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Certified Professional In Learning And Performance Cplp

Instructions:

Answer 50 questions in 15 minutes.
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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. What does proxemics refer to?
Culture - vision - strategy - and structure
Initiating - planning - executing - controlling - closing
Design
Personal space

2. 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
The mid-point of the distribution - 50% of the values are above/below this value
External and environmental influences
Learning style
Culture - vision - strategy - and structure

3. The five principles of andragogy
Learner self-concept - Learner prior experience - Readiness to learn - Orientation to learning - and Motivation to learn
Hypothetical
Learning Content Management System. Software that packages courses and learning materials for print - CD-ROM - and electronic publication.
External coaching - internal coaching

4. Mentoring
Kurt Lewin's forcefield analysis
Thinking about the whole organization - rather than individuals - and looking primarily at processes
Long-term process for performance improvement based on 1-on-1 interactions where mentee retains the responsibility for improvement
Cognitivism

5. The six major factors that influence performance in Gilbert's behavior engineering model
Information - resources - incentives/consequences - knowledge and skills - capacity - and motivation.
Harless' front-end analysis model
Rehersal
Ishikawa - fishbone

6. Types of Level 5 instruments
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
Evaluation
Harless' front-end analysis model
Control groups - management estimates - extant data - external studies

7. Community of practice
Performance records - direct observation - supervisor checklists
A group of people who share a common interest - and are willing to share the experiences of their common interest.
Ginzberg's theory
Kurt Lewin's forcefield analysis

8. Process Map
Misplacing ownership - misaligning incentives - saving recognition - playing favorites - misspeaking praise
Structures - patterns - events
A visual tools used to systematically describe actions/behaviors in a sequential flow - including all the steps and tasks for that process flow.
Sequence

9. The HPI tool used to collect current performance - learner analysis - and business needs
Central tendency
Extroversion/Introversion - Sensing/Intuition - Thinking/Feeling - Judgment/Perception
Driving forces - restraining forces - current state - desired state
Interviews

10. The two primary tools for the visual display of quantitative data
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.
L = P + Q + R. Learning - Programmed instruction - Questioning - Reflection
Charts - graphs
Conduct a SWOT - establish strategic goals - develop strategies to achieve the strategic goals

11. Level 3 evaluation
Results
Interview - survey/questionnaire - observation - focus group - work diary/work log
Questions that stimulate discussion
Audience - Behavior - Condition - and Degree

12. LMS
Learning Management System. Software that automates administration - tracking - and reporting of learning events (ILT and online).
Formative evaluation
Change is a process not an event. Change management is the process of directing change at each level of an organization.
Computer-based training. Any learning event that uses computers as the primary distributions method.

13. The five criteria to measure performance after coaching
Create new hire training - develop behavior-based interview questions - write performance objectives - prepare employees for career progression
Disengagement - disidentification - disorientation - and disenchantment.
Speed - quantity - quality/accuracy - thoroughness - timeliness
External coaching - internal coaching

14. Three drawbacks of classroom training
Results
Awareness - modeling - targeted interventions - desensitization - training
High cost - scheduling difficulties - and temporary (unless learners have opportunity to practice)
The most frequently occurring value

15. The final behavioral outcomes of a specific instructional event
Brainstorming - case studies - and role plays
A variable that can have one of two possible values.
Current organization climate - available resources
Terminal objectives

16. The seventh component of the ASTD HPI model
Learning Management System (LMS)
Change Management
HPI uses a results-based - systematic approach - HPI focuses on accomplishments before behavior - Organizations are systems.
Rote skills - and prerequisite material

17. The type of results produced by quantative methods
Hard data
Competing - accommodating - avoiding - collaborating - and compromising.
Identify business goals - clarify those goals - determine specificity and measurability of the goals.
Technology - new products - shareholders - financial conditions - system challenges - process challenges - policies

18. scripting
A collection of code containing instructions for a computer to perform a specific action
The process that connects information - education - expertise - and practical application of people in an organization for the purposes of sharing and access.
Self-study guides - job aids - instructor-led materials - technology-delivered training deliverables - assessments
Experiencing - publishing - processing - generalizing - and applying

19. The four Cs of change
Skill variety - task identity - task significance - autonomy - feedback
A visual tools used to systematically describe actions/behaviors in a sequential flow - including all the steps and tasks for that process flow.
Create a vision - communicate the plan - connect the people - congratulate success
Personal space

20. The six factors an instructional designer must consider before choosing techniques and training materials
A variable whose quantification can be broken down into very small units - often called analog (opposed to discrete)
The extent to which an instrument predicts future results
Monetary impact/ROI
Cost or budget - lesson content - learner background and expectations - time available - and facilities/equipment/materials

21. An evaluation of an evaluation
A variable that can have one of two possible values.
Philosophy of coaching - definition of coaching - standards of ethical coaching conduct - pledge of coaching ethics
Written tests - oral Q&A - performance tests - role plays
Meta-evaluation

22. 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.
- measure - analyze - improve - control
Job aids - and EPSS
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

23. Three disadvantages of focus groups
Ginzberg's theory
Synchrononous occurs at a given time with a live instructor. Asynchronous is self-paced and available at any time.
Suggestopedia
Time and resource intensive - undue influence of vocal member(s) - difficult to facilitate with a single facilitator to encourage participation and take notes

24. The steps of a needs analysis
Learning Content Management System. Software that packages courses and learning materials for print - CD-ROM - and electronic publication.
External/organizational scans - identify business needs - identify change initiatives - collect data - analyze data - report on the data - design the change initiative
Social contexting - contexting - authority - and concept of time
Bloom's taxonomy - six sigma - Kepner-Tregoe

25. Tacit knowledge

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26. The method a trainer can use to encourage a participant to continue speaking
Job aids - and EPSS
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
Walk towards a participant as they speak
Rapid instructional design (RID)

27. List seven principles of adult learning
Andragogy - time pressures - goal orientation - previous knowledge and experience - relevent content - levels of motivation - and different learning styles
Websites where users post questions - thoughts and observations - and can reply to other users postings of the same
Design
Managers are responsible for their own development - executives are responsible for the development of their subordinates - the organization is responsible for providing growth opportunities

28. Steps of managing a change project
Knowledge - skills - desire - environment - and opportunity
Facilitation is used to involve participants - and to help them learn from one another.
Data - Information - Knowledge
Initiating - planning - executing - controlling - closing

29. Compare/contrast chaos and complexity
Chaos is simple systems generating complicated behavior. Complexity is complicated systems generating simple behavior.
Icebreakers do not have to relate to the session materials. Opening exercise introduces the session materials being taught.
Terminal objectives
Observe body language

30. Levels of listening
Job analysis
Learning Management System (LMS)
Weak manager judgments or experience levels - identified talent shortages - organization culture suports structured programs
Passive - active - empathetic - listening for knowledge - listening for clarification

31. The creator of the theory of three types of learning - knowledge - skills - and attitudes
Benjamin Bloom
Establish short-term objectives - create an action plan to achieve short-term objectives - allocate resources to the objectives - motivate employees to reach the objectives
Conduct a SWOT - establish strategic goals - develop strategies to achieve the strategic goals
Awareness - modeling - targeted interventions - desensitization - training

32. The four parts of the International Federation's (ICF) ethical standards
Capture attention - help message to be remembered - establish rapport - build credibility - and build team unity.
To improve performance by systematically developing human expertise through organizational development and training
A description or design specification for how information should be treated and organized.
Philosophy of coaching - definition of coaching - standards of ethical coaching conduct - pledge of coaching ethics

33. Four stages of transition through M&As
Analytical - amiable - drivers - expressive
Disengagement - disidentification - disorientation - and disenchantment.
Structure
Upper-left cerebral - lower-left limbic - upper-right cerebral - and lower-right limbic

34. Data
Cognitivism
Raw and non-contextual - and can exist in forms usable or not
Passive - active - empathetic - listening for knowledge - listening for clarification
Phone - VoIP - online meetings - email - specialized software

35. The learning domain that focuses on the skills and knowledge relating to an activity such as changing a car's oil
Simulations
Monetary impact/ROI
Personal space
Cognitive

36. The third component of the ASTD HPI model
Productivity Environmental Preference Survey (PEPS) - Canfield Learning Style Inventory - and Learning Style Questionnaire
Cause Analysis
Extroversion/Introversion - Sensing/Intuition - Thinking/Feeling - Judgment/Perception
Focused on fundamental shifts in how people view themselves - and intentional alterations of beliefs and values about the world and themselves

37. The reliability test where one test is split into two shorter ones - by randomly assigning test items to one half or the other
Split-half
Knowledge in one's personal memory - includes judgment - insights - experience - know-how - personal beliefs - and personal values.
Slides
Solution Selection

38. Systems thinking
Identify business goals - clarify those goals - determine specificity and measurability of the goals.
Virtual Reality. Computer-based technology that gives the user a realistic - 3-D - interactive experience that engages as many senses as possible.
Questionnaires - follow-up interviews - observation checklists
Thinking about the whole organization - rather than individuals - and looking primarily at processes

39. Cordinal data
Subject-matter expert
Focused on fundamental shifts in how people view themselves - and intentional alterations of beliefs and values about the world and themselves
Numbers or variables used to rank order a system
Questionnaires - follow-up interviews - observation checklists

40. Four personal social styles per Harvey Robbins
Inputs - outputs - process controls - and resources.
Groupthink
Culture - vision - strategy - and structure
Analytical - amiable - drivers - expressive

41. The factors that are defined during the performance gap analysis
L = P + Q + R. Learning - Programmed instruction - Questioning - Reflection
Honesty - fairness - lawfulness - compassion - respect - loyalty - dependability
Driving forces - restraining forces - current state - desired state
Evaluation

42. The purpose of strategic planning

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43. Information Chunking
Seels and Glasgow instructional systems design model
Establish short-term objectives - create an action plan to achieve short-term objectives - allocate resources to the objectives - motivate employees to reach the objectives
The expected range of a measurement
The process that enables organizations to create short reference materials with relevant information by reducing information into codified - categorized - and reusable content.

44. The five elements of learner engagement
Speed - quantity - quality/accuracy - thoroughness - timeliness
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
Entertainment - interaction - control - usability - and customization
Ideas - processes - procedures - methods of operation - concepts - principles - and discoveries

45. Covariates
A description or design specification for how information should be treated and organized.
Managers are responsible for their own development - executives are responsible for the development of their subordinates - the organization is responsible for providing growth opportunities
Interview - survey/questionnaire - observation - focus group - work diary/work log
The multiple dependent variables in a study with multiple independent variables

46. Training that related to actual job circumstances
Functional context
Upper-left cerebral - lower-left limbic - upper-right cerebral - and lower-right limbic
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
Ideas - processes - procedures - methods of operation - concepts - principles - and discoveries

47. The six interactive and interdependent components of an action learning program
Breakeven ( ( Program Costs / Investment ) / ( Benefits / Cash Inflow) )
Business Analysis
Problem - action learning group - emphasis on careful questioning and listening - resolution to take action - commitment to learning - group facilitator/learning coach
Simulations

48. RFP
Harless' front-end analysis model
Management - performance
An unknown or uncontrolled variable that produces an effect
Request for proposal. A communication from an organization to potential vendors that defines the organizations needs and how to respond to those needs.

49. Describe a chat room
The selection of measurement points which can have a large impact on the research's ability to be generalized
Learner self-concept - Learner prior experience - Readiness to learn - Orientation to learning - and Motivation to learn
Virtual Reality. Computer-based technology that gives the user a realistic - 3-D - interactive experience that engages as many senses as possible.
Chat rooms are essentially synchronous (real-time) message boards.

50. The tool instructors can leverage from WBT to immediately determine a group's understanding of the material
Polling questions
Passive - active - empathetic - listening for knowledge - listening for clarification
Maslow's hierarchy
Managerial/administrative - supervisory - functional

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