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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. Three basic management styles
Navigation
Virtual Reality. Computer-based technology that gives the user a realistic - 3-D - interactive experience that engages as many senses as possible.
Dictatorship - anarchy - democracy
Identify performance gaps - gains commitment to learning - constructs practice to close gaps - drives application and reflection to improve competence

2. Four tools and techniques related to six sigma
A variable that can have one of two possible values.
DMAIC methodology - IPO model - flowcharting - evaluation models
Validity
Design

3. The four most important skills for a coach
Identify business goals - clarify those goals - determine specificity and measurability of the goals.
Defining objectives - identifying necessary data - selecting data collection methods - collecting data - analyzing and confirming data - and reporting on the data
Communication - client motivation - self-management - technical skills
The most frequently occurring value

4. The second component of the ASTD HPI model
Business Analysis
Performance Analysis
Awareness - modeling - targeted interventions - desensitization - training
Breakeven ( ( Program Costs / Investment ) / ( Benefits / Cash Inflow) )

5. Who is credited with the idea that learning objectives should contain a condition statement - a performance statement - and a criterion statement
Technology - new products - shareholders - financial conditions - system challenges - process challenges - policies
Experiencing - publishing - processing - generalizing - and applying
Robert Mager
Results

6. What does proxemics refer to?
Personal space
Rehersal
Do not discriminate in any aspect of employment based on disabilities - with reasonable accommodations such as interpreters - reading aids - instructional material modifications - etc.
To improve performance by systematically developing human expertise through organizational development and training

7. The purpose of an after-action review

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8. 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
Managers are responsible for their own development - executives are responsible for the development of their subordinates - the organization is responsible for providing growth opportunities
The multiple dependent variables in a study with multiple independent variables
Self-contained chunk of instructional material

9. Mean
The sum of the numbers divided by the total number of values
Results
Psychomotor skills
Review strategies - measure performance - take correction action

10. Sequencing and structure are closely related. What is the order in which skills and information are taught
Sequence
A variable the influences the dependent variable
Validity
Review strategies - measure performance - take correction action

11. Four ways to create a learning climate based on Knowles' work
Visual - Auditory - and Kinestethic
Audience - behavior - condition - and degree
Polling questions
Create safe haven for learning - create a comfortable environment - encourage participation - facilitate more than lecture.

12. Examples of courseware
Self-study guides - job aids - instructor-led materials - technology-delivered training deliverables - assessments
Learning technologies
Visual - Auditory - and Kinestethic
Suggestopedia

13. Two types of coaching situations that primarily differ on the degree of confidentiality and sensitivity
Validity
Constraints analysis
Solution Selection
External coaching - internal coaching

14. BE
Breakeven ( ( Program Costs / Investment ) / ( Benefits / Cash Inflow) )
Establish scope - create plan - implement plan - monitor/evaluate/revise plan
The process that enables organizations to create short reference materials with relevant information by reducing information into codified - categorized - and reusable content.
Time and resource intensive - undue influence of vocal member(s) - difficult to facilitate with a single facilitator to encourage participation and take notes

15. Steps in Pfeiffer and Jones' experiential learning cycle
Numbers or variables used to rank order a system
Knowledge - skills
Experiencing - publishing - processing - generalizing - and applying
Electronic performance support system (EPSS)

16. Five job analysis methods
Interview - survey/questionnaire - observation - focus group - work diary/work log
Subject-matter expert
Constraints analysis
Experiencing - publishing - processing - generalizing - and applying

17. The elements of the 4-D cycle
Long-term process for performance improvement based on 1-on-1 interactions where mentee retains the responsibility for improvement
Discovery - Dream - Design - and Destiny
Speed - quantity - quality/accuracy - thoroughness - timeliness
Self-study guides - job aids - instructor-led materials - technology-delivered training deliverables - assessments

18. Triple-loop learning
The world is created in conversation
Learning
Electronic Performance Support System. Software that provides just-in-time help - guidance - coaching - or assistance to improve job performance.
Focused on fundamental shifts in how people view themselves - and intentional alterations of beliefs and values about the world and themselves

19. Three learner preferences as defined by the VAK model
Visual - Auditory - and Kinestethic
Formulation - Development - Implementation - Evaluation
Data - Information - Knowledge
Facilitation is used to involve participants - and to help them learn from one another.

20. Skills / knowledge areas that SMEs may lack
Productivity Environmental Preference Survey (PEPS) - Canfield Learning Style Inventory - and Learning Style Questionnaire
Rapid instructional design (RID)
Knowledge - skills
Adult learning theories - instructional design techniques

21. Three examples of active training techniques
Email - whiteboard - bulletin boards - chat rooms - online presentation tools - WIKIs - Blogs - forums - social sites
HPI uses a results-based - systematic approach - HPI focuses on accomplishments before behavior - Organizations are systems.
Do not discriminate in any aspect of employment based on disabilities - with reasonable accommodations such as interpreters - reading aids - instructional material modifications - etc.
Brainstorming - case studies - and role plays

22. The components of the VAK model
Visual - Auditory - and Kinestethic
Accelerated Learning
Upper-left cerebral - lower-left limbic - upper-right cerebral - and lower-right limbic
Multiple intelligences theory

23. The use of electronic technologies to deliver information and facilitate the development of skills
Problem - action learning group - emphasis on careful questioning and listening - resolution to take action - commitment to learning - group facilitator/learning coach
Rehersal
Reaction
Learning technologies

24. Two examples of performance support systems
A collection of code containing instructions for a computer to perform a specific action
Learning Management System (LMS)
Organization - process - and job/performer.
Job aids - and EPSS

25. The two criteria for a successful training program that must be accounted for by the WLP professional
Kurt Lewin's forcefield analysis
A group of people who share a common interest - and are willing to share the experiences of their common interest.
Current organization climate - available resources
Observe body language

26. The learning theory that attempts to involve the left and right hemispheres of the brain to make learning more natural
Accelerated Learning
Questions that check for understanding or test for consensus
Competing - accommodating - avoiding - collaborating - and compromising.
Socratic questioning

27. The five principles of andragogy
Learner self-concept - Learner prior experience - Readiness to learn - Orientation to learning - and Motivation to learn
No area is overlooked - forces to be used are known - there is time to develop other strategies if the analysis reveals the need
Change Management
An HTML tag identifying the context of the contents on a website or knowledge base.

28. Level 4 evaluation
Pilot tests - technical reviews - production reviews
The process that enables organizations to create short reference materials with relevant information by reducing information into codified - categorized - and reusable content.
Behavior
Accelerated Learning

29. Information
Breakeven ( ( Program Costs / Investment ) / ( Benefits / Cash Inflow) )
Experiential learning
Electronic Performance Support System. Software that provides just-in-time help - guidance - coaching - or assistance to improve job performance.
Data that has been given context

30. Level 2 evaluation
Objectivity - confidentiality
Learning
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
Change is a process not an event. Change management is the process of directing change at each level of an organization.

31. Four benefits of web-based training
Learning Content Management System. Software that packages courses and learning materials for print - CD-ROM - and electronic publication.
Reality - feasibility - authority - and learning opportunities
Cost-effectiveness - accessibility and application - learner access - and self-direction
An unknown or uncontrolled variable that produces an effect

32. Three disadvantages of focus groups
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
The process that connects information - education - expertise - and practical application of people in an organization for the purposes of sharing and access.
Learning technologies
Time and resource intensive - undue influence of vocal member(s) - difficult to facilitate with a single facilitator to encourage participation and take notes

33. Extant
A variable the influences the dependent variable
Data from archival records - existing records - report - and data
Rote skills - and prerequisite material
Simulations

34. A computer application that is linked directly to another application to train or guide workers through a task
Learner characteristics like age - educational background - cultural background - learner expectations - and learn motivation to attend
Engage learner's attention - present materials as input to brain - practice with ideas and skills - review to create new connections and applications
Electronic performance support system (EPSS)
Accelerated Learning

35. Types of Level 4 instruments
Performance records - direct observation - supervisor checklists
Slides
A variable in whole number or distinct units (opposed to continuous)
External/organizational scans - identify business needs - identify change initiatives - collect data - analyze data - report on the data - design the change initiative

36. Double-loop learning
Learning technologies
Focused on fundamental changes to thinking patterns and behaviors
Change is a process not an event. Change management is the process of directing change at each level of an organization.
Understandable - accurate - functional

37. Information Architecture
Balanced scorecard
A description or design specification for how information should be treated and organized.
Interview - survey/questionnaire - observation - focus group - work diary/work log
Benjamin Bloom

38. The instrument where participants rate two contrasting ideas or words by circling points on a line
Performance Analysis
Navigation
Opener - bridge - main body - and close
Semantic differential

39. The six interactive and interdependent components of an action learning program
Howard Gardner
The expected range of a measurement
Problem - action learning group - emphasis on careful questioning and listening - resolution to take action - commitment to learning - group facilitator/learning coach
Control groups - management estimates - extant data - external studies

40. Five mistakes managers can make to negatively impact employee motivation
Interviews
Misplacing ownership - misaligning incentives - saving recognition - playing favorites - misspeaking praise
Breakeven ( ( Program Costs / Investment ) / ( Benefits / Cash Inflow) )
Data from archival records - existing records - report - and data

41. Quantitative
Data that has been given context
Determine business impact - improve the design of the learning experience - determine the content's adequacy
Observe body language
Measures of quantity or numbers

42. The seven steps in Krumboltz's DECIDES model
To aid in career planning
Interview - survey/questionnaire - observation - focus group - work diary/work log
Accelerated Learning
problem - establish action plan - clarify values - identify alternatives - discover probable outcomes - eliminate alternatives systematically - start action

43. Levels of listening
Passive - active - empathetic - listening for knowledge - listening for clarification
Self-study guides - job aids - instructor-led materials - technology-delivered training deliverables - assessments
Structure
Split-half

44. Five ways to use storytelling
Entertainment - interaction - control - usability - and customization
Structures - patterns - events
Silence
Capture attention - help message to be remembered - establish rapport - build credibility - and build team unity.

45. The HPI tool that can gather both qualitative and quantitative data
Surveys
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
Skill variety - task identity - task significance - autonomy - feedback
Experiencing - publishing - processing - generalizing - and applying

46. scripting
Social contexting - contexting - authority - and concept of time
A collection of code containing instructions for a computer to perform a specific action
Behavorism
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

47. Dependent
The outcome that depends on the independent variable and covariates
Sorting - tabulating - and comparing raw to summarized data
Conduct a SWOT - establish strategic goals - develop strategies to achieve the strategic goals
Personal space

48. Describe noise - in communication theory
Something that disrupts the flow of information between source and receiver
A description or design specification for how information should be treated and organized.
Formulation - Development - Implementation - Evaluation
Reality - feasibility - authority - and learning opportunities

49. Examples of internal factors that influence an organization
Relevance - inquiry - freedom - connectedness - reception - empowerment - play
Technology - new products - shareholders - financial conditions - system challenges - process challenges - policies
Questions that stimulate discussion
External/organizational scans - identify business needs - identify change initiatives - collect data - analyze data - report on the data - design the change initiative

50. The fourth component of the ASTD HPI model
Something that disrupts the flow of information between source and receiver
Solution Selection
Focused on fundamental changes to thinking patterns and behaviors
Personal space