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. Five conflict responses
Competing - accommodating - avoiding - collaborating - and compromising.
Initiating - planning - executing - controlling - closing
Electronic performance support system (EPSS)
Questions that stimulate discussion

2. The five stages of D. E. Super's developmental framework
An unknown or uncontrolled variable that produces an effect
Multiple intelligences theory
Gain understanding or learning objectives - learn the materials - practice the delivery - prepare questions to stimulate learning.
Growth - exploratory - establishment - maintenance - decline

3. The tasks involved in the evaluation phase of strategic development
Groupthink
Audience - Behavior - Condition - and Degree
An HTML tag identifying the context of the contents on a website or knowledge base.
Review strategies - measure performance - take correction action

4. The mode of training for which classroom training is most effective
Constraints analysis
Ginzberg's theory
Psychomotor skills
Documentation audit - information system survey - identification of external information sources

5. The method by which a trainer recognize signs of boredom - disinterest - or lack of understanding
Create a vision - communicate the plan - connect the people - congratulate success
Chat rooms are essentially synchronous (real-time) message boards.
Observe body language
Pilot tests - technical reviews - production reviews

6. The methods learning organizations use to create and foster productive learning
Culture - vision - strategy - and structure
Silence
Opportunity-centered
Objectivity - confidentiality

7. The final behavioral outcomes of a specific instructional event
Functional context
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
Current organization climate - available resources
Terminal objectives

8. The four Cs of change
Create a vision - communicate the plan - connect the people - congratulate success
problem - establish action plan - clarify values - identify alternatives - discover probable outcomes - eliminate alternatives systematically - start action
An HTML tag identifying the context of the contents on a website or knowledge base.
Groupthink

9. The seven steps in Krumboltz's DECIDES model
Management - performance
Solution Implementation
An HTML tag identifying the context of the contents on a website or knowledge base.
problem - establish action plan - clarify values - identify alternatives - discover probable outcomes - eliminate alternatives systematically - start action

10. The type of question - often starting with 'what if ...' - that is used to get learners to thinking freely
Hypothetical
Email - whiteboard - bulletin boards - chat rooms - online presentation tools - WIKIs - Blogs - forums - social sites
Numbers or variables used to rank order a system
Inputs - outputs - process controls - and resources.

11. 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
Determine business impact - improve the design of the learning experience - determine the content's adequacy
Rapid instructional design (RID)
Formative evaluation
Suggestopedia

12. Two types of job rotations
Engage learner's attention - present materials as input to brain - practice with ideas and skills - review to create new connections and applications
Audience - behavior - condition - and degree
Two-aix matrixes - flowcharts - dichotomy - graphic models
Cross-functional - cross-country/international

13. The four components of a learning objective
Pilot tests - technical reviews - production reviews
Audience - Behavior - Condition - and Degree
High cost - scheduling difficulties - and temporary (unless learners have opportunity to practice)
Breakeven ( ( Program Costs / Investment ) / ( Benefits / Cash Inflow) )

14. The type of results produced by quantative methods
Job aids - and EPSS
Change Management
Hard data
External coaching - internal coaching

15. The three fundamental principles of HPI
Focused on fundamental shifts in how people view themselves - and intentional alterations of beliefs and values about the world and themselves
A variable that can have one of two possible values.
HPI uses a results-based - systematic approach - HPI focuses on accomplishments before behavior - Organizations are systems.
Managerial/administrative - supervisory - functional

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

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17. The process of giving advice or information from one person to another about the usefulness of an event - process or action
Mentoring is longer term - and mentors do not have responsibility for participants improvement.
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.
Questions that stimulate discussion
Feedback

18. Systems thinking
Focused on fundamental shifts in how people view themselves - and intentional alterations of beliefs and values about the world and themselves
Formulation - Development - Implementation - Evaluation
Skill variety - task identity - task significance - autonomy - feedback
Thinking about the whole organization - rather than individuals - and looking primarily at processes

19. Skills / knowledge areas that SMEs may lack
Adult learning theories - instructional design techniques
Synchrononous occurs at a given time with a live instructor. Asynchronous is self-paced and available at any time.
Two-aix matrixes - flowcharts - dichotomy - graphic models
L = P + Q + R. Learning - Programmed instruction - Questioning - Reflection

20. Examples of courseware
Self-study guides - job aids - instructor-led materials - technology-delivered training deliverables - assessments
Terminal objectives
Cross-functional - cross-country/international
Review strategies - measure performance - take correction action

21. An assessment done during formation
Speed - quantity - quality/accuracy - thoroughness - timeliness
Split-half
Formative evaluation
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

22. Four tasks typically done in the job analysis
DMAIC methodology - IPO model - flowcharting - evaluation models
Seels and Glasgow instructional systems design model
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
Create new hire training - develop behavior-based interview questions - write performance objectives - prepare employees for career progression

23. Four characteristics of highly motivated clients
Eager to succeed - open to support - interested in different tactics/methods and trying those out - learning oriented
Management - performance
Failure to partner - failure to consider culture - failure to manage change - and failure to adapt to the client.
Conduct a SWOT - establish strategic goals - develop strategies to achieve the strategic goals

24. The first component of the ASTD HPI model
Harless' front-end analysis model
Performance audit
Convergers - divergers - assimilators - and accommodators
Business Analysis

25. The questioning technique that seeks to develop critical thinking and creativity
Socratic questioning
No area is overlooked - forces to be used are known - there is time to develop other strategies if the analysis reveals the need
The process that connects information - education - expertise - and practical application of people in an organization for the purposes of sharing and access.
Computer-based training. Any learning event that uses computers as the primary distributions method.

26. The three major tasks of analyzing data
Sorting - tabulating - and comparing raw to summarized data
Pedagogy
Inputs - outputs - process controls - and resources.
Indicate whether response was correct - explain an incorrect response or clarify a correct response - give instructions on how to proceed

27. The three levels that - when in harmony - work to optimal performance in the Rummler and Brache's model
Organization - process - and job/performer.
Visual - Auditory - and Kinestethic
Change 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

28. The core belief of appreciative inquiry theory
Benjamin Bloom
Psychomotor skills
The extent to which an instrument represents the program's content
The world is created in conversation

29. Single-loop learning
Information - resources - incentives/consequences - knowledge and skills - capacity - and motivation.
Focused on learning and using new necessary skills through incremental change
In statistics - it means probably true
Slides

30. The HPI tool that can gather both qualitative and quantitative data
Surveys
Solution Implementation
Learning technologies
Knowledge in one's personal memory - includes judgment - insights - experience - know-how - personal beliefs - and personal values.

31. Types of Level 1 instruments
Questionnaires - follow-up interviews - observation checklists
The mid-point of the distribution - 50% of the values are above/below this value
A visual tools used to systematically describe actions/behaviors in a sequential flow - including all the steps and tasks for that process flow.
Pedagogy

32. What is the best thing to do first when a client wants a designer to develop a training to improve declining business process
Perform a front-end analysis
Theatre style
Bloom's taxonomy - six sigma - Kepner-Tregoe
Low frequency - high complexity - high consequence of error - high probability of change in the future

33. The sixth component of the ASTD HPI model
Evaluation
Monetary impact/ROI
Long-term process for performance improvement based on 1-on-1 interactions where mentee retains the responsibility for improvement
Websites where users post questions - thoughts and observations - and can reply to other users postings of the same

34. The third component of the ASTD HPI model
Current organization climate - available resources
Cause Analysis
Seels and Glasgow instructional systems design model
Performance records - direct observation - supervisor checklists

35. Types of formative evaluation
Split-half
Pilot tests - technical reviews - production reviews
Data that has been given context
Mentoring is longer term - and mentors do not have responsibility for participants improvement.

36. Four activites to consider when closing a presentation
Action plans - interviews - questionnaires - focus groups - performance contracts
Phone - VoIP - online meetings - email - specialized software
Virtual Reality. Computer-based technology that gives the user a realistic - 3-D - interactive experience that engages as many senses as possible.
Review of objective and key points - review participant benefits - call participants to action - ask participants if they have any questions.

37. Knowledge
Structure and processes - resources - information - knowledge and skills - motives - and wellness.
Long-term process for performance improvement based on 1-on-1 interactions where mentee retains the responsibility for improvement
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.
Information that combined with understanding enables understanding

38. 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
External and environmental influences
An effective - structured way that captures people's learning from an experience.
Diagnose the problem - generate alternative actions/behaviors - identify consequences for those actions/behaviors
Observe body language

39. Three advantages of interviews as a data gathering technique
Personal space
Pareto analysis
Focused on fundamental changes to thinking patterns and behaviors
Rich data - comparable data across interviews with proper construction of interview protocol - and adds depth to quantative methods

40. The fourth component of the ASTD HPI model
Solution Selection
DMAIC methodology - IPO model - flowcharting - evaluation models
Knowledge - skills
problem - establish action plan - clarify values - identify alternatives - discover probable outcomes - eliminate alternatives systematically - start action

41. List David Kolk's four learning styles
Measures of quantity or numbers
Establish scope - create plan - implement plan - monitor/evaluate/revise plan
Convergers - divergers - assimilators - and accommodators
To aid in career planning

42. Three examples of active training techniques
Audience - behavior - condition - and degree
Management - performance
Brainstorming - case studies - and role plays
The world is created in conversation

43. The seven characteristics of good dialog
Scaling and integrity
Discovery - Dream - Design - and Destiny
Relevance - inquiry - freedom - connectedness - reception - empowerment - play
External coaching - internal coaching

44. The three tasks of business analysis
Focused on fundamental shifts in how people view themselves - and intentional alterations of beliefs and values about the world and themselves
Change Management
Identify business goals - clarify those goals - determine specificity and measurability of the goals.
External and environmental influences

45. Closed questions
Written tests - oral Q&A - performance tests - role plays
Questions that check for understanding or test for consensus
Charts - graphs
Misplacing ownership - misaligning incentives - saving recognition - playing favorites - misspeaking praise

46. learning object
Honesty - fairness - lawfulness - compassion - respect - loyalty - dependability
Self-contained chunk of instructional material
A group of people who share a common interest - and are willing to share the experiences of their common interest.
Observe body language

47. Four tools and techniques related to six sigma
Identify organizational values - development mission - develop vision - develop value statements
The outcome that depends on the independent variable and covariates
DMAIC methodology - IPO model - flowcharting - evaluation models
Psychomotor skills

48. ROI
Return-on-investment ( (Benefits - Costs) / Costs) * 100
Characteristics of adults as learners (CAL) conceptual framework
Audience - Behavior - Condition - and Degree
Observe body language

49. The process that measures if the practitioner measured what they intended to measure
Job aids - and EPSS
Opportunity-centered
Managerial/administrative - supervisory - functional
Validity

50. The two management practices similar to complexity theory
Ishikawa - fishbone
Data from archival records - existing records - report - and data
Upper-left cerebral - lower-left limbic - upper-right cerebral - and lower-right limbic
Learning organizations - systems thinking