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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. LCMS
Matching current - usually high-potential employees - with future roles within the company to systematic prepare them for a future role
The process that enables organizations to create short reference materials with relevant information by reducing information into codified - categorized - and reusable content.
Semantic differential
Learning Content Management System. Software that packages courses and learning materials for print - CD-ROM - and electronic publication.

2. Confidence interval
The expected range of a measurement
Reaction
L = P + Q + R. Learning - Programmed instruction - Questioning - Reflection
Email - whiteboard - bulletin boards - chat rooms - online presentation tools - WIKIs - Blogs - forums - social sites

3. The seven basic self-governing behaviors
Opportunity-centered
Initiating - planning - executing - controlling - closing
Honesty - fairness - lawfulness - compassion - respect - loyalty - dependability
To improve performance by systematically developing human expertise through organizational development and training

4. What is the primary reason for 360-degree feedback
Audience - behavior - condition - and degree
Discovery - Dream - Design - and Destiny
To aid in career planning
Observe body language

5. Four characteristics of tasks that are well-suited for job aids
Social contexting - contexting - authority - and concept of time
Ideas - processes - procedures - methods of operation - concepts - principles - and discoveries
A measure of the variability of scores from the mean
Low frequency - high complexity - high consequence of error - high probability of change in the future

6. Four tools and techniques related to six sigma
The world is created in conversation
Performance records - direct observation - supervisor checklists
DMAIC methodology - IPO model - flowcharting - evaluation models
External and environmental influences

7. Data
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.
Documentation audit - information system survey - identification of external information sources
Raw and non-contextual - and can exist in forms usable or not

8. Types of Level 3 instruments
Rapid instructional design (RID)
Action plans - interviews - questionnaires - focus groups - performance contracts
Kurt Lewin's forcefield analysis
Raw and non-contextual - and can exist in forms usable or not

9. Covariates
Problem - action learning group - emphasis on careful questioning and listening - resolution to take action - commitment to learning - group facilitator/learning coach
The expected range of a measurement
Pareto analysis
The multiple dependent variables in a study with multiple independent variables

10. Process Map
A collection of code containing instructions for a computer to perform a specific action
Structure
A visual tools used to systematically describe actions/behaviors in a sequential flow - including all the steps and tasks for that process flow.
Form - storm - norm - perform - and adjourn.

11. List six external factors that may affect an organization
Economic - social - political and legislative - workforce - technological - and competitive.
Review strategies - measure performance - take correction action
Image oriented - interactive - immediate - and intimate.
Perform a front-end analysis

12. CBT
Social contexting - contexting - authority - and concept of time
An effective - structured way that captures people's learning from an experience.
Performance records - direct observation - supervisor checklists
Computer-based training. Any learning event that uses computers as the primary distributions method.

13. Contrast mentoring to coaching
Information that combined with understanding enables understanding
Mentoring is longer term - and mentors do not have responsibility for participants improvement.
Problem - action learning group - emphasis on careful questioning and listening - resolution to take action - commitment to learning - group facilitator/learning coach
Productivity Environmental Preference Survey (PEPS) - Canfield Learning Style Inventory - and Learning Style Questionnaire

14. Mentoring
Upper-left cerebral - lower-left limbic - upper-right cerebral - and lower-right limbic
Long-term process for performance improvement based on 1-on-1 interactions where mentee retains the responsibility for improvement
Observe body language
No area is overlooked - forces to be used are known - there is time to develop other strategies if the analysis reveals the need

15. The learning domain that focuses on the skills and knowledge relating to an activity such as changing a car's oil
Cognitive
Slides
Learning Management System (LMS)
Subject-matter expert

16. Software that automates the administration of training
Information - feedback
Learning Management System (LMS)
Create a vision - communicate the plan - connect the people - congratulate success
Rote skills

17. Five approaches to facilitate inclusion
Awareness - modeling - targeted interventions - desensitization - training
Knowledge - skills - desire - environment - and opportunity
Perform a front-end analysis
Sorting - tabulating - and comparing raw to summarized data

18. The collection of strategies for quickly producing instructional packages
Defining objectives - identifying necessary data - selecting data collection methods - collecting data - analyzing and confirming data - and reporting on the data
Rapid instructional design (RID)
Rote skills - and prerequisite material
Adult learning theories - instructional design techniques

19. The HPI tool used to collect current performance - learner analysis - and business needs
Interviews
Questions that stimulate discussion
Managers are responsible for their own development - executives are responsible for the development of their subordinates - the organization is responsible for providing growth opportunities
A measure of the variability of scores from the mean

20. A method used to evaluation organizational effectiveness beyond financial measures
Balanced scorecard
Information that combined with understanding enables understanding
Learner self-concept - Learner prior experience - Readiness to learn - Orientation to learning - and Motivation to learn
The process that connects information - education - expertise - and practical application of people in an organization for the purposes of sharing and access.

21. Four characteristics of highly motivated clients
Eager to succeed - open to support - interested in different tactics/methods and trying those out - learning oriented
Computer-based training. Any learning event that uses computers as the primary distributions method.
Diagnose the problem - generate alternative actions/behaviors - identify consequences for those actions/behaviors
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

22. Level 1 evaluation
Interviews
Managerial/administrative - supervisory - functional
Reaction
Robert Mager

23. The HPI tool that uses the 80/20 rule
No area is overlooked - forces to be used are known - there is time to develop other strategies if the analysis reveals the need
Performance Analysis
- measure - analyze - improve - control
Pareto analysis

24. learning object
Bloom's taxonomy - six sigma - Kepner-Tregoe
Information that combined with understanding enables understanding
Personal space
Self-contained chunk of instructional material

25. The method used to identify all duties - responsibilities - and tasks that make up a single job function or role
Multiple intelligences theory
Job analysis
Learning Management System (LMS)
DMAIC methodology - IPO model - flowcharting - evaluation models

26. The three tasks of business analysis
Change Management
Simulations
To improve performance by systematically developing human expertise through organizational development and training
Identify business goals - clarify those goals - determine specificity and measurability of the goals.

27. Examples of courseware
Self-study guides - job aids - instructor-led materials - technology-delivered training deliverables - assessments
Review strategies - measure performance - take correction action
Validity
External coaching - internal coaching

28. Level 3 evaluation
The world is created in conversation
Focused on learning and using new necessary skills through incremental change
Results
Theatre style

29. Types of Level 4 instruments
Reaction
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
Performance records - direct observation - supervisor checklists
Request for proposal. A communication from an organization to potential vendors that defines the organizations needs and how to respond to those needs.

30. The questioning technique that seeks to develop critical thinking and creativity
Asynchronous
Knowledge that has been documented - includes books - manuals - training courses - job aids - software rules - databases - etc.
Socratic questioning
Questions that stimulate discussion

31. The tasks involved in the development phase of strategic development
Conduct a SWOT - establish strategic goals - develop strategies to achieve the strategic goals
Chaos is simple systems generating complicated behavior. Complexity is complicated systems generating simple behavior.
Convergers - divergers - assimilators - and accommodators
Charts - graphs

32. The methods learning organizations use to create and foster productive learning
Focused on fundamental changes to thinking patterns and behaviors
Knowledge in one's personal memory - includes judgment - insights - experience - know-how - personal beliefs - and personal values.
Productivity Environmental Preference Survey (PEPS) - Canfield Learning Style Inventory - and Learning Style Questionnaire
Culture - vision - strategy - and structure

33. 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
Establish scope - create plan - implement plan - monitor/evaluate/revise plan
Myer-Briggs Type Indicator (MBTI) - DiSC personality profile
Control groups - management estimates - extant data - external studies

34. The tasks involved in the formulation phase of strategic development
An HTML tag identifying the context of the contents on a website or knowledge base.
Identify organizational values - development mission - develop vision - develop value statements
Rote skills
Identify performance gaps - gains commitment to learning - constructs practice to close gaps - drives application and reflection to improve competence

35. Skills / knowledge areas that SMEs may lack
When the cause of the problem is a lack of knowledge or skills
Long-term process for performance improvement based on 1-on-1 interactions where mentee retains the responsibility for improvement
Adult learning theories - instructional design techniques
Learning Management System (LMS)

36. Two theories of motivation for coaching

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37. The three parts of the problem-solving model
Analytical - amiable - drivers - expressive
Management - performance
Diagnose the problem - generate alternative actions/behaviors - identify consequences for those actions/behaviors
Synchrononous occurs at a given time with a live instructor. Asynchronous is self-paced and available at any time.

38. The three fundamental principles of HPI
HPI uses a results-based - systematic approach - HPI focuses on accomplishments before behavior - Organizations are systems.
A variable in whole number or distinct units (opposed to continuous)
Bloom's taxonomy - six sigma - Kepner-Tregoe
Action plans - interviews - questionnaires - focus groups - performance contracts

39. The philosophy of teaching focusing on the instructor rather than the participant - and is generally used to in reference to teaching children
The outcome that depends on the independent variable and covariates
Data from archival records - existing records - report - and data
The extent to which an instrument represents the program's content
Pedagogy

40. The method by which a trainer recognize signs of boredom - disinterest - or lack of understanding
Cost-effectiveness - accessibility and application - learner access - and self-direction
Change Management
Observe body language
Formulation - Development - Implementation - Evaluation

41. 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
A variable that can have one of two possible values.
Results
Sorting - tabulating - and comparing raw to summarized data
Experiential learning

42. The ability of the same measurement to produce consistent results over time
Extroversion/Introversion - Sensing/Intuition - Thinking/Feeling - Judgment/Perception
Reliability
Kurt Lewin's forcefield analysis
To aid in career planning

43. Types of Level 2 instruments
Data - Information - Knowledge
When the cause of the problem is a lack of knowledge or skills
Written tests - oral Q&A - performance tests - role plays
Ginzberg's theory

44. The three levels that - when in harmony - work to optimal performance in the Rummler and Brache's model
Organization - process - and job/performer.
Performance records - direct observation - supervisor checklists
Structure
Reliability

45. 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.
Silence
Breakeven ( ( Program Costs / Investment ) / ( Benefits / Cash Inflow) )
Maslow's hierarchy

46. the meaning of significant - in a statistical context
Phone - VoIP - online meetings - email - specialized software
In statistics - it means probably true
Two-aix matrixes - flowcharts - dichotomy - graphic models
Technical competence - people skills - conceptual skills - results - taste - judgment - character

47. The method a trainer can use to encourage a participant to continue speaking
Walk towards a participant as they speak
Reality - feasibility - authority - and learning opportunities
Brainstorming - case studies - and role plays
Data that has been given context

48. The tasks involved in the implementation phase of strategic development
Change is a process not an event. Change management is the process of directing change at each level of an organization.
Establish short-term objectives - create an action plan to achieve short-term objectives - allocate resources to the objectives - motivate employees to reach the objectives
Chat rooms are essentially synchronous (real-time) message boards.
Questionnaires - follow-up interviews - observation checklists

49. The technique trainers should use when a presentation is formal and should present a professional image
Cost-effectiveness - accessibility and application - learner access - and self-direction
Current organization climate - available resources
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.
Slides

50. 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
External and environmental influences
Suggestopedia
Maslow's hierarchy
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