Test your basic knowledge |

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 collection of strategies for quickly producing instructional packages
Identify organizational values - development mission - develop vision - develop value statements
Solution Selection
Rapid instructional design (RID)
Growth - exploratory - establishment - maintenance - decline

2. The facilitation tool that can create just enough tension to get people thinking
Balanced scorecard
Silence
Characteristics of adults as learners (CAL) conceptual framework
Knowledge that has been documented - includes books - manuals - training courses - job aids - software rules - databases - etc.

3. Three basic management styles
Dictatorship - anarchy - democracy
Questions that stimulate discussion
Data from archival records - existing records - report - and data
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.

4. What is the primary reason for 360-degree feedback
Self-study guides - job aids - instructor-led materials - technology-delivered training deliverables - assessments
Icebreakers do not have to relate to the session materials. Opening exercise introduces the session materials being taught.
To aid in career planning
Bloom's taxonomy - six sigma - Kepner-Tregoe

5. Four characteristics of effective openers

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6. The philosophy of teaching focusing on the instructor rather than the participant - and is generally used to in reference to teaching children
Language - speech - environmental - and psychological
Pedagogy
Engage learner's attention - present materials as input to brain - practice with ideas and skills - review to create new connections and applications
Presentation software

7. Steps in Pfeiffer and Jones' experiential learning cycle
Current organization climate - available resources
Characteristics of adults as learners (CAL) conceptual framework
Experiencing - publishing - processing - generalizing - and applying
Walk towards a participant as they speak

8. Knowledge Mapping
A group of people who share a common interest - and are willing to share the experiences of their common interest.
Facilitation is used to involve participants - and to help them learn from one another.
Solution Implementation
The process that connects information - education - expertise - and practical application of people in an organization for the purposes of sharing and access.

9. The system that uses knowledge - skills - and attitudes (KSAs) to describe three types of learning

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10. Quantitative
Matching current - usually high-potential employees - with future roles within the company to systematic prepare them for a future role
Focused on fundamental changes to thinking patterns and behaviors
Engage learner's attention - present materials as input to brain - practice with ideas and skills - review to create new connections and applications
Measures of quantity or numbers

11. EPSS
A group of people who share a common interest - and are willing to share the experiences of their common interest.
Suggestopedia
Form - storm - norm - perform - and adjourn.
Electronic Performance Support System. Software that provides just-in-time help - guidance - coaching - or assistance to improve job performance.

12. Median
Ishikawa - fishbone
DMAIC methodology - IPO model - flowcharting - evaluation models
Audience - behavior - condition - and degree
The mid-point of the distribution - 50% of the values are above/below this value

13. Four stages of accelerated learning

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14. When a WLP professional - prior to a learning session - plans seating arrangement - arranges refreshments - determines goals and expectations for the class - what are they attempting to affect
Technology - new products - shareholders - financial conditions - system challenges - process challenges - policies
External and environmental influences
A group of people who share a common interest - and are willing to share the experiences of their common interest.
Management - performance

15. Things a forcefield analysis ensures
Do not discriminate in any aspect of employment based on disabilities - with reasonable accommodations such as interpreters - reading aids - instructional material modifications - etc.
No area is overlooked - forces to be used are known - there is time to develop other strategies if the analysis reveals the need
Self-study guides - job aids - instructor-led materials - technology-delivered training deliverables - assessments
Slides

16. Four personal social styles per Harvey Robbins
Low frequency - high complexity - high consequence of error - high probability of change in the future
A variable the influences the dependent variable
Analytical - amiable - drivers - expressive
Suggestopedia

17. The seventh component of the ASTD HPI model
Reliability
Change Management
Learning
Breakeven ( ( Program Costs / Investment ) / ( Benefits / Cash Inflow) )

18. Standard deviation
A measure of the variability of scores from the mean
Electronic Performance Support System. Software that provides just-in-time help - guidance - coaching - or assistance to improve job performance.
Technology - new products - shareholders - financial conditions - system challenges - process challenges - policies
The world is created in conversation

19. The methods learning organizations use to create and foster productive learning
Rapid instructional design (RID)
Culture - vision - strategy - and structure
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.
Behavorism

20. Four common mistakes HPI professionals make in selecting - designing - and implementing interventions
Philosophy of coaching - definition of coaching - standards of ethical coaching conduct - pledge of coaching ethics
Skill variety - task identity - task significance - autonomy - feedback
Competing - accommodating - avoiding - collaborating - and compromising.
Failure to partner - failure to consider culture - failure to manage change - and failure to adapt to the client.

21. An assessment done during formation
When the cause of the problem is a lack of knowledge or skills
Formative evaluation
Change Management
Matching current - usually high-potential employees - with future roles within the company to systematic prepare them for a future role

22. The phases of strategic development
Awareness - modeling - targeted interventions - desensitization - training
The world is created in conversation
Form - storm - norm - perform - and adjourn.
Formulation - Development - Implementation - Evaluation

23. The three fundamental principles of HPI
Meta-evaluation
Thinking about the whole organization - rather than individuals - and looking primarily at processes
HPI uses a results-based - systematic approach - HPI focuses on accomplishments before behavior - Organizations are systems.
Capture attention - help message to be remembered - establish rapport - build credibility - and build team unity.

24. RFP
Benefit-to-cost ratio (Total Benefit / Total Program Cost)
A variable that can have one of two possible values.
Request for proposal. A communication from an organization to potential vendors that defines the organizations needs and how to respond to those needs.
Data from archival records - existing records - report - and data

25. Four steps to prepare for training delivery
Awareness - modeling - targeted interventions - desensitization - training
Gain understanding or learning objectives - learn the materials - practice the delivery - prepare questions to stimulate learning.
Focused on fundamental shifts in how people view themselves - and intentional alterations of beliefs and values about the world and themselves
Design

26. Five technologies that can be used to connect clients to coaches
Thinking about the whole organization - rather than individuals - and looking primarily at processes
Rich data - comparable data across interviews with proper construction of interview protocol - and adds depth to quantative methods
Relevance - inquiry - freedom - connectedness - reception - empowerment - play
Phone - VoIP - online meetings - email - specialized software

27. The six major factors that influence performance in Gilbert's behavior engineering model
DMAIC methodology - IPO model - flowcharting - evaluation models
The selection of measurement points which can have a large impact on the research's ability to be generalized
Pareto analysis
Information - resources - incentives/consequences - knowledge and skills - capacity - and motivation.

28. Level 4 evaluation
Long-term process for performance improvement based on 1-on-1 interactions where mentee retains the responsibility for improvement
Maslow's hierarchy
Knowledge - skills - desire - environment - and opportunity
Behavior

29. Three drawbacks of classroom training
High cost - scheduling difficulties - and temporary (unless learners have opportunity to practice)
External/organizational scans - identify business needs - identify change initiatives - collect data - analyze data - report on the data - design the change initiative
Websites where users post questions - thoughts and observations - and can reply to other users postings of the same
Maslow's hierarchy - McGregor's Theory X and Y of management

30. The tasks involved in the implementation phase of strategic development
Functional context
Measures of quantity or numbers
Establish short-term objectives - create an action plan to achieve short-term objectives - allocate resources to the objectives - motivate employees to reach the objectives
External and environmental influences

31. Confounding
Simulations
Learning Management System. Software that automates administration - tracking - and reporting of learning events (ILT and online).
Email - whiteboard - bulletin boards - chat rooms - online presentation tools - WIKIs - Blogs - forums - social sites
An unknown or uncontrolled variable that produces an effect

32. scripting
Knowledge - skills
Constraints analysis
A collection of code containing instructions for a computer to perform a specific action
Convergers - divergers - assimilators - and accommodators

33. The seven steps in Krumboltz's DECIDES model
Maslow's hierarchy
Characteristics of adults as learners (CAL) conceptual framework
problem - establish action plan - clarify values - identify alternatives - discover probable outcomes - eliminate alternatives systematically - start action
Audience - Behavior - Condition - and Degree

34. Four tools and techniques related to six sigma
Chaos is simple systems generating complicated behavior. Complexity is complicated systems generating simple behavior.
The mid-point of the distribution - 50% of the values are above/below this value
DMAIC methodology - IPO model - flowcharting - evaluation models
Misplacing ownership - misaligning incentives - saving recognition - playing favorites - misspeaking praise

35. 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
Preparation
Initiating - planning - executing - controlling - closing
Experiential learning
Request for proposal. A communication from an organization to potential vendors that defines the organizations needs and how to respond to those needs.

36. Contrast mentoring to coaching
DMAIC methodology - IPO model - flowcharting - evaluation models
Threat - problem - solution - habit
Mentoring is longer term - and mentors do not have responsibility for participants improvement.
Semantic differential

37. Karl Albrecht's progressive psychological phases of change response
Growth - exploratory - establishment - maintenance - decline
Cross-functional - cross-country/international
Long-term process for performance improvement based on 1-on-1 interactions where mentee retains the responsibility for improvement
Threat - problem - solution - habit

38. The four areas measured during a training needs assessment
Email - whiteboard - bulletin boards - chat rooms - online presentation tools - WIKIs - Blogs - forums - social sites
Proxemics
Learning Content Management System. Software that packages courses and learning materials for print - CD-ROM - and electronic publication.
Business needs - performance needs - learning needs - and learner needs

39. The HPI tool that uses the 80/20 rule
Discovery - Dream - Design - and Destiny
Disengagement - disidentification - disorientation - and disenchantment.
Pareto analysis
Rehersal

40. Four characteristics of tasks that are well-suited for job aids
Myer-Briggs Type Indicator (MBTI) - DiSC personality profile
Low frequency - high complexity - high consequence of error - high probability of change in the future
Observe body language
Socratic questioning

41. Sequencing and structure are closely related. What is the order in which skills and information are taught
Low frequency - high complexity - high consequence of error - high probability of change in the future
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.
Sequence
Email - whiteboard - bulletin boards - chat rooms - online presentation tools - WIKIs - Blogs - forums - social sites

42. Four tasks typically done in the job analysis
Create new hire training - develop behavior-based interview questions - write performance objectives - prepare employees for career progression
Socratic questioning
Virtual Reality. Computer-based technology that gives the user a realistic - 3-D - interactive experience that engages as many senses as possible.
Data that has been given context

43. The instrument where participants rate two contrasting ideas or words by circling points on a line
A variable whose quantification can be broken down into very small units - often called analog (opposed to discrete)
Raw and non-contextual - and can exist in forms usable or not
Semantic differential
Visual - Auditory - and Kinestethic

44. Who is credited with the idea that learning objectives should contain a condition statement - a performance statement - and a criterion statement
Robert Mager
Productivity Environmental Preference Survey (PEPS) - Canfield Learning Style Inventory - and Learning Style Questionnaire
Diagnose the problem - generate alternative actions/behaviors - identify consequences for those actions/behaviors
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

45. The four most important skills for a coach
Communication - client motivation - self-management - technical skills
Seels and Glasgow instructional systems design model
Capture attention - reveal trainer's style - raise participant's comfort level - introduce the topic of the presentation.
Low frequency - high complexity - high consequence of error - high probability of change in the future

46. Community of practice
Characteristics of adults as learners (CAL) conceptual framework
Cognitivism
A group of people who share a common interest - and are willing to share the experiences of their common interest.
When the cause of the problem is a lack of knowledge or skills

47. Three examples of active training techniques
Brainstorming - case studies - and role plays
Electronic Performance Support System. Software that provides just-in-time help - guidance - coaching - or assistance to improve job performance.
Determine business impact - improve the design of the learning experience - determine the content's adequacy
Opportunity-centered

48. LMS
Performance audit
Learning Management System. Software that automates administration - tracking - and reporting of learning events (ILT and online).
Organization - process - and job/performer.
Knowledge - skills - desire - environment - and opportunity

49. Four basic components of a process
Inputs - outputs - process controls - and resources.
Feedback
Cognitive
Control groups - management estimates - extant data - external studies

50. Qualitative
Walk towards a participant as they speak
To systematically plan an organization's future
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
Measures looking at opinions - behaviors - and attributes