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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. LMS
Learning Management System. Software that automates administration - tracking - and reporting of learning events (ILT and online).
Split-half
Breakeven ( ( Program Costs / Investment ) / ( Benefits / Cash Inflow) )
Presentation software

2. Explicit knowledge
External/organizational scans - identify business needs - identify change initiatives - collect data - analyze data - report on the data - design the change initiative
Interview - survey/questionnaire - observation - focus group - work diary/work log
The most frequently occurring value
Knowledge that has been documented - includes books - manuals - training courses - job aids - software rules - databases - etc.

3. Compare/contrast chaos and complexity
Raw and non-contextual - and can exist in forms usable or not
Chaos is simple systems generating complicated behavior. Complexity is complicated systems generating simple behavior.
A variable that can have one of two possible values.
Inputs - outputs - process controls - and resources.

4. Factors that determine fair use
Brainstorming - case studies - and role plays
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
Electronic Performance Support System. Software that provides just-in-time help - guidance - coaching - or assistance to improve job performance.
Adult learning theories - instructional design techniques

5. The five criteria to measure performance after coaching
Thinking about the whole organization - rather than individuals - and looking primarily at processes
Learning
Diagnose the problem - generate alternative actions/behaviors - identify consequences for those actions/behaviors
Speed - quantity - quality/accuracy - thoroughness - timeliness

6. The factors that are defined during the performance gap analysis
Driving forces - restraining forces - current state - desired state
Create safe haven for learning - create a comfortable environment - encourage participation - facilitate more than lecture.
The most frequently occurring value
Economic - social - political and legislative - workforce - technological - and competitive.

7. The four areas measured during a training needs assessment
Extroversion/Introversion - Sensing/Intuition - Thinking/Feeling - Judgment/Perception
Two-aix matrixes - flowcharts - dichotomy - graphic models
A description or design specification for how information should be treated and organized.
Business needs - performance needs - learning needs - and learner needs

8. Types of formative evaluation
Myer-Briggs Type Indicator (MBTI) - DiSC personality profile
An HTML tag identifying the context of the contents on a website or knowledge base.
A variable the influences the dependent variable
Pilot tests - technical reviews - production reviews

9. EPSS
Objectivity - confidentiality
Two-aix matrixes - flowcharts - dichotomy - graphic models
Self-contained chunk of instructional material
Electronic Performance Support System. Software that provides just-in-time help - guidance - coaching - or assistance to improve job performance.

10. The process that measures if the practitioner measured what they intended to measure
Rote skills - and prerequisite material
Validity
Perform a front-end analysis
Constraints analysis

11. The technique that allows a WLP professional to present material in a professional manner - and keep a class focused on the correct topic
Preparation
Structure and processes - resources - information - knowledge and skills - motives - and wellness.
Visual - Auditory - and Kinestethic
Establish scope - create plan - implement plan - monitor/evaluate/revise plan

12. The three competency elements that constitute most jobs
Control groups - management estimates - extant data - external studies
Focused on learning and using new necessary skills through incremental change
Managerial/administrative - supervisory - functional
Electronic Performance Support System. Software that provides just-in-time help - guidance - coaching - or assistance to improve job performance.

13. The two criteria for a successful training program that must be accounted for by the WLP professional
Suggestopedia
Current organization climate - available resources
A measure of the variability of scores from the mean
Request for proposal. A communication from an organization to potential vendors that defines the organizations needs and how to respond to those needs.

14. Five mistakes managers can make to negatively impact employee motivation
A variable that can have one of two possible values.
Managerial/administrative - supervisory - functional
Raw and non-contextual - and can exist in forms usable or not
Misplacing ownership - misaligning incentives - saving recognition - playing favorites - misspeaking praise

15. The six major factors that influence performance in Gilbert's behavior engineering model
Managers are responsible for their own development - executives are responsible for the development of their subordinates - the organization is responsible for providing growth opportunities
An unknown or uncontrolled variable that produces an effect
Electronic performance support system (EPSS)
Information - resources - incentives/consequences - knowledge and skills - capacity - and motivation.

16. CBT
Performance Analysis
Computer-based training. Any learning event that uses computers as the primary distributions method.
Opportunity-centered
Enabling objectives

17. Double-loop learning
Focused on fundamental changes to thinking patterns and behaviors
Solution Selection
Virtual Reality. Computer-based technology that gives the user a realistic - 3-D - interactive experience that engages as many senses as possible.
The mid-point of the distribution - 50% of the values are above/below this value

18. The four dimensions of personality per the Myers-Briggs Type Indicator
Dictatorship - anarchy - democracy
Return-on-investment ( (Benefits - Costs) / Costs) * 100
Cost or budget - lesson content - learner background and expectations - time available - and facilities/equipment/materials
Extroversion/Introversion - Sensing/Intuition - Thinking/Feeling - Judgment/Perception

19. Four benefits of web-based training
Upper-left cerebral - lower-left limbic - upper-right cerebral - and lower-right limbic
Identify performance gaps - gains commitment to learning - constructs practice to close gaps - drives application and reflection to improve competence
Performance Analysis
Cost-effectiveness - accessibility and application - learner access - and self-direction

20. learning object
Information - resources - incentives/consequences - knowledge and skills - capacity - and motivation.
Low frequency - high complexity - high consequence of error - high probability of change in the future
Semantic differential
Self-contained chunk of instructional material

21. Types of Level 5 instruments
Inputs - outputs - process controls - and resources.
Current organization climate - available resources
Control groups - management estimates - extant data - external studies
Rote skills - and prerequisite material

22. The criteria for determining if a project is appropriate for action learning
Establish scope - create plan - implement plan - monitor/evaluate/revise plan
Matching current - usually high-potential employees - with future roles within the company to systematic prepare them for a future role
Reality - feasibility - authority - and learning opportunities
Growth - exploratory - establishment - maintenance - decline

23. Four characteristics of effective openers

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24. What does context refer to in designing learning
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
Learner characteristics like age - educational background - cultural background - learner expectations - and learn motivation to attend
Data that has been given context
Terminal objectives

25. The ability of the same measurement to produce consistent results over time
Learning style
Data - Information - Knowledge
Questionnaires - follow-up interviews - observation checklists
Reliability

26. LCMS
Enabling objectives
Learning Content Management System. Software that packages courses and learning materials for print - CD-ROM - and electronic publication.
Myer-Briggs Type Indicator (MBTI) - DiSC personality profile
Asynchronous

27. Three advantages of interviews as a data gathering technique
Opportunity-centered
Business Analysis
A description or design specification for how information should be treated and organized.
Rich data - comparable data across interviews with proper construction of interview protocol - and adds depth to quantative methods

28. The four Cs of change
Facilitation is used to involve participants - and to help them learn from one another.
Harless' front-end analysis model
Review strategies - measure performance - take correction action
Create a vision - communicate the plan - connect the people - congratulate success

29. The phases of strategic development
Do not discriminate in any aspect of employment based on disabilities - with reasonable accommodations such as interpreters - reading aids - instructional material modifications - etc.
Characteristics of adults as learners (CAL) conceptual framework
Formulation - Development - Implementation - Evaluation
Electronic performance support system (EPSS)

30. The popularizer of the multiple intelligences theory
Thinking about the whole organization - rather than individuals - and looking primarily at processes
Howard Gardner
Groupthink
Polling questions

31. The three levels of problems in systems thinking
Structures - patterns - events
Howard Gardner
Technical competence - people skills - conceptual skills - results - taste - judgment - character
Accelerated Learning

32. The processes performance management is primarily concerned with
Developing employees - motivating employees - deploying employees - aligning people to process to increase performance
Central tendency
Behavior
Honesty - fairness - lawfulness - compassion - respect - loyalty - dependability

33. Describe how facilitation differs from training
Learner characteristics like age - educational background - cultural background - learner expectations - and learn motivation to attend
Theatre style
Facilitation is used to involve participants - and to help them learn from one another.
Slides

34. What does proxemics refer to?
L = P + Q + R. Learning - Programmed instruction - Questioning - Reflection
Personal space
Audience - Behavior - Condition - and Degree
Learning organizations - systems thinking

35. The questioning technique that seeks to develop critical thinking and creativity
Do not discriminate in any aspect of employment based on disabilities - with reasonable accommodations such as interpreters - reading aids - instructional material modifications - etc.
Robert Mager
Socratic questioning
Extroversion/Introversion - Sensing/Intuition - Thinking/Feeling - Judgment/Perception

36. Software that automates the administration of training
Learning Management System (LMS)
Solution Selection
The extent to which an instrument predicts future results
Performance records - direct observation - supervisor checklists

37. The third component of the ASTD HPI model
Cross-functional - cross-country/international
Cause Analysis
Focused on fundamental changes to thinking patterns and behaviors
Matching current - usually high-potential employees - with future roles within the company to systematic prepare them for a future role

38. Four things a coach does
Identify performance gaps - gains commitment to learning - constructs practice to close gaps - drives application and reflection to improve competence
Organization - process - and job/performer.
A group of people who share a common interest - and are willing to share the experiences of their common interest.
Electronic performance support system (EPSS)

39. Types of Level 3 instruments
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
Change is a process not an event. Change management is the process of directing change at each level of an organization.
The process that connects information - education - expertise - and practical application of people in an organization for the purposes of sharing and access.
Action plans - interviews - questionnaires - focus groups - performance contracts

40. What is an SME
Seels and Glasgow instructional systems design model
Speed - quantity - quality/accuracy - thoroughness - timeliness
Subject-matter expert
Knowledge that has been documented - includes books - manuals - training courses - job aids - software rules - databases - etc.

41. Types of Level 1 instruments
Rote skills - and prerequisite material
Kurt Lewin's forcefield analysis
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
Questionnaires - follow-up interviews - observation checklists

42. The four characteristics of online communication
Information - resources - incentives/consequences - knowledge and skills - capacity - and motivation.
Likert scale
Image oriented - interactive - immediate - and intimate.
Measures of quantity or numbers

43. Dependent
Accelerated Learning
Solution Implementation
The outcome that depends on the independent variable and covariates
Preparation

44. The learning domain that focuses on the skills and knowledge relating to an activity such as changing a car's oil
Cross-functional - cross-country/international
Create new hire training - develop behavior-based interview questions - write performance objectives - prepare employees for career progression
Growth - exploratory - establishment - maintenance - decline
Cognitive

45. The six steps in a training needs assessment
Current organization climate - available resources
Entertainment - interaction - control - usability - and customization
Electronic performance support system (EPSS)
Defining objectives - identifying necessary data - selecting data collection methods - collecting data - analyzing and confirming data - and reporting on the data

46. The four quadrants in W.E. (Ned) Herrmann's learning brain model
Hard data
Upper-left cerebral - lower-left limbic - upper-right cerebral - and lower-right limbic
Phone - VoIP - online meetings - email - specialized software
Scaling and integrity

47. Two types of coaching situations that primarily differ on the degree of confidentiality and sensitivity
To aid in career planning
Social contexting - contexting - authority - and concept of time
Proxemics
External coaching - internal coaching

48. The components of the action learning formula
Philosophy of coaching - definition of coaching - standards of ethical coaching conduct - pledge of coaching ethics
Business Analysis
Review of objective and key points - review participant benefits - call participants to action - ask participants if they have any questions.
L = P + Q + R. Learning - Programmed instruction - Questioning - Reflection

49. Malcolm Knowles' work tipped the instructional systems design scale. The two ends of that scale
Measures looking at opinions - behaviors - and attributes
Monetary impact/ROI
Semantic differential
Learner-centered - content-centered

50. The four components of a learning objective
Create safe haven for learning - create a comfortable environment - encourage participation - facilitate more than lecture.
Rich data - comparable data across interviews with proper construction of interview protocol - and adds depth to quantative methods
Learning Content Management System. Software that packages courses and learning materials for print - CD-ROM - and electronic publication.
Audience - Behavior - Condition - and Degree