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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. Three disadvantages of focus groups
Visual - Auditory - and Kinestethic
Capture attention - reveal trainer's style - raise participant's comfort level - introduce the topic of the presentation.
Diagnose the problem - generate alternative actions/behaviors - identify consequences for those actions/behaviors
Time and resource intensive - undue influence of vocal member(s) - difficult to facilitate with a single facilitator to encourage participation and take notes

2. The term for the relationship of people's positions in space
Something that disrupts the flow of information between source and receiver
Pareto analysis
Charts - graphs
Proxemics

3. Four benefits of web-based training
Cost-effectiveness - accessibility and application - learner access - and self-direction
Questions that stimulate discussion
Problem - action learning group - emphasis on careful questioning and listening - resolution to take action - commitment to learning - group facilitator/learning coach
Managers are responsible for their own development - executives are responsible for the development of their subordinates - the organization is responsible for providing growth opportunities

4. 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
Socratic questioning
Performance Analysis
Experiential learning
A visual tools used to systematically describe actions/behaviors in a sequential flow - including all the steps and tasks for that process flow.

5. Mode
Chat rooms are essentially synchronous (real-time) message boards.
Driving forces - restraining forces - current state - desired state
The most frequently occurring value
Identify performance gaps - gains commitment to learning - constructs practice to close gaps - drives application and reflection to improve competence

6. Two circumstances where e-learning is particularly useful
Rote skills - and prerequisite material
Current organization climate - available resources
Knowledge - skills - desire - environment - and opportunity
Learner self-concept - Learner prior experience - Readiness to learn - Orientation to learning - and Motivation to learn

7. List 10 types of root causes

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8. Closed questions
Job analysis
Adult learning theories - instructional design techniques
Questions that check for understanding or test for consensus
Measures of quantity or numbers

9. The questioning technique that seeks to develop critical thinking and creativity
Performance records - direct observation - supervisor checklists
Performance audit
High cost - scheduling difficulties - and temporary (unless learners have opportunity to practice)
Socratic questioning

10. The five elements of learner engagement
Entertainment - interaction - control - usability - and customization
- measure - analyze - improve - control
Chaos is simple systems generating complicated behavior. Complexity is complicated systems generating simple behavior.
Audience - Behavior - Condition - and Degree

11. The technique that should account for 50% of the preparation for a presentation
Rote skills - and prerequisite material
Chaos is simple systems generating complicated behavior. Complexity is complicated systems generating simple behavior.
Rehersal
Extroversion/Introversion - Sensing/Intuition - Thinking/Feeling - Judgment/Perception

12. The four Cs of change
Create a vision - communicate the plan - connect the people - congratulate success
Benjamin Bloom
Evaluation
Job analysis

13. Critical Path
The minimum time schedule for completing all the tasks in a project with several overlapping or dependent tasks.
Design
Observe body language
Learning

14. The framework developed by Patricia Cross to describe some differences between adult and child learners
Questionnaires - follow-up interviews - observation checklists
Characteristics of adults as learners (CAL) conceptual framework
Constraints analysis
Learning Content Management System. Software that packages courses and learning materials for print - CD-ROM - and electronic publication.

15. Quantitative
Measures of quantity or numbers
Observe body language
A collection of code containing instructions for a computer to perform a specific action
Language - speech - environmental - and psychological

16. Sequencing and structure are closely related. What refers to the relationship among skills and topics
Evaluation
Structure
Learning Content Management System. Software that packages courses and learning materials for print - CD-ROM - and electronic publication.
Mentoring is longer term - and mentors do not have responsibility for participants improvement.

17. The two criteria that learners must demonstrate before leaving performance-based training (PBT)
Disengagement - disidentification - disorientation - and disenchantment.
Knowledge - skills
Do not discriminate in any aspect of employment based on disabilities - with reasonable accommodations such as interpreters - reading aids - instructional material modifications - etc.
Misplacing ownership - misaligning incentives - saving recognition - playing favorites - misspeaking praise

18. The purpose of workforce planning
No area is overlooked - forces to be used are known - there is time to develop other strategies if the analysis reveals the need
Constraints analysis
Design
To improve performance by systematically developing human expertise through organizational development and training

19. Exercises that include a form of real-life situation that allows participants to practice is called
Simulations
Experiencing - publishing - processing - generalizing - and applying
Solution Implementation
Ishikawa - fishbone

20. The purpose of strategic planning

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21. Process Map
No area is overlooked - forces to be used are known - there is time to develop other strategies if the analysis reveals the need
Structure and processes - resources - information - knowledge and skills - motives - and wellness.
Maslow's hierarchy
A visual tools used to systematically describe actions/behaviors in a sequential flow - including all the steps and tasks for that process flow.

22. When is training the appropriate solution to a performance problem
When the cause of the problem is a lack of knowledge or skills
Technical competence - people skills - conceptual skills - results - taste - judgment - character
Scaling and integrity
Cognitivism

23. The four dimensions of personality per the Myers-Briggs Type Indicator
Extroversion/Introversion - Sensing/Intuition - Thinking/Feeling - Judgment/Perception
Gain understanding or learning objectives - learn the materials - practice the delivery - prepare questions to stimulate learning.
An HTML tag identifying the context of the contents on a website or knowledge base.
Failure to partner - failure to consider culture - failure to manage change - and failure to adapt to the client.

24. Knowledge
Identify organizational values - development mission - develop vision - develop value statements
Benefit-to-cost ratio (Total Benefit / Total Program Cost)
A variable in whole number or distinct units (opposed to continuous)
Information that combined with understanding enables understanding

25. The seven attributes essential for leadership per Warren Bennis
Capture attention - help message to be remembered - establish rapport - build credibility - and build team unity.
The multiple dependent variables in a study with multiple independent variables
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
Technical competence - people skills - conceptual skills - results - taste - judgment - character

26. The purpose of an after-action review

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27. succession planning
Matching current - usually high-potential employees - with future roles within the company to systematic prepare them for a future role
Walk towards a participant as they speak
Slides
The sum of the numbers divided by the total number of values

28. Three pitfalls of coaching
Social contexting - contexting - authority - and concept of time
Diagnose the problem - generate alternative actions/behaviors - identify consequences for those actions/behaviors
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
Interview - survey/questionnaire - observation - focus group - work diary/work log

29. ROI
A variable the influences the dependent variable
Return-on-investment ( (Benefits - Costs) / Costs) * 100
Social contexting - contexting - authority - and concept of time
No area is overlooked - forces to be used are known - there is time to develop other strategies if the analysis reveals the need

30. What is the primary reason for 360-degree feedback
Structures - patterns - events
To aid in career planning
Computer-based training. Any learning event that uses computers as the primary distributions method.
Information - resources - incentives/consequences - knowledge and skills - capacity - and motivation.

31. The seven characteristics of good dialog
To systematically plan an organization's future
Relevance - inquiry - freedom - connectedness - reception - empowerment - play
Establish short-term objectives - create an action plan to achieve short-term objectives - allocate resources to the objectives - motivate employees to reach the objectives
Review strategies - measure performance - take correction action

32. The facilitation tool that can create just enough tension to get people thinking
Silence
Technical competence - people skills - conceptual skills - results - taste - judgment - character
Misplacing ownership - misaligning incentives - saving recognition - playing favorites - misspeaking praise
Harless' front-end analysis model

33. An evaluation of an evaluation
Maslow's hierarchy - McGregor's Theory X and Y of management
The multiple dependent variables in a study with multiple independent variables
Meta-evaluation
Surveys

34. Level 4 evaluation
Design
Websites where users post questions - thoughts and observations - and can reply to other users postings of the same
Behavior
Establish scope - create plan - implement plan - monitor/evaluate/revise plan

35. Predictive validity
The extent to which an instrument predicts future results
Synchrononous occurs at a given time with a live instructor. Asynchronous is self-paced and available at any time.
Psychomotor skills
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.

36. Four common mistakes HPI professionals make in selecting - designing - and implementing interventions
Failure to partner - failure to consider culture - failure to manage change - and failure to adapt to the client.
Knowledge - skills
Establish scope - create plan - implement plan - monitor/evaluate/revise plan
Subject-matter expert

37. LMS
Learning Management System. Software that automates administration - tracking - and reporting of learning events (ILT and online).
Split-half
Functional context
Audience - behavior - condition - and degree

38. The five stages of D. E. Super's developmental framework
Matching current - usually high-potential employees - with future roles within the company to systematic prepare them for a future role
Growth - exploratory - establishment - maintenance - decline
Semantic differential
Preparation

39. The criteria for determining if a project is appropriate for action learning
Reality - feasibility - authority - and learning opportunities
Learning
An effective - structured way that captures people's learning from an experience.
Psychomotor skills

40. The three levels of problems in systems thinking
Psychomotor skills
Solution Implementation
Structures - patterns - events
Developing employees - motivating employees - deploying employees - aligning people to process to increase performance

41. The popularizer of the multiple intelligences theory
Technology - new products - shareholders - financial conditions - system challenges - process challenges - policies
Visual - Auditory - and Kinestethic
Howard Gardner
Conduct a SWOT - establish strategic goals - develop strategies to achieve the strategic goals

42. The three fundamental principles of HPI
HPI uses a results-based - systematic approach - HPI focuses on accomplishments before behavior - Organizations are systems.
Indicate whether response was correct - explain an incorrect response or clarify a correct response - give instructions on how to proceed
Knowledge that has been documented - includes books - manuals - training courses - job aids - software rules - databases - etc.
Computer-based training. Any learning event that uses computers as the primary distributions method.

43. Factors that determine fair use
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
Silence
Language - speech - environmental - and psychological
Proxemics

44. Software that automates the administration of training
The extent to which an instrument predicts future results
Subject-matter expert
Learning Management System (LMS)
Technology - new products - shareholders - financial conditions - system challenges - process challenges - policies

45. Four tasks typically done in the job analysis
Data from archival records - existing records - report - and data
Passive - active - empathetic - listening for knowledge - listening for clarification
The expected range of a measurement
Create new hire training - develop behavior-based interview questions - write performance objectives - prepare employees for career progression

46. 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
Form - storm - norm - perform - and adjourn.
A collection of code containing instructions for a computer to perform a specific action
External and environmental influences

47. The requirements of the ADA
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
Do not discriminate in any aspect of employment based on disabilities - with reasonable accommodations such as interpreters - reading aids - instructional material modifications - etc.
Psychomotor skills
Written tests - oral Q&A - performance tests - role plays

48. Two types of job rotations
Cross-functional - cross-country/international
Bloom's Taxonomy
Learning Content Management System. Software that packages courses and learning materials for print - CD-ROM - and electronic publication.
A measure of the variability of scores from the mean

49. Tacit knowledge

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50. The way a person prefers to learn new content
Job analysis
The expected range of a measurement
The sum of the numbers divided by the total number of values
Learning style