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 personal social styles per Harvey Robbins
Structures - patterns - events
To aid in career planning
Analytical - amiable - drivers - expressive
Gain understanding or learning objectives - learn the materials - practice the delivery - prepare questions to stimulate learning.


2. The three levels of problems in systems thinking
Management - performance
Structures - patterns - events
Two-aix matrixes - flowcharts - dichotomy - graphic models
Monetary impact/ROI


3. Double-loop learning
Focused on fundamental changes to thinking patterns and behaviors
Solution Implementation
Failure to partner - failure to consider culture - failure to manage change - and failure to adapt to the client.
Accelerated Learning


4. The three fundamental principles of HPI
Economic - social - political and legislative - workforce - technological - and competitive.
Identify business goals - clarify those goals - determine specificity and measurability of the goals.
HPI uses a results-based - systematic approach - HPI focuses on accomplishments before behavior - Organizations are systems.
The selection of measurement points which can have a large impact on the research's ability to be generalized


5. What does proxemics refer to?
Passive - active - empathetic - listening for knowledge - listening for clarification
Current organization climate - available resources
Personal space
Sequence


6. Four elements of an effective oral presentation
Constraints analysis
Questions that check for understanding or test for consensus
Proxemics
Opener - bridge - main body - and close


7. The learning domain that focuses on the skills and knowledge relating to an activity such as changing a car's oil
Learning Management System. Software that automates administration - tracking - and reporting of learning events (ILT and online).
Cognitive
Capture attention - reveal trainer's style - raise participant's comfort level - introduce the topic of the presentation.
Focused on learning and using new necessary skills through incremental change


8. Mentoring
Matching current - usually high-potential employees - with future roles within the company to systematic prepare them for a future role
Action plans - interviews - questionnaires - focus groups - performance contracts
Problem - action learning group - emphasis on careful questioning and listening - resolution to take action - commitment to learning - group facilitator/learning coach
Long-term process for performance improvement based on 1-on-1 interactions where mentee retains the responsibility for improvement


9. Mean
Mentoring is longer term - and mentors do not have responsibility for participants improvement.
The sum of the numbers divided by the total number of values
Ishikawa - fishbone
Request for proposal. A communication from an organization to potential vendors that defines the organizations needs and how to respond to those needs.


10. The four most important skills for a coach
Productivity Environmental Preference Survey (PEPS) - Canfield Learning Style Inventory - and Learning Style Questionnaire
Communication - client motivation - self-management - technical skills
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
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


11. Types of Level 5 instruments
Formulation - Development - Implementation - Evaluation
Time and resource intensive - undue influence of vocal member(s) - difficult to facilitate with a single facilitator to encourage participation and take notes
Control groups - management estimates - extant data - external studies
Performance audit


12. The process that measures if the practitioner measured what they intended to measure
Proxemics
Opportunity-centered
Validity
Identify organizational values - development mission - develop vision - develop value statements


13. The framework developed by Patricia Cross to describe some differences between adult and child learners
Bloom's taxonomy - six sigma - Kepner-Tregoe
The process that enables organizations to create short reference materials with relevant information by reducing information into codified - categorized - and reusable content.
Characteristics of adults as learners (CAL) conceptual framework
Facilitation is used to involve participants - and to help them learn from one another.


14. Describe noise - in communication theory
Eager to succeed - open to support - interested in different tactics/methods and trying those out - learning oriented
Something that disrupts the flow of information between source and receiver
Sorting - tabulating - and comparing raw to summarized data
Do not discriminate in any aspect of employment based on disabilities - with reasonable accommodations such as interpreters - reading aids - instructional material modifications - etc.


15. The processes performance management is primarily concerned with
Benjamin Bloom
Create new hire training - develop behavior-based interview questions - write performance objectives - prepare employees for career progression
Developing employees - motivating employees - deploying employees - aligning people to process to increase performance
A variable that can have one of two possible values.


16. Community of practice
External/organizational scans - identify business needs - identify change initiatives - collect data - analyze data - report on the data - design the change initiative
Robert Mager
Learner-centered - content-centered
A group of people who share a common interest - and are willing to share the experiences of their common interest.


17. Four benefits of web-based training
Ishikawa - fishbone
Information - feedback
Interviews
Cost-effectiveness - accessibility and application - learner access - and self-direction


18. The second component of the ASTD HPI model
External and environmental influences
Email - whiteboard - bulletin boards - chat rooms - online presentation tools - WIKIs - Blogs - forums - social sites
Performance Analysis
Language - speech - environmental - and psychological


19. The five characteristics of every job that influence employee motivation
Skill variety - task identity - task significance - autonomy - feedback
Harless' front-end analysis model
Pareto analysis
Cognitive


20. The purpose of strategic planning

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21. Two theories of motivation for coaching

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22. Examples of courseware
Formative evaluation
External/organizational scans - identify business needs - identify change initiatives - collect data - analyze data - report on the data - design the change initiative
Self-study guides - job aids - instructor-led materials - technology-delivered training deliverables - assessments
Conduct a SWOT - establish strategic goals - develop strategies to achieve the strategic goals


23. List seven principles of adult learning
Observe body language
Andragogy - time pressures - goal orientation - previous knowledge and experience - relevent content - levels of motivation - and different learning styles
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.
Rich data - comparable data across interviews with proper construction of interview protocol - and adds depth to quantative methods


24. The HPI tool that can gather both qualitative and quantitative data
Myer-Briggs Type Indicator (MBTI) - DiSC personality profile
Pareto analysis
Surveys
The process that enables organizations to create short reference materials with relevant information by reducing information into codified - categorized - and reusable content.


25. Cordinal data
Numbers or variables used to rank order a system
Action plans - interviews - questionnaires - focus groups - performance contracts
Management - performance
Experiential learning


26. Three criteria for formative evaluation
Solution Implementation
Understandable - accurate - functional
Identify performance gaps - gains commitment to learning - constructs practice to close gaps - drives application and reflection to improve competence
Central tendency


27. The instrument where participants rate two contrasting ideas or words by circling points on a line
Request for proposal. A communication from an organization to potential vendors that defines the organizations needs and how to respond to those needs.
Hypothetical
Semantic differential
Separation of place - time - or both among learners - instructors - and learning resources; Interactions are conducted through one or mode media.


28. The fifth component of the ASTD HPI model
Technical competence - people skills - conceptual skills - results - taste - judgment - character
Visual - Auditory - and Kinestethic
Solution Implementation
Focused on learning and using new necessary skills through incremental change


29. The five stages of D. E. Super's developmental framework
Growth - exploratory - establishment - maintenance - decline
Validity
Reality - feasibility - authority - and learning opportunities
Behavorism


30. List 10 types of root causes

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

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32. The HPI tool that uses the 80/20 rule
Inputs - outputs - process controls - and resources.
Interviews
Failure to partner - failure to consider culture - failure to manage change - and failure to adapt to the client.
Pareto analysis


33. Information
A measure of the variability of scores from the mean
Data that has been given context
Audience - behavior - condition - and degree
Gain understanding or learning objectives - learn the materials - practice the delivery - prepare questions to stimulate learning.


34. The criteria for determining if a project is appropriate for action learning
Semantic differential
Learning Content Management System. Software that packages courses and learning materials for print - CD-ROM - and electronic publication.
External coaching - internal coaching
Reality - feasibility - authority - and learning opportunities


35. The type of results produced by quantative methods
Image oriented - interactive - immediate - and intimate.
Surveys
problem - establish action plan - clarify values - identify alternatives - discover probable outcomes - eliminate alternatives systematically - start action
Hard data


36. The two criteria for a successful training program that must be accounted for by the WLP professional
Current organization climate - available resources
Cost-effectiveness - accessibility and application - learner access - and self-direction
Navigation
The sum of the numbers divided by the total number of values


37. The facilitation tool that can create just enough tension to get people thinking
Proxemics
Seels and Glasgow instructional systems design model
Silence
Interview - survey/questionnaire - observation - focus group - work diary/work log


38. Information Architecture
Objectivity - confidentiality
The most frequently occurring value
A description or design specification for how information should be treated and organized.
Formulation - Development - Implementation - Evaluation


39. Two examples of performance support systems
Job aids - and EPSS
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
The world is created in conversation
The minimum time schedule for completing all the tasks in a project with several overlapping or dependent tasks.


40. Karl Albrecht's progressive psychological phases of change response
Threat - problem - solution - habit
An HTML tag identifying the context of the contents on a website or knowledge base.
Bloom's taxonomy - six sigma - Kepner-Tregoe
Create a vision - communicate the plan - connect the people - congratulate success


41. CBT
Analytical - amiable - drivers - expressive
Computer-based training. Any learning event that uses computers as the primary distributions method.
Scaling and integrity
Benjamin Bloom


42. learning object
Self-contained chunk of instructional material
Philosophy of coaching - definition of coaching - standards of ethical coaching conduct - pledge of coaching ethics
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.
Presentation software


43. The four parts of the International Federation's (ICF) ethical standards
Opener - bridge - main body - and close
Scaling and integrity
Philosophy of coaching - definition of coaching - standards of ethical coaching conduct - pledge of coaching ethics
Two-aix matrixes - flowcharts - dichotomy - graphic models


44. LCMS
Silence
Proxemics
Learning Content Management System. Software that packages courses and learning materials for print - CD-ROM - and electronic publication.
To systematically plan an organization's future


45. Four cases when a trainer should not use a chart pack
The sum of the numbers divided by the total number of values
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.
A visual tools used to systematically describe actions/behaviors in a sequential flow - including all the steps and tasks for that process flow.
Awareness - modeling - targeted interventions - desensitization - training


46. Things a forcefield analysis ensures
Silence
A variable the influences the dependent variable
Review of objective and key points - review participant benefits - call participants to action - ask participants if they have any questions.
No area is overlooked - forces to be used are known - there is time to develop other strategies if the analysis reveals the need


47. The two criteria that learners must demonstrate before leaving performance-based training (PBT)
Rote skills - and prerequisite material
Knowledge - skills
Feedback
Focused on fundamental changes to thinking patterns and behaviors


48. List seven things that cannot be copyrighted
Myer-Briggs Type Indicator (MBTI) - DiSC personality profile
Ideas - processes - procedures - methods of operation - concepts - principles - and discoveries
Relevance - inquiry - freedom - connectedness - reception - empowerment - play
Focused on learning and using new necessary skills through incremental change


49. The five factors that affect human performance
Walk towards a participant as they speak
Managers are responsible for their own development - executives are responsible for the development of their subordinates - the organization is responsible for providing growth opportunities
Knowledge - skills - desire - environment - and opportunity
High cost - scheduling difficulties - and temporary (unless learners have opportunity to practice)


50. Sampling

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