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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 two mechanisms the chaos and complexity theory focus on
Action plans - interviews - questionnaires - focus groups - performance contracts
Information - feedback
Observe body language
Establish scope - create plan - implement plan - monitor/evaluate/revise plan

2. The fourth component of the ASTD HPI model
Structure and processes - resources - information - knowledge and skills - motives - and wellness.
Solution Selection
To improve performance by systematically developing human expertise through organizational development and training
Characteristics of adults as learners (CAL) conceptual framework

3. 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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4. A method used to evaluation organizational effectiveness beyond financial measures
Mentoring is longer term - and mentors do not have responsibility for participants improvement.
Perform a front-end analysis
Cost or budget - lesson content - learner background and expectations - time available - and facilities/equipment/materials
Balanced scorecard

5. Qualitative
Identify business goals - clarify those goals - determine specificity and measurability of the goals.
Measures looking at opinions - behaviors - and attributes
Behavior
Weak manager judgments or experience levels - identified talent shortages - organization culture suports structured programs

6. Level 4 evaluation
Ideas - processes - procedures - methods of operation - concepts - principles - and discoveries
Behavior
Behavorism
Conduct a SWOT - establish strategic goals - develop strategies to achieve the strategic goals

7. Types of Level 4 instruments
Solution Selection
Computer-based training. Any learning event that uses computers as the primary distributions method.
Performance records - direct observation - supervisor checklists
Information - resources - incentives/consequences - knowledge and skills - capacity - and motivation.

8. Systems thinking
Create new hire training - develop behavior-based interview questions - write performance objectives - prepare employees for career progression
High cost - scheduling difficulties - and temporary (unless learners have opportunity to practice)
Opener - bridge - main body - and close
Thinking about the whole organization - rather than individuals - and looking primarily at processes

9. The instrument where participants rate two contrasting ideas or words by circling points on a line
Cause Analysis
Slides
Developing employees - motivating employees - deploying employees - aligning people to process to increase performance
Semantic differential

10. Covariates
The multiple dependent variables in a study with multiple independent variables
Silence
Time and resource intensive - undue influence of vocal member(s) - difficult to facilitate with a single facilitator to encourage participation and take notes
Management - performance

11. The analysis that serves as a reality check to identify a project's limiting factors
Characteristics of adults as learners (CAL) conceptual framework
Cognitivism
Constraints analysis
Sequence

12. Four elements of an effective oral presentation
External/organizational scans - identify business needs - identify change initiatives - collect data - analyze data - report on the data - design the change initiative
Questions that stimulate discussion
Conduct a SWOT - establish strategic goals - develop strategies to achieve the strategic goals
Opener - bridge - main body - and close

13. Training that related to actual job circumstances
Matching current - usually high-potential employees - with future roles within the company to systematic prepare them for a future role
An effective - structured way that captures people's learning from an experience.
Functional context
Accelerated Learning

14. The learning theory that includes activities like behavioral modeling - simulations - role plays - skill drills - and rewards
Characteristics of adults as learners (CAL) conceptual framework
Behavorism
problem - establish action plan - clarify values - identify alternatives - discover probable outcomes - eliminate alternatives systematically - start action
Learner characteristics like age - educational background - cultural background - learner expectations - and learn motivation to attend

15. The first component of the ASTD HPI model
Cognitivism
Business Analysis
Information - resources - incentives/consequences - knowledge and skills - capacity - and motivation.
Psychomotor skills

16. Level 5 evaluation
Economic - social - political and legislative - workforce - technological - and competitive.
Monetary impact/ROI
When the cause of the problem is a lack of knowledge or skills
Results

17. Change management
Establish short-term objectives - create an action plan to achieve short-term objectives - allocate resources to the objectives - motivate employees to reach the objectives
Gain understanding or learning objectives - learn the materials - practice the delivery - prepare questions to stimulate learning.
Entertainment - interaction - control - usability - and customization
Change is a process not an event. Change management is the process of directing change at each level of an organization.

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

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19. The three fundamental principles of HPI
Brainstorming - case studies - and role plays
Analytical - amiable - drivers - expressive
HPI uses a results-based - systematic approach - HPI focuses on accomplishments before behavior - Organizations are systems.
Scaling and integrity

20. The five stages of D. E. Super's developmental framework
Developing employees - motivating employees - deploying employees - aligning people to process to increase performance
Convergers - divergers - assimilators - and accommodators
Problem - action learning group - emphasis on careful questioning and listening - resolution to take action - commitment to learning - group facilitator/learning coach
Growth - exploratory - establishment - maintenance - decline

21. Four stages of transition through M&As
Disengagement - disidentification - disorientation - and disenchantment.
Competing - accommodating - avoiding - collaborating - and compromising.
No area is overlooked - forces to be used are known - there is time to develop other strategies if the analysis reveals the need
Virtual Reality. Computer-based technology that gives the user a realistic - 3-D - interactive experience that engages as many senses as possible.

22. learning object
Cost or budget - lesson content - learner background and expectations - time available - and facilities/equipment/materials
Self-contained chunk of instructional material
Action plans - interviews - questionnaires - focus groups - performance contracts
Capture attention - reveal trainer's style - raise participant's comfort level - introduce the topic of the presentation.

23. Level 2 evaluation
Suggestopedia
L = P + Q + R. Learning - Programmed instruction - Questioning - Reflection
Learning
Change is a process not an event. Change management is the process of directing change at each level of an organization.

24. Describe how facilitation differs from training
Measures of quantity or numbers
Facilitation is used to involve participants - and to help them learn from one another.
Suggestopedia
Business needs - performance needs - learning needs - and learner needs

25. Four activites to consider when closing a presentation
Questionnaires - follow-up interviews - observation checklists
The sum of the numbers divided by the total number of values
Review of objective and key points - review participant benefits - call participants to action - ask participants if they have any questions.
Awareness - modeling - targeted interventions - desensitization - training

26. The two criteria for a successful training program that must be accounted for by the WLP professional
Identify business goals - clarify those goals - determine specificity and measurability of the goals.
Measures looking at opinions - behaviors - and attributes
Current organization climate - available resources
Problem - action learning group - emphasis on careful questioning and listening - resolution to take action - commitment to learning - group facilitator/learning coach

27. The requirements of the ADA
Do not discriminate in any aspect of employment based on disabilities - with reasonable accommodations such as interpreters - reading aids - instructional material modifications - etc.
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
To aid in career planning
Focused on fundamental shifts in how people view themselves - and intentional alterations of beliefs and values about the world and themselves

28. Things feedback to a learner that answered a question should do
Design
Indicate whether response was correct - explain an incorrect response or clarify a correct response - give instructions on how to proceed
Initiating - planning - executing - controlling - closing
Focused on fundamental shifts in how people view themselves - and intentional alterations of beliefs and values about the world and themselves

29. The topics of the A-B-C-D training development process
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
The most frequently occurring value
Presentation software
Audience - behavior - condition - and degree

30. The learning theory that attempts to involve the left and right hemispheres of the brain to make learning more natural
Disengagement - disidentification - disorientation - and disenchantment.
Accelerated Learning
Defining objectives - identifying necessary data - selecting data collection methods - collecting data - analyzing and confirming data - and reporting on the data
Performance audit

31. Tacit knowledge

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32. The process that measures if the practitioner measured what they intended to measure
A visual tools used to systematically describe actions/behaviors in a sequential flow - including all the steps and tasks for that process flow.
An effective - structured way that captures people's learning from an experience.
Validity
Action plans - interviews - questionnaires - focus groups - performance contracts

33. List seven principles of adult learning
Andragogy - time pressures - goal orientation - previous knowledge and experience - relevent content - levels of motivation - and different learning styles
Proxemics
Weak manager judgments or experience levels - identified talent shortages - organization culture suports structured programs
Ideas - processes - procedures - methods of operation - concepts - principles - and discoveries

34. BCR
Benefit-to-cost ratio (Total Benefit / Total Program Cost)
An unknown or uncontrolled variable that produces an effect
Indicate whether response was correct - explain an incorrect response or clarify a correct response - give instructions on how to proceed
Knowledge - skills

35. The guidelines Carl Rogers describes as critical elements to remember in adult learning situations
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
Facilitation is used to involve participants - and to help them learn from one another.
Threat - problem - solution - habit
The extent to which an instrument predicts future results

36. Five mistakes managers can make to negatively impact employee motivation
Job analysis
Skill variety - task identity - task significance - autonomy - feedback
A variable that can have one of two possible values.
Misplacing ownership - misaligning incentives - saving recognition - playing favorites - misspeaking praise

37. succession planning
Dictatorship - anarchy - democracy
Matching current - usually high-potential employees - with future roles within the company to systematic prepare them for a future role
Capture attention - reveal trainer's style - raise participant's comfort level - introduce the topic of the presentation.
Meta-evaluation

38. Predictive validity
The outcome that depends on the independent variable and covariates
The extent to which an instrument predicts future results
The multiple dependent variables in a study with multiple independent variables
Groupthink

39. The ability of the same measurement to produce consistent results over time
Establish scope - create plan - implement plan - monitor/evaluate/revise plan
Technical competence - people skills - conceptual skills - results - taste - judgment - character
Rich data - comparable data across interviews with proper construction of interview protocol - and adds depth to quantative methods
Reliability

40. The characteristics of a complex system
Data that has been given context
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
Productivity Environmental Preference Survey (PEPS) - Canfield Learning Style Inventory - and Learning Style Questionnaire
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

41. Four cases when a trainer should not use a chart pack
Visual - Auditory - and Kinestethic
Mentoring is longer term - and mentors do not have responsibility for participants improvement.
Knowledge in one's personal memory - includes judgment - insights - experience - know-how - personal beliefs - and personal values.
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.

42. Process Map
Cognitivism
No area is overlooked - forces to be used are known - there is time to develop other strategies if the analysis reveals the need
Learning Content Management System. Software that packages courses and learning materials for print - CD-ROM - and electronic publication.
A visual tools used to systematically describe actions/behaviors in a sequential flow - including all the steps and tasks for that process flow.

43. The six steps in a training needs assessment
An effective - structured way that captures people's learning from an experience.
Benefit-to-cost ratio (Total Benefit / Total Program Cost)
Defining objectives - identifying necessary data - selecting data collection methods - collecting data - analyzing and confirming data - and reporting on the data
Audience - behavior - condition - and degree

44. The method used to identify the efficiency and effectiveness of employees
Performance audit
The mid-point of the distribution - 50% of the values are above/below this value
Gain understanding or learning objectives - learn the materials - practice the delivery - prepare questions to stimulate learning.
Awareness - modeling - targeted interventions - desensitization - training

45. The learning domain that focuses on the skills and knowledge relating to an activity such as changing a car's oil
problem - establish action plan - clarify values - identify alternatives - discover probable outcomes - eliminate alternatives systematically - start action
Cognitive
Philosophy of coaching - definition of coaching - standards of ethical coaching conduct - pledge of coaching ethics
The multiple dependent variables in a study with multiple independent variables

46. Types of Level 5 instruments
Control groups - management estimates - extant data - external studies
Formulation - Development - Implementation - Evaluation
Polling questions
Structures - patterns - events

47. The six factors an instructional designer must consider before choosing techniques and training materials
Questionnaires - follow-up interviews - observation checklists
To aid in career planning
Learning Management System. Software that automates administration - tracking - and reporting of learning events (ILT and online).
Cost or budget - lesson content - learner background and expectations - time available - and facilities/equipment/materials

48. Types of synthesis models
Two-aix matrixes - flowcharts - dichotomy - graphic models
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
Suggestopedia
Synchrononous occurs at a given time with a live instructor. Asynchronous is self-paced and available at any time.

49. Types of Level 1 instruments
Rapid instructional design (RID)
The process that enables organizations to create short reference materials with relevant information by reducing information into codified - categorized - and reusable content.
Polling questions
Questionnaires - follow-up interviews - observation checklists

50. Things a forcefield analysis ensures
No area is overlooked - forces to be used are known - there is time to develop other strategies if the analysis reveals the need
Time and resource intensive - undue influence of vocal member(s) - difficult to facilitate with a single facilitator to encourage participation and take notes
To aid in career planning
Upper-left cerebral - lower-left limbic - upper-right cerebral - and lower-right limbic