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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 type of learning that E-Learning is outstanding for teaching because it has infinite patience
The multiple dependent variables in a study with multiple independent variables
Virtual Reality. Computer-based technology that gives the user a realistic - 3-D - interactive experience that engages as many senses as possible.
Terminal objectives
Rote skills

2. The two criteria for a successful training program that must be accounted for by the WLP professional
Solution Selection
Current organization climate - available resources
The world is created in conversation
Questions that stimulate discussion

3. The instructional design model is based on the assumptions that design happens in a context of project management that establishes roles - tasks - timelines - budgets - checkpoints - and supervisory procedures
Passive - active - empathetic - listening for knowledge - listening for clarification
Problem - action learning group - emphasis on careful questioning and listening - resolution to take action - commitment to learning - group facilitator/learning coach
Seels and Glasgow instructional systems design model
Time and resource intensive - undue influence of vocal member(s) - difficult to facilitate with a single facilitator to encourage participation and take notes

4. Describe how facilitation differs from training
Information - feedback
Image oriented - interactive - immediate - and intimate.
Facilitation is used to involve participants - and to help them learn from one another.
Knowledge that has been documented - includes books - manuals - training courses - job aids - software rules - databases - etc.

5. Four common mistakes HPI professionals make in selecting - designing - and implementing interventions
Structure and processes - resources - information - knowledge and skills - motives - and wellness.
The world is created in conversation
Audience - behavior - condition - and degree
Failure to partner - failure to consider culture - failure to manage change - and failure to adapt to the client.

6. 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
Economic - social - political and legislative - workforce - technological - and competitive.
Personal space
External and environmental influences
Questions that check for understanding or test for consensus

7. Skills / knowledge areas that SMEs may lack
Adult learning theories - instructional design techniques
The extent to which an instrument represents the program's content
Driving forces - restraining forces - current state - desired state
Virtual Reality. Computer-based technology that gives the user a realistic - 3-D - interactive experience that engages as many senses as possible.

8. Levels of listening
External coaching - internal coaching
Adult learning theories - instructional design techniques
Cause Analysis
Passive - active - empathetic - listening for knowledge - listening for clarification

9. Three advantages of interviews as a data gathering technique
Chaos is simple systems generating complicated behavior. Complexity is complicated systems generating simple behavior.
Establish short-term objectives - create an action plan to achieve short-term objectives - allocate resources to the objectives - motivate employees to reach the objectives
Rich data - comparable data across interviews with proper construction of interview protocol - and adds depth to quantative methods
Hypothetical

10. Two characteristics of distance learning
Determine business impact - improve the design of the learning experience - determine the content's adequacy
Characteristics of adults as learners (CAL) conceptual framework
Breakeven ( ( Program Costs / Investment ) / ( Benefits / Cash Inflow) )
Separation of place - time - or both among learners - instructors - and learning resources; Interactions are conducted through one or mode media.

11. 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
Breakeven ( ( Program Costs / Investment ) / ( Benefits / Cash Inflow) )
Extroversion/Introversion - Sensing/Intuition - Thinking/Feeling - Judgment/Perception
Suggestopedia

12. The criteria for determining if a project is appropriate for action learning
Likert scale
Reality - feasibility - authority - and learning opportunities
Robert Mager
Benjamin Bloom

13. Cordinal data
Numbers or variables used to rank order a system
Adult learning theories - instructional design techniques
Silence
Economic - social - political and legislative - workforce - technological - and competitive.

14. DMAIC
Observe body language
Robert Mager
- measure - analyze - improve - control
Proxemics

15. Three drawbacks of classroom training
Multiple intelligences theory
High cost - scheduling difficulties - and temporary (unless learners have opportunity to practice)
Balanced scorecard
Weak manager judgments or experience levels - identified talent shortages - organization culture suports structured programs

16. The difference between an icebreaker and an opening exercise
Establish scope - create plan - implement plan - monitor/evaluate/revise plan
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
Cost-effectiveness - accessibility and application - learner access - and self-direction
Icebreakers do not have to relate to the session materials. Opening exercise introduces the session materials being taught.

17. A method used to evaluation organizational effectiveness beyond financial measures
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
Balanced scorecard
Benjamin Bloom

18. The six founding principles of systems thinking
Websites where users post questions - thoughts and observations - and can reply to other users postings of the same
Learning organizations - systems thinking
Chaos is simple systems generating complicated behavior. Complexity is complicated systems generating simple behavior.
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

19. The collection of strategies for quickly producing instructional packages
Rapid instructional design (RID)
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.
Understandable - accurate - functional

20. Four steps to prepare for training delivery
Gain understanding or learning objectives - learn the materials - practice the delivery - prepare questions to stimulate learning.
Current organization climate - available resources
Data from archival records - existing records - report - and data
High cost - scheduling difficulties - and temporary (unless learners have opportunity to practice)

21. Information
Data that has been given context
Numbers or variables used to classify a system
Interview - survey/questionnaire - observation - focus group - work diary/work log
A collection of code containing instructions for a computer to perform a specific action

22. Four stages of transition through M&As
Knowledge - skills - desire - environment - and opportunity
Disengagement - disidentification - disorientation - and disenchantment.
The mid-point of the distribution - 50% of the values are above/below this value
Organization - process - and job/performer.

23. The theory that describes how intelligences reflect how people prefer to process information
To systematically plan an organization's future
Multiple intelligences theory
Communication - client motivation - self-management - technical skills
Benjamin Bloom

24. The seventh component of the ASTD HPI model
Focused on fundamental shifts in how people view themselves - and intentional alterations of beliefs and values about the world and themselves
Awareness - modeling - targeted interventions - desensitization - training
Change Management
The expected range of a measurement

25. Three criteria for formative evaluation
Performance records - direct observation - supervisor checklists
Electronic performance support system (EPSS)
Information - resources - incentives/consequences - knowledge and skills - capacity - and motivation.
Understandable - accurate - functional

26. The seven basic self-governing behaviors
Identify organizational values - development mission - develop vision - develop value statements
Honesty - fairness - lawfulness - compassion - respect - loyalty - dependability
Electronic performance support system (EPSS)
Howard Gardner

27. The other names for a cause-and-effect diagram
Establish scope - create plan - implement plan - monitor/evaluate/revise plan
Control groups - management estimates - extant data - external studies
Ishikawa - fishbone
Business needs - performance needs - learning needs - and learner needs

28. What is an SME
Rote skills - and prerequisite material
Subject-matter expert
The most frequently occurring value
Monetary impact/ROI

29. The term for the relationship of people's positions in space
Surveys
Determine business impact - improve the design of the learning experience - determine the content's adequacy
The extent to which an instrument predicts future results
Proxemics

30. The components of the VAK model
Rehersal
Visual - Auditory - and Kinestethic
A visual tools used to systematically describe actions/behaviors in a sequential flow - including all the steps and tasks for that process flow.
Opportunity-centered

31. The mode of training for which classroom training is most effective
Questions that stimulate discussion
Enabling objectives
Psychomotor skills
Performance records - direct observation - supervisor checklists

32. Four ways to create a learning climate based on Knowles' work
Kurt Lewin's forcefield analysis
Learning technologies
A variable the influences the dependent variable
Create safe haven for learning - create a comfortable environment - encourage participation - facilitate more than lecture.

33. Four elements of an effective oral presentation
Threat - problem - solution - habit
Opener - bridge - main body - and close
The outcome that depends on the independent variable and covariates
Rapid instructional design (RID)

34. Describe a chat room
Knowledge in one's personal memory - includes judgment - insights - experience - know-how - personal beliefs - and personal values.
Request for proposal. A communication from an organization to potential vendors that defines the organizations needs and how to respond to those needs.
Rehersal
Chat rooms are essentially synchronous (real-time) message boards.

35. BCR
The expected range of a measurement
Benefit-to-cost ratio (Total Benefit / Total Program Cost)
Entertainment - interaction - control - usability - and customization
Passive - active - empathetic - listening for knowledge - listening for clarification

36. Three tools for determining learner preferences
Rehersal
Productivity Environmental Preference Survey (PEPS) - Canfield Learning Style Inventory - and Learning Style Questionnaire
Action plans - interviews - questionnaires - focus groups - performance contracts
Myer-Briggs Type Indicator (MBTI) - DiSC personality profile

37. The four components of a learning objective
Managers are responsible for their own development - executives are responsible for the development of their subordinates - the organization is responsible for providing growth opportunities
Cost or budget - lesson content - learner background and expectations - time available - and facilities/equipment/materials
Surveys
Audience - Behavior - Condition - and Degree

38. Things a forcefield analysis ensures
Performance Analysis
No area is overlooked - forces to be used are known - there is time to develop other strategies if the analysis reveals the need
Speed - quantity - quality/accuracy - thoroughness - timeliness
Likert scale

39. Explicit knowledge
Knowledge that has been documented - includes books - manuals - training courses - job aids - software rules - databases - etc.
Image oriented - interactive - immediate - and intimate.
Opportunity-centered
Seels and Glasgow instructional systems design model

40. The learning theory that attempts to involve the left and right hemispheres of the brain to make learning more natural
Accelerated Learning
Characteristics of adults as learners (CAL) conceptual framework
Speed - quantity - quality/accuracy - thoroughness - timeliness
Management - performance

41. Two examples of performance support systems
Job aids - and EPSS
Simulations
Enabling objectives
Formulation - Development - Implementation - Evaluation

42. The two criteria that learners must demonstrate before leaving performance-based training (PBT)
Ginzberg's theory
Job aids - and EPSS
Hard data
Knowledge - skills

43. The philosophy of teaching focusing on the instructor rather than the participant - and is generally used to in reference to teaching children
Howard Gardner
Pedagogy
External and environmental influences
Form - storm - norm - perform - and adjourn.

44. Two circumstances where e-learning is particularly useful
Review of objective and key points - review participant benefits - call participants to action - ask participants if they have any questions.
Rote skills - and prerequisite material
Form - storm - norm - perform - and adjourn.
Data from archival records - existing records - report - and data

45. Training that related to actual job circumstances
Self-contained chunk of instructional material
Functional context
Learning
Driving forces - restraining forces - current state - desired state

46. The first component of the ASTD HPI model
Discovery - Dream - Design - and Destiny
Results
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
Business Analysis

47. The three tasks of business analysis
Pareto analysis
Identify business goals - clarify those goals - determine specificity and measurability of the goals.
Diagnose the problem - generate alternative actions/behaviors - identify consequences for those actions/behaviors
Benjamin Bloom

48. Types of Level 2 instruments
Benefit-to-cost ratio (Total Benefit / Total Program Cost)
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
Establish scope - create plan - implement plan - monitor/evaluate/revise plan
Written tests - oral Q&A - performance tests - role plays

49. Confounding
Capture attention - reveal trainer's style - raise participant's comfort level - introduce the topic of the presentation.
Self-study guides - job aids - instructor-led materials - technology-delivered training deliverables - assessments
An unknown or uncontrolled variable that produces an effect
The multiple dependent variables in a study with multiple independent variables

50. The process that measures if the practitioner measured what they intended to measure
Proxemics
Cause Analysis
Analytical - amiable - drivers - expressive
Validity