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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. The three levels of problems in systems thinking
Computer-based training. Any learning event that uses computers as the primary distributions method.
Structure and processes - resources - information - knowledge and skills - motives - and wellness.
Growth - exploratory - establishment - maintenance - decline
Structures - patterns - events

2. The analysis that identifies forces that maintain the status quo - and the approaches to allow change

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3. Three conditions that warrant multi-rater feedback
Weak manager judgments or experience levels - identified talent shortages - organization culture suports structured programs
Meta-evaluation
Socratic questioning
Conduct a SWOT - establish strategic goals - develop strategies to achieve the strategic goals

4. The popularizer of the multiple intelligences theory
Email - whiteboard - bulletin boards - chat rooms - online presentation tools - WIKIs - Blogs - forums - social sites
Language - speech - environmental - and psychological
Inputs - outputs - process controls - and resources.
Howard Gardner

5. The type of results produced by quantative methods
Knowledge - skills - desire - environment - and opportunity
Hard data
Two-aix matrixes - flowcharts - dichotomy - graphic models
Maslow's hierarchy

6. Content validity

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7. Five approaches to facilitate inclusion
Awareness - modeling - targeted interventions - desensitization - training
HPI uses a results-based - systematic approach - HPI focuses on accomplishments before behavior - Organizations are systems.
A variable the influences the dependent variable
Written tests - oral Q&A - performance tests - role plays

8. The learning domain that focuses on the skills and knowledge relating to an activity such as changing a car's oil
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
Cognitive
Rote skills - and prerequisite material
Self-contained chunk of instructional material

9. The philosophy of teaching focusing on the instructor rather than the participant - and is generally used to in reference to teaching children
Central tendency
Meta-evaluation
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
Pedagogy

10. The methods learning organizations use to create and foster productive learning
Culture - vision - strategy - and structure
Learner-centered - content-centered
Mentoring is longer term - and mentors do not have responsibility for participants improvement.
Questions that check for understanding or test for consensus

11. Types of Level 3 instruments
HPI uses a results-based - systematic approach - HPI focuses on accomplishments before behavior - Organizations are systems.
Theatre style
Action plans - interviews - questionnaires - focus groups - performance contracts
Determine business impact - improve the design of the learning experience - determine the content's adequacy

12. BCR
A measure of the variability of scores from the mean
Benefit-to-cost ratio (Total Benefit / Total Program Cost)
The extent to which an instrument represents the program's content
Information - resources - incentives/consequences - knowledge and skills - capacity - and motivation.

13. List 10 types of root causes

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14. The HPI tool that can gather both qualitative and quantitative data
To improve performance by systematically developing human expertise through organizational development and training
A variable that can have one of two possible values.
Something that disrupts the flow of information between source and receiver
Surveys

15. What does proxemics refer to?
Personal space
A variable in whole number or distinct units (opposed to continuous)
A visual tools used to systematically describe actions/behaviors in a sequential flow - including all the steps and tasks for that process flow.
Formative evaluation

16. The ability of the same measurement to produce consistent results over time
Benefit-to-cost ratio (Total Benefit / Total Program Cost)
Thinking about the whole organization - rather than individuals - and looking primarily at processes
Observe body language
Reliability

17. List seven things that cannot be copyrighted
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
Engage learner's attention - present materials as input to brain - practice with ideas and skills - review to create new connections and applications
Ideas - processes - procedures - methods of operation - concepts - principles - and discoveries
Defining objectives - identifying necessary data - selecting data collection methods - collecting data - analyzing and confirming data - and reporting on the data

18. The theory that describes how intelligences reflect how people prefer to process information
An unknown or uncontrolled variable that produces an effect
Multiple intelligences theory
Howard Gardner
Driving forces - restraining forces - current state - desired state

19. Four phases of succession planning
Establish scope - create plan - implement plan - monitor/evaluate/revise plan
Icebreakers do not have to relate to the session materials. Opening exercise introduces the session materials being taught.
Cognitive
Growth - exploratory - establishment - maintenance - decline

20. Knowledge
Mentoring is longer term - and mentors do not have responsibility for participants improvement.
Information that combined with understanding enables understanding
Learning Management System (LMS)
Breakeven ( ( Program Costs / Investment ) / ( Benefits / Cash Inflow) )

21. The steps of a needs analysis
External/organizational scans - identify business needs - identify change initiatives - collect data - analyze data - report on the data - design the change initiative
A variable in whole number or distinct units (opposed to continuous)
To aid in career planning
Proxemics

22. The topics of the A-B-C-D training development process
Dictatorship - anarchy - democracy
An unknown or uncontrolled variable that produces an effect
Audience - behavior - condition - and degree
Chat rooms are essentially synchronous (real-time) message boards.

23. Level 1 evaluation
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.
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
Groupthink
Reaction

24. Dichotomous
A variable that can have one of two possible values.
Virtual Reality. Computer-based technology that gives the user a realistic - 3-D - interactive experience that engages as many senses as possible.
Two-aix matrixes - flowcharts - dichotomy - graphic models
Feedback

25. Open questions
A variable whose quantification can be broken down into very small units - often called analog (opposed to discrete)
Interviews
Questions that stimulate discussion
Reality - feasibility - authority - and learning opportunities

26. The tasks involved in the formulation phase of strategic development
Form - storm - norm - perform - and adjourn.
Scaling and integrity
Identify organizational values - development mission - develop vision - develop value statements
Benjamin Bloom

27. Types of Level 5 instruments
Control groups - management estimates - extant data - external studies
Inputs - outputs - process controls - and resources.
Create a vision - communicate the plan - connect the people - congratulate success
Pedagogy

28. Five mistakes managers can make to negatively impact employee motivation
Chat rooms are essentially synchronous (real-time) message boards.
Silence
Misplacing ownership - misaligning incentives - saving recognition - playing favorites - misspeaking praise
Interview - survey/questionnaire - observation - focus group - work diary/work log

29. The technique trainers should use when they want to use the revelation technique
Performance audit
Presentation software
Computer-based training. Any learning event that uses computers as the primary distributions method.
Psychomotor skills

30. The questioning technique that seeks to develop critical thinking and creativity
Learning organizations - systems thinking
Questions that stimulate discussion
Socratic questioning
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.

31. The two criteria for a successful training program that must be accounted for by the WLP professional
Do not discriminate in any aspect of employment based on disabilities - with reasonable accommodations such as interpreters - reading aids - instructional material modifications - etc.
Focused on fundamental shifts in how people view themselves - and intentional alterations of beliefs and values about the world and themselves
Observe body language
Current organization climate - available resources

32. Exercises that include a form of real-life situation that allows participants to practice is called
Formative evaluation
External/organizational scans - identify business needs - identify change initiatives - collect data - analyze data - report on the data - design the change initiative
Simulations
Icebreakers do not have to relate to the session materials. Opening exercise introduces the session materials being taught.

33. Standard deviation
Reality - feasibility - authority - and learning opportunities
The selection of measurement points which can have a large impact on the research's ability to be generalized
The outcome that depends on the independent variable and covariates
A measure of the variability of scores from the mean

34. The collection of strategies for quickly producing instructional packages
Knowledge - skills
Diagnose the problem - generate alternative actions/behaviors - identify consequences for those actions/behaviors
The minimum time schedule for completing all the tasks in a project with several overlapping or dependent tasks.
Rapid instructional design (RID)

35. Two characteristics of distance learning
Separation of place - time - or both among learners - instructors - and learning resources; Interactions are conducted through one or mode media.
Proxemics
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
Central tendency

36. The type of learning that E-Learning is outstanding for teaching because it has infinite patience
Learning Management System. Software that automates administration - tracking - and reporting of learning events (ILT and online).
Rote skills
Howard Gardner
Phone - VoIP - online meetings - email - specialized software

37. What is the primary reason for 360-degree feedback
Monetary impact/ROI
To aid in career planning
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
Defining objectives - identifying necessary data - selecting data collection methods - collecting data - analyzing and confirming data - and reporting on the data

38. The processes performance management is primarily concerned with
Feedback
Developing employees - motivating employees - deploying employees - aligning people to process to increase performance
Chaos is simple systems generating complicated behavior. Complexity is complicated systems generating simple behavior.
Computer-based training. Any learning event that uses computers as the primary distributions method.

39. Four stages of transition through M&As
Disengagement - disidentification - disorientation - and disenchantment.
Learning technologies
Myer-Briggs Type Indicator (MBTI) - DiSC personality profile
A measure of the variability of scores from the mean

40. Four characteristics of tasks that are well-suited for job aids
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.
Technical competence - people skills - conceptual skills - results - taste - judgment - character
Low frequency - high complexity - high consequence of error - high probability of change in the future
DMAIC methodology - IPO model - flowcharting - evaluation models

41. LCMS
Ideas - processes - procedures - methods of operation - concepts - principles - and discoveries
Cost or budget - lesson content - learner background and expectations - time available - and facilities/equipment/materials
Learning Content Management System. Software that packages courses and learning materials for print - CD-ROM - and electronic publication.
Howard Gardner

42. Two types of coaching situations that primarily differ on the degree of confidentiality and sensitivity
Opportunity-centered
Chaos is simple systems generating complicated behavior. Complexity is complicated systems generating simple behavior.
Solution Implementation
External coaching - internal coaching

43. The facilitation tool that can create just enough tension to get people thinking
Knowledge in one's personal memory - includes judgment - insights - experience - know-how - personal beliefs - and personal values.
Rehersal
Silence
Initiating - planning - executing - controlling - closing

44. The five stages of D. E. Super's developmental framework
Andragogy - time pressures - goal orientation - previous knowledge and experience - relevent content - levels of motivation - and different learning styles
Growth - exploratory - establishment - maintenance - decline
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
Analytical - amiable - drivers - expressive

45. The five principles of andragogy
Conduct a SWOT - establish strategic goals - develop strategies to achieve the strategic goals
Learner self-concept - Learner prior experience - Readiness to learn - Orientation to learning - and Motivation to learn
problem - establish action plan - clarify values - identify alternatives - discover probable outcomes - eliminate alternatives systematically - start action
A collection of code containing instructions for a computer to perform a specific action

46. What is the best thing to do first when a client wants a designer to develop a training to improve declining business process
Perform a front-end analysis
Behavior
Measures of quantity or numbers
Hypothetical

47. The components of the action learning formula
Information - resources - incentives/consequences - knowledge and skills - capacity - and motivation.
L = P + Q + R. Learning - Programmed instruction - Questioning - Reflection
Information - feedback
Silence

48. The five factors that affect human performance
An effective - structured way that captures people's learning from an experience.
Structures - patterns - events
Knowledge - skills - desire - environment - and opportunity
Raw and non-contextual - and can exist in forms usable or not

49. The way of learning that stresses experience and reflection - and uses an inductive learning process that takes a learner through five stages: experiencing - publishing - processing - generalizing - and applying
Experiential learning
Websites where users post questions - thoughts and observations - and can reply to other users postings of the same
Balanced scorecard
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.

50. Continuous
A variable whose quantification can be broken down into very small units - often called analog (opposed to discrete)
Information - feedback
Questions that check for understanding or test for consensus
Raw and non-contextual - and can exist in forms usable or not