills

30. The learning theory that includes activities like behavioral modeling - simulations - role plays - skill drills - and rewards
Behavorism
Identify business goals - clarify those goals - determine specificity and measurability of the goals.
Do not discriminate in any aspect of employment based on disabilities - with reasonable accommodations such as interpreters - reading aids - instructional material modifications - etc.
Subject-matter expert

31. The method by which a trainer recognize signs of boredom - disinterest - or lack of understanding
Observe body language
Cost or budget - lesson content - learner background and expectations - time available - and facilities/equipment/materials
Awareness - modeling - targeted interventions - desensitization - training
Learning Content Management System. Software that packages courses and learning materials for print - CD-ROM - and electronic publication.

32. Malcolm Knowles' work tipped the instructional systems design scale. The two ends of that scale
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
Self-contained chunk of instructional material
Seels and Glasgow instructional systems design model
Learner-centered - content-centered

33. Mentoring
Documentation audit - information system survey - identification of external information sources
Long-term process for performance improvement based on 1-on-1 interactions where mentee retains the responsibility for improvement
Developing employees - motivating employees - deploying employees - aligning people to process to increase performance
Dictatorship - anarchy - democracy

34. The two criteria for a successful training program that must be accounted for by the WLP professional
Information - feedback
Current organization climate - available resources
Experiential learning
Reliability

35. Knowledge management
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
To systematically plan an organization's future
Questionnaires - follow-up interviews - observation checklists
Initiating - planning - executing - controlling - closing

36. Four characteristics of highly motivated clients
Opener - bridge - main body - and close
Eager to succeed - open to support - interested in different tactics/methods and trying those out - learning oriented
A measure of the variability of scores from the mean
Change Management

37. The components of the VAK model
Benefit-to-cost ratio (Total Benefit / Total Program Cost)
Design
Visual - Auditory - and Kinestethic
Socratic questioning

38. The popularizer of the multiple intelligences theory
Enabling objectives
Opportunity-centered
Howard Gardner
Formative evaluation

39. Compare/contrast chaos and complexity
Disengagement - disidentification - disorientation - and disenchantment.
Numbers or variables used to rank order a system
Chaos is simple systems generating complicated behavior. Complexity is complicated systems generating simple behavior.
Suggestopedia

40. The theory that describes how intelligences reflect how people prefer to process information
Written tests - oral Q&A - performance tests - role plays
An unknown or uncontrolled variable that produces an effect
Multiple intelligences theory
Benjamin Bloom

41. 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
HPI uses a results-based - systematic approach - HPI focuses on accomplishments before behavior - Organizations are systems.
External/organizational scans - identify business needs - identify change initiatives - collect data - analyze data - report on the data - design the change initiative
Managerial/administrative - supervisory - functional
External and environmental influences

42. Four things a coach does
Simulations
Identify performance gaps - gains commitment to learning - constructs practice to close gaps - drives application and reflection to improve competence
A variable in whole number or distinct units (opposed to continuous)
Written tests - oral Q&A - performance tests - role plays

43. The measure that is defined by mean - median - and mode
To improve performance by systematically developing human expertise through organizational development and training
Questions that stimulate discussion
Central tendency
Sequence

44. Level 3 evaluation
Business needs - performance needs - learning needs - and learner needs
Questionnaires - follow-up interviews - observation checklists
Results
Sorting - tabulating - and comparing raw to summarized data

45. The six factors an instructional designer must consider before choosing techniques and training materials
Seels and Glasgow instructional systems design model
Mentoring is longer term - and mentors do not have responsibility for participants improvement.
Identify business goals - clarify those goals - determine specificity and measurability of the goals.
Cost or budget - lesson content - learner background and expectations - time available - and facilities/equipment/materials

46. Steps of managing a change project
Initiating - planning - executing - controlling - closing
Learner characteristics like age - educational background - cultural background - learner expectations - and learn motivation to attend
Objectivity - confidentiality
Feedback

47. Four activites to consider when closing a presentation
The sum of the numbers divided by the total number of values
Rehersal
Review of objective and key points - review participant benefits - call participants to action - ask participants if they have any questions.
Capture attention - reveal trainer's style - raise participant's comfort level - introduce the topic of the presentation.

48. Cordinal data
Measures looking at opinions - behaviors - and attributes
Numbers or variables used to rank order a system
Measures of quantity or numbers
Computer-based training. Any learning event that uses computers as the primary distributions method.

49. BCR
Sorting - tabulating - and comparing raw to summarized data
Initiating - planning - executing - controlling - closing
A visual tools used to systematically describe actions/behaviors in a sequential flow - including all the steps and tasks for that process flow.
Benefit-to-cost ratio (Total Benefit / Total Program Cost)

50. Four cases when a trainer should not use a chart pack
Technology - new products - shareholders - financial conditions - system challenges - process challenges - policies
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
A visual tools used to systematically describe actions/behaviors in a sequential flow - including all the steps and tasks for that process flow.
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.