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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.
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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 criteria for a successful training program that must be accounted for by the WLP professional
Misplacing ownership - misaligning incentives - saving recognition - playing favorites - misspeaking praise
Current organization climate - available resources
Perform a front-end analysis
Myer-Briggs Type Indicator (MBTI) - DiSC personality profile

2. The four parts of the International Federation's (ICF) ethical standards
Philosophy of coaching - definition of coaching - standards of ethical coaching conduct - pledge of coaching ethics
Control groups - management estimates - extant data - external studies
Performance audit
A variable the influences the dependent variable

3. Knowledge
Feedback
Information that combined with understanding enables understanding
Experiencing - publishing - processing - generalizing - and applying
Upper-left cerebral - lower-left limbic - upper-right cerebral - and lower-right limbic

4. The popularizer of the multiple intelligences theory
External and environmental influences
Measures of quantity or numbers
Howard Gardner
Solution Selection

5. The methods learning organizations use to create and foster productive learning
Low frequency - high complexity - high consequence of error - high probability of change in the future
Benjamin Bloom
Culture - vision - strategy - and structure
Diagnose the problem - generate alternative actions/behaviors - identify consequences for those actions/behaviors

6. Who is credited with the idea that learning objectives should contain a condition statement - a performance statement - and a criterion statement
Data that has been given context
Robert Mager
Hard data
An effective - structured way that captures people's learning from an experience.

7. Confounding
Visual - Auditory - and Kinestethic
Skill variety - task identity - task significance - autonomy - feedback
An unknown or uncontrolled variable that produces an effect
Awareness - modeling - targeted interventions - desensitization - training

8. The topics of the A-B-C-D training development process
Cognitive
Focused on learning and using new necessary skills through incremental change
Weak manager judgments or experience levels - identified talent shortages - organization culture suports structured programs
Audience - behavior - condition - and degree

9. Types of Level 2 instruments
Questionnaires - follow-up interviews - observation checklists
Written tests - oral Q&A - performance tests - role plays
Slides
Time and resource intensive - undue influence of vocal member(s) - difficult to facilitate with a single facilitator to encourage participation and take notes

10. The seating arrangement is the least conducive to stimulating group discussion
Data from archival records - existing records - report - and data
Passive - active - empathetic - listening for knowledge - listening for clarification
A variable in whole number or distinct units (opposed to continuous)
Theatre style

11. Levels of listening
Indicate whether response was correct - explain an incorrect response or clarify a correct response - give instructions on how to proceed
Passive - active - empathetic - listening for knowledge - listening for clarification
Accelerated Learning
Information - resources - incentives/consequences - knowledge and skills - capacity - and motivation.

12. Four steps to prepare for training delivery
Job analysis
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.
Gain understanding or learning objectives - learn the materials - practice the delivery - prepare questions to stimulate learning.
Rote skills

13. Factors that determine fair use
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 mid-point of the distribution - 50% of the values are above/below this value
Numbers or variables used to rank order a system
Audience - behavior - condition - and degree

14. The term for the relationship of people's positions in space
Enabling objectives
Request for proposal. A communication from an organization to potential vendors that defines the organizations needs and how to respond to those needs.
Proxemics
Learner characteristics like age - educational background - cultural background - learner expectations - and learn motivation to attend

15. The purpose of an after-action review

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16. The components of the VAK model
Speed - quantity - quality/accuracy - thoroughness - timeliness
Visual - Auditory - and Kinestethic
Low frequency - high complexity - high consequence of error - high probability of change in the future
Conduct a SWOT - establish strategic goals - develop strategies to achieve the strategic goals

17. Compare/contrast chaos and complexity
Business Analysis
Brainstorming - case studies - and role plays
Chaos is simple systems generating complicated behavior. Complexity is complicated systems generating simple behavior.
Structures - patterns - events

18. Data
Maslow's hierarchy - McGregor's Theory X and Y of management
Culture - vision - strategy - and structure
Conduct a SWOT - establish strategic goals - develop strategies to achieve the strategic goals
Raw and non-contextual - and can exist in forms usable or not

19. The seven characteristics of good dialog
Awareness - modeling - targeted interventions - desensitization - training
Sorting - tabulating - and comparing raw to summarized data
Conduct a SWOT - establish strategic goals - develop strategies to achieve the strategic goals
Relevance - inquiry - freedom - connectedness - reception - empowerment - play

20. The first component of the ASTD HPI model
Performance audit
Rapid instructional design (RID)
Business Analysis
Meta-evaluation

21. Five mistakes managers can make to negatively impact employee motivation
Passive - active - empathetic - listening for knowledge - listening for clarification
Performance Analysis
Misplacing ownership - misaligning incentives - saving recognition - playing favorites - misspeaking praise
Experiencing - publishing - processing - generalizing - and applying

22. Three tasks for knowledge mapping
Surveys
Threat - problem - solution - habit
Documentation audit - information system survey - identification of external information sources
Focused on fundamental shifts in how people view themselves - and intentional alterations of beliefs and values about the world and themselves

23. The four most important skills for a coach
Communication - client motivation - self-management - technical skills
Andragogy - time pressures - goal orientation - previous knowledge and experience - relevent content - levels of motivation - and different learning styles
Preparation
Multiple intelligences theory

24. Three disadvantages of focus groups
The process that connects information - education - expertise - and practical application of people in an organization for the purposes of sharing and access.
Visual - Auditory - and Kinestethic
Time and resource intensive - undue influence of vocal member(s) - difficult to facilitate with a single facilitator to encourage participation and take notes
Questionnaires - follow-up interviews - observation checklists

25. The three foundations of action learning

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26. The tasks involved in the evaluation phase of strategic development
Control groups - management estimates - extant data - external studies
Formulation - Development - Implementation - Evaluation
Review strategies - measure performance - take correction action
Threat - problem - solution - habit

27. The creator of the theory of three types of learning - knowledge - skills - and attitudes
High cost - scheduling difficulties - and temporary (unless learners have opportunity to practice)
The multiple dependent variables in a study with multiple independent variables
Honesty - fairness - lawfulness - compassion - respect - loyalty - dependability
Benjamin Bloom

28. The three competency elements that constitute most jobs
Visual - Auditory - and Kinestethic
Managerial/administrative - supervisory - functional
A measure of the variability of scores from the mean
Cost-effectiveness - accessibility and application - learner access - and self-direction

29. The purpose of workforce planning
Myer-Briggs Type Indicator (MBTI) - DiSC personality profile
Presentation software
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
To improve performance by systematically developing human expertise through organizational development and training

30. Mentoring
Long-term process for performance improvement based on 1-on-1 interactions where mentee retains the responsibility for improvement
Terminal objectives
Websites where users post questions - thoughts and observations - and can reply to other users postings of the same
Something that disrupts the flow of information between source and receiver

31. The five characteristics of every job that influence employee motivation
Skill variety - task identity - task significance - autonomy - feedback
Terminal objectives
Sorting - tabulating - and comparing raw to summarized data
Diagnose the problem - generate alternative actions/behaviors - identify consequences for those actions/behaviors

32. Four basic components of a process
Create a vision - communicate the plan - connect the people - congratulate success
Inputs - outputs - process controls - and resources.
Suggestopedia
Bloom's Taxonomy

33. Two characteristics for any coaching program to succeed
Objectivity - confidentiality
No area is overlooked - forces to be used are known - there is time to develop other strategies if the analysis reveals the need
Identify performance gaps - gains commitment to learning - constructs practice to close gaps - drives application and reflection to improve competence
Capture attention - reveal trainer's style - raise participant's comfort level - introduce the topic of the presentation.

34. List seven things that cannot be copyrighted
Email - whiteboard - bulletin boards - chat rooms - online presentation tools - WIKIs - Blogs - forums - social sites
Identify business goals - clarify those goals - determine specificity and measurability of the goals.
Ideas - processes - procedures - methods of operation - concepts - principles - and discoveries
Capture attention - reveal trainer's style - raise participant's comfort level - introduce the topic of the presentation.

35. The three fundamental principles of HPI
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
HPI uses a results-based - systematic approach - HPI focuses on accomplishments before behavior - Organizations are systems.
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
Identify business goals - clarify those goals - determine specificity and measurability of the goals.

36. Content validity

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37. Three tools for determining learner preferences
Myer-Briggs Type Indicator (MBTI) - DiSC personality profile
Ideas - processes - procedures - methods of operation - concepts - principles - and discoveries
Productivity Environmental Preference Survey (PEPS) - Canfield Learning Style Inventory - and Learning Style Questionnaire
Feedback

38. The processes performance management is primarily concerned with
Sorting - tabulating - and comparing raw to summarized data
Developing employees - motivating employees - deploying employees - aligning people to process to increase performance
Analytical - amiable - drivers - expressive
Create safe haven for learning - create a comfortable environment - encourage participation - facilitate more than lecture.

39. Closed questions
Sequence
Questions that check for understanding or test for consensus
Change is a process not an event. Change management is the process of directing change at each level of an organization.
Philosophy of coaching - definition of coaching - standards of ethical coaching conduct - pledge of coaching ethics

40. The five criteria to measure performance after coaching
Cross-functional - cross-country/international
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
Speed - quantity - quality/accuracy - thoroughness - timeliness
Focused on learning and using new necessary skills through incremental change

41. Process Map
A visual tools used to systematically describe actions/behaviors in a sequential flow - including all the steps and tasks for that process flow.
Driving forces - restraining forces - current state - desired state
External coaching - internal coaching
An HTML tag identifying the context of the contents on a website or knowledge base.

42. List six categories of HPI solutions
DMAIC methodology - IPO model - flowcharting - evaluation models
Learner characteristics like age - educational background - cultural background - learner expectations - and learn motivation to attend
An effective - structured way that captures people's learning from an experience.
Structure and processes - resources - information - knowledge and skills - motives - and wellness.

43. The mode of training for which classroom training is most effective
Learning organizations - systems thinking
Extroversion/Introversion - Sensing/Intuition - Thinking/Feeling - Judgment/Perception
Opportunity-centered
Psychomotor skills

44. Four variables that effect how members of a culture think and express themselves
Developing employees - motivating employees - deploying employees - aligning people to process to increase performance
Learning
Behavorism
Social contexting - contexting - authority - and concept of time

45. The six major factors that influence performance in Gilbert's behavior engineering model
Information - resources - incentives/consequences - knowledge and skills - capacity - and motivation.
Managerial/administrative - supervisory - functional
Design
Dictatorship - anarchy - democracy

46. Contrast synchronous to asynchronous e-learning
Psychomotor skills
Synchrononous occurs at a given time with a live instructor. Asynchronous is self-paced and available at any time.
Pilot tests - technical reviews - production reviews
Multiple intelligences theory

47. The theory that describes how intelligences reflect how people prefer to process information
The sum of the numbers divided by the total number of values
Objectivity - confidentiality
Multiple intelligences theory
Chaos is simple systems generating complicated behavior. Complexity is complicated systems generating simple behavior.

48. An evaluation of an evaluation
Meta-evaluation
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
Questions that check for understanding or test for consensus
Electronic performance support system (EPSS)

49. Three advantages of interviews as a data gathering technique
Rich data - comparable data across interviews with proper construction of interview protocol - and adds depth to quantative methods
Focused on learning and using new necessary skills through incremental change
Problem - action learning group - emphasis on careful questioning and listening - resolution to take action - commitment to learning - group facilitator/learning coach
Cause Analysis

50. The fourth component of the ASTD HPI model
Solution Selection
The multiple dependent variables in a study with multiple independent variables
Andragogy - time pressures - goal orientation - previous knowledge and experience - relevent content - levels of motivation - and different learning styles
Bloom's taxonomy - six sigma - Kepner-Tregoe