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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. When a WLP professional is preparing instructional objectives - an evaluation plan - and a sequence of content - which step in the ADDIE model is being performed
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
Design
Learning Management System (LMS)
Learning Content Management System. Software that packages courses and learning materials for print - CD-ROM - and electronic publication.

2. Types of Level 4 instruments
Extroversion/Introversion - Sensing/Intuition - Thinking/Feeling - Judgment/Perception
Performance records - direct observation - supervisor checklists
Return-on-investment ( (Benefits - Costs) / Costs) * 100
Focused on learning and using new necessary skills through incremental change

3. The kinds of objectives that support the final behavioral outcomes by breaking them down into more manageable chunks
Structure
Enabling objectives
Analytical - amiable - drivers - expressive
Upper-left cerebral - lower-left limbic - upper-right cerebral - and lower-right limbic

4. Four basic components of a process
Multiple intelligences theory
Inputs - outputs - process controls - and resources.
External coaching - internal coaching
Solution Selection

5. 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
Suggestopedia
To systematically plan an organization's future
Pareto analysis
Numbers or variables used to classify a system

6. The seven basic self-governing behaviors
Honesty - fairness - lawfulness - compassion - respect - loyalty - dependability
Business Analysis
Time and resource intensive - undue influence of vocal member(s) - difficult to facilitate with a single facilitator to encourage participation and take notes
Hard data

7. The collection of strategies for quickly producing instructional packages
Rapid instructional design (RID)
Numbers or variables used to classify a system
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.
Personal space

8. Three tools for determining learner preferences
Productivity Environmental Preference Survey (PEPS) - Canfield Learning Style Inventory - and Learning Style Questionnaire
Results
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
Rich data - comparable data across interviews with proper construction of interview protocol - and adds depth to quantative methods

9. The factors that are defined during the performance gap analysis
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.
Knowledge - skills
Thinking about the whole organization - rather than individuals - and looking primarily at processes

10. Confounding
The expected range of a measurement
An unknown or uncontrolled variable that produces an effect
Visual - Auditory - and Kinestethic
The process that connects information - education - expertise - and practical application of people in an organization for the purposes of sharing and access.

11. Confidence interval
Capture attention - reveal trainer's style - raise participant's comfort level - introduce the topic of the presentation.
Identify business goals - clarify those goals - determine specificity and measurability of the goals.
The expected range of a measurement
Chat rooms are essentially synchronous (real-time) message boards.

12. Three tasks for knowledge mapping
Performance audit
Documentation audit - information system survey - identification of external information sources
Knowledge in one's personal memory - includes judgment - insights - experience - know-how - personal beliefs - and personal values.
Data - Information - Knowledge

13. The fifth component of the ASTD HPI model
Learner-centered - content-centered
Solution Implementation
Split-half
Competing - accommodating - avoiding - collaborating - and compromising.

14. The first component of the ASTD HPI model
Two-aix matrixes - flowcharts - dichotomy - graphic models
Job analysis
Business Analysis
Performance audit

15. Four tasks typically done in the job analysis
Disengagement - disidentification - disorientation - and disenchantment.
Learner self-concept - Learner prior experience - Readiness to learn - Orientation to learning - and Motivation to learn
Create new hire training - develop behavior-based interview questions - write performance objectives - prepare employees for career progression
Problem - action learning group - emphasis on careful questioning and listening - resolution to take action - commitment to learning - group facilitator/learning coach

16. Qualitative
Ishikawa - fishbone
The world is created in conversation
Measures looking at opinions - behaviors - and attributes
Knowledge that has been documented - includes books - manuals - training courses - job aids - software rules - databases - etc.

17. The difference between an icebreaker and an opening exercise
Learner-centered - content-centered
Perform a front-end analysis
A group of people who share a common interest - and are willing to share the experiences of their common interest.
Icebreakers do not have to relate to the session materials. Opening exercise introduces the session materials being taught.

18. What does context refer to in designing learning
Learner characteristics like age - educational background - cultural background - learner expectations - and learn motivation to attend
Rehersal
To improve performance by systematically developing human expertise through organizational development and training
Navigation

19. Extant
Relevance - inquiry - freedom - connectedness - reception - empowerment - play
Hypothetical
Data from archival records - existing records - report - and data
Knowledge - skills

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

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21. Four benefits of web-based training
Business needs - performance needs - learning needs - and learner needs
Cost-effectiveness - accessibility and application - learner access - and self-direction
The selection of measurement points which can have a large impact on the research's ability to be generalized
Harless' front-end analysis model

22. The fourth component of the ASTD HPI model
Solution Selection
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
Driving forces - restraining forces - current state - desired state

23. The sixth component of the ASTD HPI model
Evaluation
Information - feedback
Surveys
High cost - scheduling difficulties - and temporary (unless learners have opportunity to practice)

24. The way of learning that stresses experience and reflection - and uses an inductive learning process that takes a learner through five stages: experiencing - publishing - processing - generalizing - and applying
Economic - social - political and legislative - workforce - technological - and competitive.
A variable whose quantification can be broken down into very small units - often called analog (opposed to discrete)
Weak manager judgments or experience levels - identified talent shortages - organization culture suports structured programs
Experiential learning

25. The three parts of the problem-solving model
Skill variety - task identity - task significance - autonomy - feedback
Information that combined with understanding enables understanding
Diagnose the problem - generate alternative actions/behaviors - identify consequences for those actions/behaviors
An HTML tag identifying the context of the contents on a website or knowledge base.

26. Three pitfalls of coaching
Split-half
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
Time and resource intensive - undue influence of vocal member(s) - difficult to facilitate with a single facilitator to encourage participation and take notes
Formulation - Development - Implementation - Evaluation

27. DMAIC
Identify business goals - clarify those goals - determine specificity and measurability of the goals.
Reaction
- measure - analyze - improve - control
Chaos is simple systems generating complicated behavior. Complexity is complicated systems generating simple behavior.

28. scripting
Behavior
A collection of code containing instructions for a computer to perform a specific action
Indicate whether response was correct - explain an incorrect response or clarify a correct response - give instructions on how to proceed
Create a vision - communicate the plan - connect the people - congratulate success

29. The criteria for determining if a project is appropriate for action learning
Reality - feasibility - authority - and learning opportunities
Observe body language
Accelerated Learning
To improve performance by systematically developing human expertise through organizational development and training

30. The requirements of the ADA
To systematically plan an organization's future
A variable the influences the dependent variable
Pilot tests - technical reviews - production reviews
Do not discriminate in any aspect of employment based on disabilities - with reasonable accommodations such as interpreters - reading aids - instructional material modifications - etc.

31. Covariates
Chat rooms are essentially synchronous (real-time) message boards.
The multiple dependent variables in a study with multiple independent variables
Breakeven ( ( Program Costs / Investment ) / ( Benefits / Cash Inflow) )
Sequence

32. The four characteristics of online communication
Learning Management System (LMS)
Rote skills - and prerequisite material
Image oriented - interactive - immediate - and intimate.
An HTML tag identifying the context of the contents on a website or knowledge base.

33. The theory that describes a person starting at age 18 - moving from career exploration to a series of events including educational specialization that leads to a career path and a final career commitment

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34. The purpose of strategic planning

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35. Malcolm Knowles' work tipped the instructional systems design scale. The two ends of that scale
Psychomotor skills
A visual tools used to systematically describe actions/behaviors in a sequential flow - including all the steps and tasks for that process flow.
Learner-centered - content-centered
Cognitive

36. Meta-tag
Seels and Glasgow instructional systems design model
Productivity Environmental Preference Survey (PEPS) - Canfield Learning Style Inventory - and Learning Style Questionnaire
An HTML tag identifying the context of the contents on a website or knowledge base.
Interview - survey/questionnaire - observation - focus group - work diary/work log

37. The framework developed by Patricia Cross to describe some differences between adult and child learners
Solution Implementation
Productivity Environmental Preference Survey (PEPS) - Canfield Learning Style Inventory - and Learning Style Questionnaire
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
Characteristics of adults as learners (CAL) conceptual framework

38. Types of Level 3 instruments
Action plans - interviews - questionnaires - focus groups - performance contracts
Groupthink
Learning technologies
Adult learning theories - instructional design techniques

39. Quantitative
Learning style
Howard Gardner
Skill variety - task identity - task significance - autonomy - feedback
Measures of quantity or numbers

40. The four quadrants in W.E. (Ned) Herrmann's learning brain model
Learning organizations - systems thinking
Adult learning theories - instructional design techniques
Current organization climate - available resources
Upper-left cerebral - lower-left limbic - upper-right cerebral - and lower-right limbic

41. LCMS
High cost - scheduling difficulties - and temporary (unless learners have opportunity to practice)
Learning Content Management System. Software that packages courses and learning materials for print - CD-ROM - and electronic publication.
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
Seels and Glasgow instructional systems design model

42. Four ways to create a learning climate based on Knowles' work
Cost-effectiveness - accessibility and application - learner access - and self-direction
Create safe haven for learning - create a comfortable environment - encourage participation - facilitate more than lecture.
Harless' front-end analysis model
Observe body language

43. Change management
Identify business goals - clarify those goals - determine specificity and measurability of the goals.
Computer-based training. Any learning event that uses computers as the primary distributions method.
Change is a process not an event. Change management is the process of directing change at each level of an organization.
Indicate whether response was correct - explain an incorrect response or clarify a correct response - give instructions on how to proceed

44. The popularizer of the multiple intelligences theory
Brainstorming - case studies - and role plays
Howard Gardner
Something that disrupts the flow of information between source and receiver
Sorting - tabulating - and comparing raw to summarized data

45. The HPI tool that uses the 80/20 rule
Communication - client motivation - self-management - technical skills
Convergers - divergers - assimilators - and accommodators
Pareto analysis
Matching current - usually high-potential employees - with future roles within the company to systematic prepare them for a future role

46. The steps of a needs analysis
Image oriented - interactive - immediate - and intimate.
External/organizational scans - identify business needs - identify change initiatives - collect data - analyze data - report on the data - design the change initiative
Thinking about the whole organization - rather than individuals - and looking primarily at processes
Identify organizational values - development mission - develop vision - develop value statements

47. 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
Knowledge - skills
Learner self-concept - Learner prior experience - Readiness to learn - Orientation to learning - and Motivation to learn
Determine business impact - improve the design of the learning experience - determine the content's adequacy
External and environmental influences

48. The seven characteristics of good dialog
Control groups - management estimates - extant data - external studies
Business needs - performance needs - learning needs - and learner needs
External coaching - internal coaching
Relevance - inquiry - freedom - connectedness - reception - empowerment - play

49. The process that measures if the practitioner measured what they intended to measure
Validity
Rapid instructional design (RID)
Central tendency
Cross-functional - cross-country/international

50. The three fundamental principles of HPI
The world is created in conversation
HPI uses a results-based - systematic approach - HPI focuses on accomplishments before behavior - Organizations are systems.
Experiential learning
Terminal objectives