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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 technique - developed by Georgi Lazanov - that uses the instructional application of stimulating the body and mind at peak efficiency to develop super-learning capabilities
Opportunity-centered
Suggestopedia
The selection of measurement points which can have a large impact on the research's ability to be generalized
Establish scope - create plan - implement plan - monitor/evaluate/revise plan

2. Content validity

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3. Two circumstances where e-learning is particularly useful
Rote skills - and prerequisite material
Defining objectives - identifying necessary data - selecting data collection methods - collecting data - analyzing and confirming data - and reporting on the data
Self-study guides - job aids - instructor-led materials - technology-delivered training deliverables - assessments
The minimum time schedule for completing all the tasks in a project with several overlapping or dependent tasks.

4. The three fundamental principles of HPI
Rote skills - and prerequisite material
Measures looking at opinions - behaviors - and attributes
Passive - active - empathetic - listening for knowledge - listening for clarification
HPI uses a results-based - systematic approach - HPI focuses on accomplishments before behavior - Organizations are systems.

5. Qualitative
Central tendency
Measures looking at opinions - behaviors - and attributes
Questions that check for understanding or test for consensus
Interviews

6. CBT
Information that combined with understanding enables understanding
Separation of place - time - or both among learners - instructors - and learning resources; Interactions are conducted through one or mode media.
Computer-based training. Any learning event that uses computers as the primary distributions method.
Data that has been given context

7. The five criteria to measure performance after coaching
Information that combined with understanding enables understanding
Information - resources - incentives/consequences - knowledge and skills - capacity - and motivation.
Management - performance
Speed - quantity - quality/accuracy - thoroughness - timeliness

8. Five mistakes managers can make to negatively impact employee motivation
High cost - scheduling difficulties - and temporary (unless learners have opportunity to practice)
Misplacing ownership - misaligning incentives - saving recognition - playing favorites - misspeaking praise
Perform a front-end analysis
Bloom's taxonomy - six sigma - Kepner-Tregoe

9. Two types of job rotations
Data that has been given context
Capture attention - reveal trainer's style - raise participant's comfort level - introduce the topic of the presentation.
Capture attention - help message to be remembered - establish rapport - build credibility - and build team unity.
Cross-functional - cross-country/international

10. The creator of the theory of three types of learning - knowledge - skills - and attitudes
Benjamin Bloom
Social contexting - contexting - authority - and concept of time
Virtual Reality. Computer-based technology that gives the user a realistic - 3-D - interactive experience that engages as many senses as possible.
Information - feedback

11. List six external factors that may affect an organization
Balanced scorecard
The sum of the numbers divided by the total number of values
Economic - social - political and legislative - workforce - technological - and competitive.
The selection of measurement points which can have a large impact on the research's ability to be generalized

12. Confidence interval
Benjamin Bloom
The expected range of a measurement
Knowledge - skills - desire - environment - and opportunity
Enabling objectives

13. What does context refer to in designing learning
A group of people who share a common interest - and are willing to share the experiences of their common interest.
Learner characteristics like age - educational background - cultural background - learner expectations - and learn motivation to attend
Performance records - direct observation - supervisor checklists
Numbers or variables used to classify a system

14. Nominal data
Split-half
Business Analysis
The world is created in conversation
Numbers or variables used to classify a system

15. Types of Level 5 instruments
Solution Implementation
Likert scale
Control groups - management estimates - extant data - external studies
The most frequently occurring value

16. The seven characteristics of good dialog
Information - resources - incentives/consequences - knowledge and skills - capacity - and motivation.
Audience - behavior - condition - and degree
Questions that stimulate discussion
Relevance - inquiry - freedom - connectedness - reception - empowerment - play

17. Two types of coaching situations that primarily differ on the degree of confidentiality and sensitivity
Balanced scorecard
A variable the influences the dependent variable
Slides
External coaching - internal coaching

18. List seven principles of adult learning
Questionnaires - follow-up interviews - observation checklists
Walk towards a participant as they speak
Andragogy - time pressures - goal orientation - previous knowledge and experience - relevent content - levels of motivation - and different learning styles
Competing - accommodating - avoiding - collaborating - and compromising.

19. Independent
High cost - scheduling difficulties - and temporary (unless learners have opportunity to practice)
A variable the influences the dependent variable
Rehersal
When the cause of the problem is a lack of knowledge or skills

20. The way a person prefers to learn new content
Capture attention - help message to be remembered - establish rapport - build credibility - and build team unity.
Image oriented - interactive - immediate - and intimate.
Reliability
Learning style

21. Compare/contrast chaos and complexity
Data from archival records - existing records - report - and data
External/organizational scans - identify business needs - identify change initiatives - collect data - analyze data - report on the data - design the change initiative
Learner self-concept - Learner prior experience - Readiness to learn - Orientation to learning - and Motivation to learn
Chaos is simple systems generating complicated behavior. Complexity is complicated systems generating simple behavior.

22. Three drawbacks of classroom training
Split-half
High cost - scheduling difficulties - and temporary (unless learners have opportunity to practice)
Sequence
Evaluation

23. BCR
Benefit-to-cost ratio (Total Benefit / Total Program Cost)
Capture attention - reveal trainer's style - raise participant's comfort level - introduce the topic of the presentation.
Solution Selection
Engage learner's attention - present materials as input to brain - practice with ideas and skills - review to create new connections and applications

24. succession planning
Numbers or variables used to rank order a system
The selection of measurement points which can have a large impact on the research's ability to be generalized
Matching current - usually high-potential employees - with future roles within the company to systematic prepare them for a future role
The world is created in conversation

25. The four dimensions of personality per the Myers-Briggs Type Indicator
Ishikawa - fishbone
Knowledge in one's personal memory - includes judgment - insights - experience - know-how - personal beliefs - and personal values.
Accelerated Learning
Extroversion/Introversion - Sensing/Intuition - Thinking/Feeling - Judgment/Perception

26. The tasks involved in the development phase of strategic development
Focused on learning and using new necessary skills through incremental change
Conduct a SWOT - establish strategic goals - develop strategies to achieve the strategic goals
Opportunity-centered
Control groups - management estimates - extant data - external studies

27. The technique that allows a WLP professional to present material in a professional manner - and keep a class focused on the correct topic
Awareness - modeling - targeted interventions - desensitization - training
Convergers - divergers - assimilators - and accommodators
Problem - action learning group - emphasis on careful questioning and listening - resolution to take action - commitment to learning - group facilitator/learning coach
Preparation

28. The steps of a needs analysis
Request for proposal. A communication from an organization to potential vendors that defines the organizations needs and how to respond to those needs.
External/organizational scans - identify business needs - identify change initiatives - collect data - analyze data - report on the data - design the change initiative
Electronic Performance Support System. Software that provides just-in-time help - guidance - coaching - or assistance to improve job performance.
Psychomotor skills

29. List David Kolk's four learning styles
Kurt Lewin's forcefield analysis
Functional context
Convergers - divergers - assimilators - and accommodators
Benjamin Bloom

30. The five stages of D. E. Super's developmental framework
Growth - exploratory - establishment - maintenance - decline
Measures looking at opinions - behaviors - and attributes
Misplacing ownership - misaligning incentives - saving recognition - playing favorites - misspeaking praise
Virtual Reality. Computer-based technology that gives the user a realistic - 3-D - interactive experience that engages as many senses as possible.

31. The method a trainer can use to encourage a participant to continue speaking
An HTML tag identifying the context of the contents on a website or knowledge base.
Walk towards a participant as they speak
The expected range of a measurement
Rote skills

32. Five conflict responses
The extent to which an instrument predicts future results
Mentoring is longer term - and mentors do not have responsibility for participants improvement.
Matching current - usually high-potential employees - with future roles within the company to systematic prepare them for a future role
Competing - accommodating - avoiding - collaborating - and compromising.

33. The components of the VAK model
Weak manager judgments or experience levels - identified talent shortages - organization culture suports structured programs
Visual - Auditory - and Kinestethic
Create safe haven for learning - create a comfortable environment - encourage participation - facilitate more than lecture.
Computer-based training. Any learning event that uses computers as the primary distributions method.

34. Four common mistakes HPI professionals make in selecting - designing - and implementing interventions
Indicate whether response was correct - explain an incorrect response or clarify a correct response - give instructions on how to proceed
Phone - VoIP - online meetings - email - specialized software
Failure to partner - failure to consider culture - failure to manage change - and failure to adapt to the client.
Behavior

35. Four personal social styles per Harvey Robbins
Audience - behavior - condition - and degree
Objectivity - confidentiality
Managerial/administrative - supervisory - functional
Analytical - amiable - drivers - expressive

36. The six interactive and interdependent components of an action learning program
Establish short-term objectives - create an action plan to achieve short-term objectives - allocate resources to the objectives - motivate employees to reach the objectives
Problem - action learning group - emphasis on careful questioning and listening - resolution to take action - commitment to learning - group facilitator/learning coach
Maslow's hierarchy - McGregor's Theory X and Y of management
Measures of quantity or numbers

37. The two criteria for a successful training program that must be accounted for by the WLP professional
Current organization climate - available resources
Experiencing - publishing - processing - generalizing - and applying
To aid in career planning
Data - Information - Knowledge

38. Process Map
Design
The world is created in conversation
Hypothetical
A visual tools used to systematically describe actions/behaviors in a sequential flow - including all the steps and tasks for that process flow.

39. The model (a pyramid) from bottom to top is: physiology - safety - belongingness - esteem - and self-actualization

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40. The five principles of andragogy
Bloom's taxonomy - six sigma - Kepner-Tregoe
Chat rooms are essentially synchronous (real-time) message boards.
Asynchronous
Learner self-concept - Learner prior experience - Readiness to learn - Orientation to learning - and Motivation to learn

41. Examples of collaborative software
Theatre style
Observe body language
Low frequency - high complexity - high consequence of error - high probability of change in the future
Email - whiteboard - bulletin boards - chat rooms - online presentation tools - WIKIs - Blogs - forums - social sites

42. Four phases of succession planning
Establish scope - create plan - implement plan - monitor/evaluate/revise plan
Information - feedback
Dictatorship - anarchy - democracy
Meta-evaluation

43. Dichotomous
A variable that can have one of two possible values.
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
Evaluation
The extent to which an instrument represents the program's content

44. Three tasks for knowledge mapping
Documentation audit - information system survey - identification of external information sources
Performance audit
Initiating - planning - executing - controlling - closing
Speed - quantity - quality/accuracy - thoroughness - timeliness

45. Skills / knowledge areas that SMEs may lack
Adult learning theories - instructional design techniques
Accelerated Learning
Cost or budget - lesson content - learner background and expectations - time available - and facilities/equipment/materials
Opportunity-centered

46. The four Cs of change
Knowledge in one's personal memory - includes judgment - insights - experience - know-how - personal beliefs - and personal values.
Experiential learning
Create a vision - communicate the plan - connect the people - congratulate success
Long-term process for performance improvement based on 1-on-1 interactions where mentee retains the responsibility for improvement

47. The use of electronic technologies to deliver information and facilitate the development of skills
Virtual Reality. Computer-based technology that gives the user a realistic - 3-D - interactive experience that engages as many senses as possible.
Harless' front-end analysis model
Learning technologies
Surveys

48. The learning domain that focuses on the skills and knowledge relating to an activity such as changing a car's oil
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
Cognitive
Organization - process - and job/performer.
Current organization climate - available resources

49. The purpose of an after-action review

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50. The measure that is defined by mean - median - and mode
Driving forces - restraining forces - current state - desired state
Central tendency
Learner-centered - content-centered
Split-half

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