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 two criteria that learners must demonstrate before leaving performance-based training (PBT)
Feedback
Learning technologies
Knowledge - skills
Design

2. The tasks involved in the evaluation phase of strategic development
Reliability
A measure of the variability of scores from the mean
Raw and non-contextual - and can exist in forms usable or not
Review strategies - measure performance - take correction action

3. Who is credited with the idea that learning objectives should contain a condition statement - a performance statement - and a criterion statement
Robert Mager
Functional context
Time and resource intensive - undue influence of vocal member(s) - difficult to facilitate with a single facilitator to encourage participation and take notes
Create new hire training - develop behavior-based interview questions - write performance objectives - prepare employees for career progression

4. An assessment done during formation
Formative evaluation
Evaluation
Data from archival records - existing records - report - and data
Focused on fundamental shifts in how people view themselves - and intentional alterations of beliefs and values about the world and themselves

5. Level 4 evaluation
Harless' front-end analysis model
The extent to which an instrument represents the program's content
Behavior
Groupthink

6. The technique that should account for 50% of the preparation for a presentation
Matching current - usually high-potential employees - with future roles within the company to systematic prepare them for a future role
Rehersal
Performance Analysis
Opener - bridge - main body - and close

7. The five principles of andragogy
Andragogy - time pressures - goal orientation - previous knowledge and experience - relevent content - levels of motivation - and different learning styles
Solution Implementation
Job aids - and EPSS
Learner self-concept - Learner prior experience - Readiness to learn - Orientation to learning - and Motivation to learn

8. Levels of listening
The sum of the numbers divided by the total number of values
Passive - active - empathetic - listening for knowledge - listening for clarification
Silence
Performance Analysis

9. List seven things that cannot be copyrighted
Failure to partner - failure to consider culture - failure to manage change - and failure to adapt to the client.
Ideas - processes - procedures - methods of operation - concepts - principles - and discoveries
Job analysis
To aid in career planning

10. When a WLP professional is preparing instructional objectives - an evaluation plan - and a sequence of content - which step in the ADDIE model is being performed
A variable in whole number or distinct units (opposed to continuous)
Maslow's hierarchy - McGregor's Theory X and Y of management
Do not discriminate in any aspect of employment based on disabilities - with reasonable accommodations such as interpreters - reading aids - instructional material modifications - etc.
Design

11. The three foundations of action learning

Warning: Invalid argument supplied for foreach() in /var/www/html/basicversity.com/show_quiz.php on line 183

12. Four benefits of web-based training
Cost-effectiveness - accessibility and application - learner access - and self-direction
A measure of the variability of scores from the mean
When the cause of the problem is a lack of knowledge or skills
Rote skills - and prerequisite material

13. Four characteristics of highly motivated clients
Relevance - inquiry - freedom - connectedness - reception - empowerment - play
Eager to succeed - open to support - interested in different tactics/methods and trying those out - learning oriented
Matching current - usually high-potential employees - with future roles within the company to systematic prepare them for a future role
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

14. CBT
Computer-based training. Any learning event that uses computers as the primary distributions method.
Reliability
Managers are responsible for their own development - executives are responsible for the development of their subordinates - the organization is responsible for providing growth opportunities
Cognitivism

15. succession planning
Matching current - usually high-potential employees - with future roles within the company to systematic prepare them for a future role
Facilitation is used to involve participants - and to help them learn from one another.
The extent to which an instrument predicts future results
No area is overlooked - forces to be used are known - there is time to develop other strategies if the analysis reveals the need

16. The tell approach to learning - based on the theory that learning occurs through exposure to logically presented information - usually involving lecture
Cognitivism
A variable that can have one of two possible values.
Skill variety - task identity - task significance - autonomy - feedback
Speed - quantity - quality/accuracy - thoroughness - timeliness

17. The three tasks of business analysis
Identify business goals - clarify those goals - determine specificity and measurability of the goals.
Extroversion/Introversion - Sensing/Intuition - Thinking/Feeling - Judgment/Perception
Theatre style
problem - establish action plan - clarify values - identify alternatives - discover probable outcomes - eliminate alternatives systematically - start action

18. Describe noise - in communication theory
Something that disrupts the flow of information between source and receiver
An unknown or uncontrolled variable that produces an effect
Design
The world is created in conversation

19. The topics of the A-B-C-D training development process
Audience - behavior - condition - and degree
Philosophy of coaching - definition of coaching - standards of ethical coaching conduct - pledge of coaching ethics
Visual - Auditory - and Kinestethic
Experiential learning

20. The steps of a needs analysis
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
Accelerated Learning
External/organizational scans - identify business needs - identify change initiatives - collect data - analyze data - report on the data - design the change initiative
Ginzberg's theory

21. Four personal social styles per Harvey Robbins
A collection of code containing instructions for a computer to perform a specific action
Analytical - amiable - drivers - expressive
Something that disrupts the flow of information between source and receiver
Electronic performance support system (EPSS)

22. Examples of collaborative software
Action plans - interviews - questionnaires - focus groups - performance contracts
Email - whiteboard - bulletin boards - chat rooms - online presentation tools - WIKIs - Blogs - forums - social sites
Self-contained chunk of instructional material
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

23. Types of Level 5 instruments
Cognitive
Control groups - management estimates - extant data - external studies
Analytical - amiable - drivers - expressive
Review strategies - measure performance - take correction action

24. EPSS
Cost-effectiveness - accessibility and application - learner access - and self-direction
Disengagement - disidentification - disorientation - and disenchantment.
Electronic Performance Support System. Software that provides just-in-time help - guidance - coaching - or assistance to improve job performance.
An HTML tag identifying the context of the contents on a website or knowledge base.

25. Two types of coaching situations that primarily differ on the degree of confidentiality and sensitivity
External coaching - internal coaching
Ishikawa - fishbone
The extent to which an instrument represents the program's content
When the cause of the problem is a lack of knowledge or skills

26. Two characteristics for any coaching program to succeed
Balanced scorecard
Polling questions
Data that has been given context
Objectivity - confidentiality

27. Four basic components of a process
Business needs - performance needs - learning needs - and learner needs
Sorting - tabulating - and comparing raw to summarized data
Adult learning theories - instructional design techniques
Inputs - outputs - process controls - and resources.

28. Types of Level 4 instruments
A collection of code containing instructions for a computer to perform a specific action
Performance records - direct observation - supervisor checklists
Learning Management System. Software that automates administration - tracking - and reporting of learning events (ILT and online).
The multiple dependent variables in a study with multiple independent variables

29. The sixth component of the ASTD HPI model
Evaluation
Form - storm - norm - perform - and adjourn.
Audience - Behavior - Condition - and Degree
Change is a process not an event. Change management is the process of directing change at each level of an organization.

30. Content validity

Warning: Invalid argument supplied for foreach() in /var/www/html/basicversity.com/show_quiz.php on line 183

31. The HPI tool used to collect current performance - learner analysis - and business needs
Cognitivism
Interviews
Phone - VoIP - online meetings - email - specialized software
Observe body language

32. The four dimensions of personality per the Myers-Briggs Type Indicator
Extroversion/Introversion - Sensing/Intuition - Thinking/Feeling - Judgment/Perception
To improve performance by systematically developing human expertise through organizational development and training
Benefit-to-cost ratio (Total Benefit / Total Program Cost)
Observe body language

33. The phases of strategic development
Formulation - Development - Implementation - Evaluation
Sorting - tabulating - and comparing raw to summarized data
Ishikawa - fishbone
Virtual Reality. Computer-based technology that gives the user a realistic - 3-D - interactive experience that engages as many senses as possible.

34. Information
Data that has been given context
Audience - Behavior - Condition - and Degree
External coaching - internal coaching
A group of people who share a common interest - and are willing to share the experiences of their common interest.

35. Things feedback to a learner that answered a question should do
Personal space
Speed - quantity - quality/accuracy - thoroughness - timeliness
Performance records - direct observation - supervisor checklists
Indicate whether response was correct - explain an incorrect response or clarify a correct response - give instructions on how to proceed

36. Four elements of an effective oral presentation
Job analysis
Review of objective and key points - review participant benefits - call participants to action - ask participants if they have any questions.
Opener - bridge - main body - and close
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.

37. Two guiding principles of displaying quantative data in charts and graphs
Relevance - inquiry - freedom - connectedness - reception - empowerment - play
Measures of quantity or numbers
Suggestopedia
Scaling and integrity

38. The six major factors that influence performance in Gilbert's behavior engineering model
Reaction
The selection of measurement points which can have a large impact on the research's ability to be generalized
Presentation software
Information - resources - incentives/consequences - knowledge and skills - capacity - and motivation.

39. The creator of the theory of three types of learning - knowledge - skills - and attitudes
No area is overlooked - forces to be used are known - there is time to develop other strategies if the analysis reveals the need
Robert Mager
Email - whiteboard - bulletin boards - chat rooms - online presentation tools - WIKIs - Blogs - forums - social sites
Benjamin Bloom

40. Level 1 evaluation
Performance audit
Measures of quantity or numbers
Skill variety - task identity - task significance - autonomy - feedback
Reaction

41. Describe a message board
Productivity Environmental Preference Survey (PEPS) - Canfield Learning Style Inventory - and Learning Style Questionnaire
Websites where users post questions - thoughts and observations - and can reply to other users postings of the same
Learner-centered - content-centered
Feedback

42. Sequencing and structure are closely related. What is the order in which skills and information are taught
Sequence
Reliability
Extroversion/Introversion - Sensing/Intuition - Thinking/Feeling - Judgment/Perception
Surveys

43. Continuous
Meta-evaluation
A variable whose quantification can be broken down into very small units - often called analog (opposed to discrete)
Review of objective and key points - review participant benefits - call participants to action - ask participants if they have any questions.
Central tendency

44. The theory that matches individual needs to instructional experiences
Review strategies - measure performance - take correction action
Multiple intelligences theory
Opportunity-centered
Solution Selection

45. The three parts of the problem-solving model
Awareness - modeling - targeted interventions - desensitization - training
Diagnose the problem - generate alternative actions/behaviors - identify consequences for those actions/behaviors
Inputs - outputs - process controls - and resources.
Indicate whether response was correct - explain an incorrect response or clarify a correct response - give instructions on how to proceed

46. The three major tasks of analyzing data
Sorting - tabulating - and comparing raw to summarized data
Presentation software
Virtual Reality. Computer-based technology that gives the user a realistic - 3-D - interactive experience that engages as many senses as possible.
Data - Information - Knowledge

47. Four barriers to communication during training delivery
A collection of code containing instructions for a computer to perform a specific action
Ideas - processes - procedures - methods of operation - concepts - principles - and discoveries
Language - speech - environmental - and psychological
Psychomotor skills

48. Types of synthesis models
Two-aix matrixes - flowcharts - dichotomy - graphic models
Learning technologies
Enabling objectives
Developing employees - motivating employees - deploying employees - aligning people to process to increase performance

49. Two types of personality inventory instruments
Developing employees - motivating employees - deploying employees - aligning people to process to increase performance
Cognitivism
Myer-Briggs Type Indicator (MBTI) - DiSC personality profile
Learning style

50. The other names for a cause-and-effect diagram
Request for proposal. A communication from an organization to potential vendors that defines the organizations needs and how to respond to those needs.
Passive - active - empathetic - listening for knowledge - listening for clarification
Ishikawa - fishbone
Separation of place - time - or both among learners - instructors - and learning resources; Interactions are conducted through one or mode media.