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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 four most important skills for a coach
Driving forces - restraining forces - current state - desired state
Social contexting - contexting - authority - and concept of time
Communication - client motivation - self-management - technical skills
Something that disrupts the flow of information between source and receiver

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

3. The two management practices similar to complexity theory
Learning organizations - systems thinking
Competing - accommodating - avoiding - collaborating - and compromising.
problem - establish action plan - clarify values - identify alternatives - discover probable outcomes - eliminate alternatives systematically - start action
Cognitive

4. The four components of a learning objective
Virtual Reality. Computer-based technology that gives the user a realistic - 3-D - interactive experience that engages as many senses as possible.
Written tests - oral Q&A - performance tests - role plays
Performance records - direct observation - supervisor checklists
Audience - Behavior - Condition - and Degree

5. The tasks involved in the evaluation phase of strategic development
Review strategies - measure performance - take correction action
Eager to succeed - open to support - interested in different tactics/methods and trying those out - learning oriented
Terminal objectives
Questions that check for understanding or test for consensus

6. The tool instructors can leverage from WBT to immediately determine a group's understanding of the material
Learner self-concept - Learner prior experience - Readiness to learn - Orientation to learning - and Motivation to learn
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
Structure
Polling questions

7. The process where each member of a group makes their opinions conform to the perceived group consensus
Harless' front-end analysis model
Groupthink
A variable whose quantification can be broken down into very small units - often called analog (opposed to discrete)
Computer-based training. Any learning event that uses computers as the primary distributions method.

8. The collection of strategies for quickly producing instructional packages
Determine business impact - improve the design of the learning experience - determine the content's adequacy
Enabling objectives
Rapid instructional design (RID)
Solution Implementation

9. An evaluation of an evaluation
Pilot tests - technical reviews - production reviews
Meta-evaluation
Personal space
Kurt Lewin's forcefield analysis

10. The three levels of problems in systems thinking
Rehersal
Balanced scorecard
Structures - patterns - events
Create new hire training - develop behavior-based interview questions - write performance objectives - prepare employees for career progression

11. The theory that describes how intelligences reflect how people prefer to process information
Learning technologies
Presentation software
An HTML tag identifying the context of the contents on a website or knowledge base.
Multiple intelligences theory

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

13. BE
Establish scope - create plan - implement plan - monitor/evaluate/revise plan
Breakeven ( ( Program Costs / Investment ) / ( Benefits / Cash Inflow) )
L = P + Q + R. Learning - Programmed instruction - Questioning - Reflection
Focused on fundamental shifts in how people view themselves - and intentional alterations of beliefs and values about the world and themselves

14. CBT
Enabling objectives
Computer-based training. Any learning event that uses computers as the primary distributions method.
Icebreakers do not have to relate to the session materials. Opening exercise introduces the session materials being taught.
Knowledge - skills - desire - environment - and opportunity

15. The phases of strategic development
Andragogy - time pressures - goal orientation - previous knowledge and experience - relevent content - levels of motivation - and different learning styles
Formulation - Development - Implementation - Evaluation
Review strategies - measure performance - take correction action
Information that combined with understanding enables understanding

16. The seating arrangement is the least conducive to stimulating group discussion
Constraints analysis
Establish scope - create plan - implement plan - monitor/evaluate/revise plan
An effective - structured way that captures people's learning from an experience.
Theatre style

17. Level 4 evaluation
Determine business impact - improve the design of the learning experience - determine the content's adequacy
Capture attention - help message to be remembered - establish rapport - build credibility - and build team unity.
Walk towards a participant as they speak
Behavior

18. The mode of training for which classroom training is most effective
Structure
Problem - action learning group - emphasis on careful questioning and listening - resolution to take action - commitment to learning - group facilitator/learning coach
Psychomotor skills
Solution Selection

19. scripting
Upper-left cerebral - lower-left limbic - upper-right cerebral - and lower-right limbic
A collection of code containing instructions for a computer to perform a specific action
The most frequently occurring value
Initiating - planning - executing - controlling - closing

20. The topics of the A-B-C-D training development process
Split-half
Review of objective and key points - review participant benefits - call participants to action - ask participants if they have any questions.
Performance Analysis
Audience - behavior - condition - and degree

21. Four personal social styles per Harvey Robbins
Mentoring is longer term - and mentors do not have responsibility for participants improvement.
Analytical - amiable - drivers - expressive
Establish short-term objectives - create an action plan to achieve short-term objectives - allocate resources to the objectives - motivate employees to reach the objectives
Knowledge in one's personal memory - includes judgment - insights - experience - know-how - personal beliefs - and personal values.

22. Types of Level 1 instruments
Behavior
Kurt Lewin's forcefield analysis
DMAIC methodology - IPO model - flowcharting - evaluation models
Questionnaires - follow-up interviews - observation checklists

23. Three process principles of strategic management development that are likely to remain constant across organizations
Email - whiteboard - bulletin boards - chat rooms - online presentation tools - WIKIs - Blogs - forums - social sites
Disengagement - disidentification - disorientation - and disenchantment.
Conduct a SWOT - establish strategic goals - develop strategies to achieve the strategic goals
Managers are responsible for their own development - executives are responsible for the development of their subordinates - the organization is responsible for providing growth opportunities

24. Four stages of transition through M&As
An unknown or uncontrolled variable that produces an effect
Socratic questioning
Disengagement - disidentification - disorientation - and disenchantment.
Documentation audit - information system survey - identification of external information sources

25. The three major tasks of analyzing data
Sorting - tabulating - and comparing raw to summarized data
Upper-left cerebral - lower-left limbic - upper-right cerebral - and lower-right limbic
Analytical - amiable - drivers - expressive
Learner self-concept - Learner prior experience - Readiness to learn - Orientation to learning - and Motivation to learn

26. Level 1 evaluation
Asynchronous
Reaction
Analytical - amiable - drivers - expressive
Technology - new products - shareholders - financial conditions - system challenges - process challenges - policies

27. Describe how facilitation differs from training
Virtual Reality. Computer-based technology that gives the user a realistic - 3-D - interactive experience that engages as many senses as possible.
DMAIC methodology - IPO model - flowcharting - evaluation models
Split-half
Facilitation is used to involve participants - and to help them learn from one another.

28. An assessment done during formation
Pareto analysis
Audience - Behavior - Condition - and Degree
No area is overlooked - forces to be used are known - there is time to develop other strategies if the analysis reveals the need
Formative evaluation

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

30. Four characteristics of tasks that are well-suited for job aids
Low frequency - high complexity - high consequence of error - high probability of change in the future
Technical competence - people skills - conceptual skills - results - taste - judgment - character
A collection of code containing instructions for a computer to perform a specific action
Suggestopedia

31. The purpose of strategic planning

32. Two types of coaching situations that primarily differ on the degree of confidentiality and sensitivity
Kurt Lewin's forcefield analysis
Knowledge - skills
HPI uses a results-based - systematic approach - HPI focuses on accomplishments before behavior - Organizations are systems.
External coaching - internal coaching

33. Quantitative
Misplacing ownership - misaligning incentives - saving recognition - playing favorites - misspeaking praise
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
Measures of quantity or numbers

34. DMAIC
Organization - process - and job/performer.
- measure - analyze - improve - control
Questionnaires - follow-up interviews - observation checklists
Validity

35. Four characteristics of highly motivated clients
Communication - client motivation - self-management - technical skills
Harless' front-end analysis model
Indicate whether response was correct - explain an incorrect response or clarify a correct response - give instructions on how to proceed
Eager to succeed - open to support - interested in different tactics/methods and trying those out - learning oriented

36. The criteria for determining if a project is appropriate for action learning
Reality - feasibility - authority - and learning opportunities
Focused on fundamental changes to thinking patterns and behaviors
Charts - graphs
The extent to which an instrument represents the program's content

37. Level 2 evaluation
Structures - patterns - events
Learning
Synchrononous occurs at a given time with a live instructor. Asynchronous is self-paced and available at any time.
The whole is more than the sum of the parts - patterns are everywhere in the system - cause and effect is never simple - history does and does not repeat itself - change come from chaos - the future can and cannot be predicted

38. The HPI tool used to collect current performance - learner analysis - and business needs
Virtual Reality. Computer-based technology that gives the user a realistic - 3-D - interactive experience that engages as many senses as possible.
Interviews
Howard Gardner
Misplacing ownership - misaligning incentives - saving recognition - playing favorites - misspeaking praise

39. The three building blocks of knowledge management
The process that connects information - education - expertise - and practical application of people in an organization for the purposes of sharing and access.
Data - Information - Knowledge
To systematically plan an organization's future
Determining needs - defining scope and budget - creating and sending the RFP - evaluating proposals and selecting vendors - notifying the vendor and negotiating the contract - implementing the project - monitoring the project - completing and evaluat

40. The tasks involved in the development phase of strategic development
Likert scale
A variable that can have one of two possible values.
The outcome that depends on the independent variable and covariates
Conduct a SWOT - establish strategic goals - develop strategies to achieve the strategic goals

41. Five mistakes managers can make to negatively impact employee motivation
Interviews
Upper-left cerebral - lower-left limbic - upper-right cerebral - and lower-right limbic
Misplacing ownership - misaligning incentives - saving recognition - playing favorites - misspeaking praise
Groupthink

42. LCMS
Learning Content Management System. Software that packages courses and learning materials for print - CD-ROM - and electronic publication.
Virtual Reality. Computer-based technology that gives the user a realistic - 3-D - interactive experience that engages as many senses as possible.
Surveys
Electronic performance support system (EPSS)

43. The learning domain that focuses on the skills and knowledge relating to an activity such as changing a car's oil
Theatre style
Cognitive
Presentation software
Chaos is simple systems generating complicated behavior. Complexity is complicated systems generating simple behavior.

44. Tacit knowledge

45. The two criteria for a successful training program that must be accounted for by the WLP professional
Rich data - comparable data across interviews with proper construction of interview protocol - and adds depth to quantative methods
Culture - vision - strategy - and structure
Current organization climate - available resources
Conduct a SWOT - establish strategic goals - develop strategies to achieve the strategic goals

46. Independent
A variable the influences the dependent variable
Mentoring is longer term - and mentors do not have responsibility for participants improvement.
Discovery - Dream - Design - and Destiny
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.

47. List seven principles of adult learning
Andragogy - time pressures - goal orientation - previous knowledge and experience - relevent content - levels of motivation - and different learning styles
Numbers or variables used to classify a system
Current organization climate - available resources
Threat - problem - solution - habit

48. 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
Validity
Review of objective and key points - review participant benefits - call participants to action - ask participants if they have any questions.
Business Analysis
Design

49. 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

50. The steps in the outsourcing process
Determining needs - defining scope and budget - creating and sending the RFP - evaluating proposals and selecting vendors - notifying the vendor and negotiating the contract - implementing the project - monitoring the project - completing and evaluat
Monetary impact/ROI
Functional context
No area is overlooked - forces to be used are known - there is time to develop other strategies if the analysis reveals the need