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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 mode of training for which classroom training is most effective
Cost or budget - lesson content - learner background and expectations - time available - and facilities/equipment/materials
Psychomotor skills
- measure - analyze - improve - control
Technical competence - people skills - conceptual skills - results - taste - judgment - character

2. Explicit knowledge
Bloom's Taxonomy
Knowledge that has been documented - includes books - manuals - training courses - job aids - software rules - databases - etc.
Learner characteristics like age - educational background - cultural background - learner expectations - and learn motivation to attend
Long-term process for performance improvement based on 1-on-1 interactions where mentee retains the responsibility for improvement

3. The final behavioral outcomes of a specific instructional event
Terminal objectives
Learning Management System (LMS)
Reaction
Performance Analysis

4. The four components of a learning objective
The outcome that depends on the independent variable and covariates
Audience - Behavior - Condition - and Degree
Action plans - interviews - questionnaires - focus groups - performance contracts
Cost or budget - lesson content - learner background and expectations - time available - and facilities/equipment/materials

5. Four tasks typically done in the job analysis
Theatre style
Entertainment - interaction - control - usability - and customization
Create new hire training - develop behavior-based interview questions - write performance objectives - prepare employees for career progression
Sequence

6. The method where instruction is provided in a self-directed format that is available at all times - even with a facilitator is not online
Request for proposal. A communication from an organization to potential vendors that defines the organizations needs and how to respond to those needs.
Asynchronous
Performance records - direct observation - supervisor checklists
Facilitation is used to involve participants - and to help them learn from one another.

7. The ability of the same measurement to produce consistent results over time
Myer-Briggs Type Indicator (MBTI) - DiSC personality profile
Reliability
Questions that stimulate discussion
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

8. The three foundations of action learning

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9. Three tools for determining learner preferences
Pilot tests - technical reviews - production reviews
Productivity Environmental Preference Survey (PEPS) - Canfield Learning Style Inventory - and Learning Style Questionnaire
The extent to which an instrument represents the program's content
Eager to succeed - open to support - interested in different tactics/methods and trying those out - learning oriented

10. The technique that allows a WLP professional to present material in a professional manner - and keep a class focused on the correct topic
Rich data - comparable data across interviews with proper construction of interview protocol - and adds depth to quantative methods
Preparation
To improve performance by systematically developing human expertise through organizational development and training
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

11. The tasks involved in the formulation phase of strategic development
Identify organizational values - development mission - develop vision - develop value statements
A variable that can have one of two possible values.
Theatre style
Navigation

12. The term for the relationship of people's positions in space
Raw and non-contextual - and can exist in forms usable or not
Visual - Auditory - and Kinestethic
Proxemics
Defining objectives - identifying necessary data - selecting data collection methods - collecting data - analyzing and confirming data - and reporting on the data

13. The learning theory that attempts to involve the left and right hemispheres of the brain to make learning more natural
Balanced scorecard
Opener - bridge - main body - and close
Determine business impact - improve the design of the learning experience - determine the content's adequacy
Accelerated Learning

14. Types of Level 3 instruments
Action plans - interviews - questionnaires - focus groups - performance contracts
Dictatorship - anarchy - democracy
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
Brainstorming - case studies - and role plays

15. Three pitfalls of coaching
Self-study guides - job aids - instructor-led materials - technology-delivered training deliverables - assessments
Misplacing ownership - misaligning incentives - saving recognition - playing favorites - misspeaking praise
Two-aix matrixes - flowcharts - dichotomy - graphic models
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

16. The purposes of training evaluation

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17. The three levels that - when in harmony - work to optimal performance in the Rummler and Brache's model
Create safe haven for learning - create a comfortable environment - encourage participation - facilitate more than lecture.
Organization - process - and job/performer.
Review strategies - measure performance - take correction action
Developing employees - motivating employees - deploying employees - aligning people to process to increase performance

18. LMS
Upper-left cerebral - lower-left limbic - upper-right cerebral - and lower-right limbic
Results
Presentation software
Learning Management System. Software that automates administration - tracking - and reporting of learning events (ILT and online).

19. Discrete
Extroversion/Introversion - Sensing/Intuition - Thinking/Feeling - Judgment/Perception
A variable in whole number or distinct units (opposed to continuous)
Robert Mager
Proxemics

20. Four characteristics of highly motivated clients
Awareness - modeling - targeted interventions - desensitization - training
Communication - client motivation - self-management - technical skills
Opportunity-centered
Eager to succeed - open to support - interested in different tactics/methods and trying those out - learning oriented

21. Five approaches to facilitate inclusion
Brainstorming - case studies - and role plays
Awareness - modeling - targeted interventions - desensitization - training
Establish short-term objectives - create an action plan to achieve short-term objectives - allocate resources to the objectives - motivate employees to reach the objectives
Data from archival records - existing records - report - and data

22. Steps in Pfeiffer and Jones' experiential learning cycle
Experiencing - publishing - processing - generalizing - and applying
Extroversion/Introversion - Sensing/Intuition - Thinking/Feeling - Judgment/Perception
Cost or budget - lesson content - learner background and expectations - time available - and facilities/equipment/materials
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.

23. The three tasks of business analysis
Identify business goals - clarify those goals - determine specificity and measurability of the goals.
Structures - patterns - events
Social contexting - contexting - authority - and concept of time
An unknown or uncontrolled variable that produces an effect

24. The four Cs of change
Managers are responsible for their own development - executives are responsible for the development of their subordinates - the organization is responsible for providing growth opportunities
Thinking about the whole organization - rather than individuals - and looking primarily at processes
Create a vision - communicate the plan - connect the people - congratulate success
High cost - scheduling difficulties - and temporary (unless learners have opportunity to practice)

25. Two guiding principles of displaying quantative data in charts and graphs
Suggestopedia
Scaling and integrity
Control groups - management estimates - extant data - external studies
An HTML tag identifying the context of the contents on a website or knowledge base.

26. Four cases when a trainer should not use a chart pack
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.
Andragogy - time pressures - goal orientation - previous knowledge and experience - relevent content - levels of motivation - and different learning styles
Action plans - interviews - questionnaires - focus groups - performance contracts
Experiencing - publishing - processing - generalizing - and applying

27. Describe a chat room
Pilot tests - technical reviews - production reviews
Cause Analysis
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
Chat rooms are essentially synchronous (real-time) message boards.

28. The six major factors that influence performance in Gilbert's behavior engineering model
Structure
Initiating - planning - executing - controlling - closing
External and environmental influences
Information - resources - incentives/consequences - knowledge and skills - capacity - and motivation.

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

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30. Four ways to create a learning climate based on Knowles' work
Organization - process - and job/performer.
Opener - bridge - main body - and close
Chat rooms are essentially synchronous (real-time) message boards.
Create safe haven for learning - create a comfortable environment - encourage participation - facilitate more than lecture.

31. Five mistakes managers can make to negatively impact employee motivation
Electronic performance support system (EPSS)
Misplacing ownership - misaligning incentives - saving recognition - playing favorites - misspeaking praise
Scaling and integrity
Knowledge - skills - desire - environment - and opportunity

32. The sixth component of the ASTD HPI model
Current organization climate - available resources
Evaluation
Extroversion/Introversion - Sensing/Intuition - Thinking/Feeling - Judgment/Perception
Questionnaires - follow-up interviews - observation checklists

33. Three advantages of interviews as a data gathering technique
Business needs - performance needs - learning needs - and learner needs
Information that combined with understanding enables understanding
An unknown or uncontrolled variable that produces an effect
Rich data - comparable data across interviews with proper construction of interview protocol - and adds depth to quantative methods

34. 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
Rote skills
Experiential learning
Interview - survey/questionnaire - observation - focus group - work diary/work log

35. Three tasks for knowledge mapping
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.
The process that connects information - education - expertise - and practical application of people in an organization for the purposes of sharing and access.
Documentation audit - information system survey - identification of external information sources

36. What does context refer to in designing learning
Opportunity-centered
Learner characteristics like age - educational background - cultural background - learner expectations - and learn motivation to attend
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.
problem - establish action plan - clarify values - identify alternatives - discover probable outcomes - eliminate alternatives systematically - start action

37. Sequencing and structure are closely related. What is the order in which skills and information are taught
Discovery - Dream - Design - and Destiny
Sequence
A variable the influences the dependent variable
Information - feedback

38. The fourth component of the ASTD HPI model
Icebreakers do not have to relate to the session materials. Opening exercise introduces the session materials being taught.
Adult learning theories - instructional design techniques
Solution Selection
Meta-evaluation

39. Content validity

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40. Three criteria for formative evaluation
External and environmental influences
Understandable - accurate - functional
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
Rehersal

41. The tasks involved in the development phase of strategic development
In statistics - it means probably true
Terminal objectives
Conduct a SWOT - establish strategic goals - develop strategies to achieve the strategic goals
Structure

42. Information
An HTML tag identifying the context of the contents on a website or knowledge base.
Enabling objectives
Data that has been given context
Analytical - amiable - drivers - expressive

43. The five elements of learner engagement
Reaction
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
Entertainment - interaction - control - usability - and customization
Computer-based training. Any learning event that uses computers as the primary distributions method.

44. The criteria for determining if a project is appropriate for action learning
Slides
Behavior
Reality - feasibility - authority - and learning opportunities
Cost-effectiveness - accessibility and application - learner access - and self-direction

45. What is the best thing to do first when a client wants a designer to develop a training to improve declining business process
The most frequently occurring value
Return-on-investment ( (Benefits - Costs) / Costs) * 100
Perform a front-end analysis
Capture attention - reveal trainer's style - raise participant's comfort level - introduce the topic of the presentation.

46. The seating arrangement is the least conducive to stimulating group discussion
Low frequency - high complexity - high consequence of error - high probability of change in the future
Kurt Lewin's forcefield analysis
Written tests - oral Q&A - performance tests - role plays
Theatre style

47. The four areas measured during a training needs assessment
Relevance - inquiry - freedom - connectedness - reception - empowerment - play
Thinking about the whole organization - rather than individuals - and looking primarily at processes
Skill variety - task identity - task significance - autonomy - feedback
Business needs - performance needs - learning needs - and learner needs

48. The method used to identify the efficiency and effectiveness of employees
Numbers or variables used to rank order a system
An unknown or uncontrolled variable that produces an effect
Performance audit
Data from archival records - existing records - report - and data

49. The technique trainers should use when they want to use the revelation technique
Breakeven ( ( Program Costs / Investment ) / ( Benefits / Cash Inflow) )
Communication - client motivation - self-management - technical skills
Theatre style
Presentation software

50. EPSS
Language - speech - environmental - and psychological
Review strategies - measure performance - take correction action
Electronic Performance Support System. Software that provides just-in-time help - guidance - coaching - or assistance to improve job performance.
Learning organizations - systems thinking