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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. Four activites to consider when closing a presentation
Review of objective and key points - review participant benefits - call participants to action - ask participants if they have any questions.
Job aids - and EPSS
Communication - client motivation - self-management - technical skills
Likert scale

2. Skills / knowledge areas that SMEs may lack
Long-term process for performance improvement based on 1-on-1 interactions where mentee retains the responsibility for improvement
Failure to partner - failure to consider culture - failure to manage change - and failure to adapt to the client.
Adult learning theories - instructional design techniques
An unknown or uncontrolled variable that produces an effect

3. Single-loop learning
Solution Selection
Knowledge - skills - desire - environment - and opportunity
Central tendency
Focused on learning and using new necessary skills through incremental change

4. Knowledge management
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
Email - whiteboard - bulletin boards - chat rooms - online presentation tools - WIKIs - Blogs - forums - social sites
Information - resources - incentives/consequences - knowledge and skills - capacity - and motivation.
Brainstorming - case studies - and role plays

5. Four variables that effect how members of a culture think and express themselves
Business needs - performance needs - learning needs - and learner needs
Analytical - amiable - drivers - expressive
Social contexting - contexting - authority - and concept of time
Long-term process for performance improvement based on 1-on-1 interactions where mentee retains the responsibility for improvement

6. Process Map
A visual tools used to systematically describe actions/behaviors in a sequential flow - including all the steps and tasks for that process flow.
Presentation software
Technical competence - people skills - conceptual skills - results - taste - judgment - character
Extroversion/Introversion - Sensing/Intuition - Thinking/Feeling - Judgment/Perception

7. The six interactive and interdependent components of an action learning program
Benjamin Bloom
Problem - action learning group - emphasis on careful questioning and listening - resolution to take action - commitment to learning - group facilitator/learning coach
Groupthink
A collection of code containing instructions for a computer to perform a specific action

8. The HPI tool that can gather both qualitative and quantitative data
Learner self-concept - Learner prior experience - Readiness to learn - Orientation to learning - and Motivation to learn
Ishikawa - fishbone
Surveys
Preparation

9. The five stages of D. E. Super's developmental framework
Review of objective and key points - review participant benefits - call participants to action - ask participants if they have any questions.
Change Management
Capture attention - help message to be remembered - establish rapport - build credibility - and build team unity.
Growth - exploratory - establishment - maintenance - decline

10. The tasks involved in the evaluation phase of strategic development
Written tests - oral Q&A - performance tests - role plays
Passive - active - empathetic - listening for knowledge - listening for clarification
Accelerated Learning
Review strategies - measure performance - take correction action

11. Exercises that include a form of real-life situation that allows participants to practice is called
The extent to which an instrument represents the program's content
Cross-functional - cross-country/international
Rote skills - and prerequisite material
Simulations

12. The technique trainers should use when they want to use the revelation technique
Presentation software
Rote skills - and prerequisite material
Organization - process - and job/performer.
Formulation - Development - Implementation - Evaluation

13. Five stages of Tuckman's team-maturing model
Managerial/administrative - supervisory - functional
Form - storm - norm - perform - and adjourn.
Psychomotor skills
Ideas - processes - procedures - methods of operation - concepts - principles - and discoveries

14. Dependent
To aid in career planning
Performance Analysis
The outcome that depends on the independent variable and covariates
A measure of the variability of scores from the mean

15. Who is credited with the idea that learning objectives should contain a condition statement - a performance statement - and a criterion statement
Identify organizational values - development mission - develop vision - develop value statements
Matching current - usually high-potential employees - with future roles within the company to systematic prepare them for a future role
Chaos is simple systems generating complicated behavior. Complexity is complicated systems generating simple behavior.
Robert Mager

16. The process that measures if the practitioner measured what they intended to measure
The multiple dependent variables in a study with multiple independent variables
Relevance - inquiry - freedom - connectedness - reception - empowerment - play
Validity
Disengagement - disidentification - disorientation - and disenchantment.

17. The tasks involved in the development phase of strategic development
Image oriented - interactive - immediate - and intimate.
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
Mentoring is longer term - and mentors do not have responsibility for participants improvement.
Conduct a SWOT - establish strategic goals - develop strategies to achieve the strategic goals

18. Karl Albrecht's progressive psychological phases of change response
Results
Threat - problem - solution - habit
Questions that check for understanding or test for consensus
Design

19. The difference between an icebreaker and an opening exercise
Icebreakers do not have to relate to the session materials. Opening exercise introduces the session materials being taught.
The outcome that depends on the independent variable and covariates
Do not discriminate in any aspect of employment based on disabilities - with reasonable accommodations such as interpreters - reading aids - instructional material modifications - etc.
Raw and non-contextual - and can exist in forms usable or not

20. LCMS
Learning Content Management System. Software that packages courses and learning materials for print - CD-ROM - and electronic publication.
Action plans - interviews - questionnaires - focus groups - performance contracts
Something that disrupts the flow of information between source and receiver
Maslow's hierarchy

21. Sequencing and structure are closely related. What is the order in which skills and information are taught
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
Control groups - management estimates - extant data - external studies
Hard data

22. The analysis that serves as a reality check to identify a project's limiting factors
Breakeven ( ( Program Costs / Investment ) / ( Benefits / Cash Inflow) )
Preparation
Constraints analysis
Economic - social - political and legislative - workforce - technological - and competitive.

23. The facilitation tool that can create just enough tension to get people thinking
Silence
Change Management
Slides
Maslow's hierarchy

24. Four personal social styles per Harvey Robbins
Benefit-to-cost ratio (Total Benefit / Total Program Cost)
Analytical - amiable - drivers - expressive
Philosophy of coaching - definition of coaching - standards of ethical coaching conduct - pledge of coaching ethics
Theatre style

25. Three examples of active training techniques
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.
Opener - bridge - main body - and close
Reliability
Brainstorming - case studies - and role plays

26. Cordinal data
Threat - problem - solution - habit
Numbers or variables used to rank order a system
Terminal objectives
A variable that can have one of two possible values.

27. Three conditions that warrant multi-rater feedback
Organization - process - and job/performer.
Establish short-term objectives - create an action plan to achieve short-term objectives - allocate resources to the objectives - motivate employees to reach the objectives
Weak manager judgments or experience levels - identified talent shortages - organization culture suports structured programs
Communication - client motivation - self-management - technical skills

28. Confidence interval
Semantic differential
Eager to succeed - open to support - interested in different tactics/methods and trying those out - learning oriented
Ishikawa - fishbone
The expected range of a measurement

29. Two examples of performance support systems
The sum of the numbers divided by the total number of values
Engage learner's attention - present materials as input to brain - practice with ideas and skills - review to create new connections and applications
Job aids - and EPSS
A description or design specification for how information should be treated and organized.

30. The final behavioral outcomes of a specific instructional event
Rehersal
Websites where users post questions - thoughts and observations - and can reply to other users postings of the same
The most frequently occurring value
Terminal objectives

31. Four ways to create a learning climate based on Knowles' work
Create safe haven for learning - create a comfortable environment - encourage participation - facilitate more than lecture.
The mid-point of the distribution - 50% of the values are above/below this value
DMAIC methodology - IPO model - flowcharting - evaluation models
Walk towards a participant as they speak

32. The five elements of learner engagement
Constraints analysis
Entertainment - interaction - control - usability - and customization
Change Management
Cognitivism

33. The linear scale use to rate statements and attitudes
Likert scale
Upper-left cerebral - lower-left limbic - upper-right cerebral - and lower-right limbic
Cross-functional - cross-country/international
Learning Content Management System. Software that packages courses and learning materials for print - CD-ROM - and electronic publication.

34. Training that related to actual job circumstances
Change is a process not an event. Change management is the process of directing change at each level of an organization.
Functional context
The selection of measurement points which can have a large impact on the research's ability to be generalized
Silence

35. Four benefits of web-based training
The process that enables organizations to create short reference materials with relevant information by reducing information into codified - categorized - and reusable content.
Rapid instructional design (RID)
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
Cost-effectiveness - accessibility and application - learner access - and self-direction

36. Quantitative
Rote skills
Measures of quantity or numbers
Formulation - Development - Implementation - Evaluation
Interview - survey/questionnaire - observation - focus group - work diary/work log

37. Things feedback to a learner that answered a question should do
Indicate whether response was correct - explain an incorrect response or clarify a correct response - give instructions on how to proceed
Visual - Auditory - and Kinestethic
Knowledge - skills
An effective - structured way that captures people's learning from an experience.

38. scripting
Email - whiteboard - bulletin boards - chat rooms - online presentation tools - WIKIs - Blogs - forums - social sites
Failure to partner - failure to consider culture - failure to manage change - and failure to adapt to the client.
Capture attention - reveal trainer's style - raise participant's comfort level - introduce the topic of the presentation.
A collection of code containing instructions for a computer to perform a specific action

39. Three advantages of interviews as a data gathering technique
Learner characteristics like age - educational background - cultural background - learner expectations - and learn motivation to attend
Dictatorship - anarchy - democracy
Rich data - comparable data across interviews with proper construction of interview protocol - and adds depth to quantative methods
Competing - accommodating - avoiding - collaborating - and compromising.

40. The technique trainers should use when a presentation is formal and should present a professional image
Dictatorship - anarchy - democracy
Slides
Weak manager judgments or experience levels - identified talent shortages - organization culture suports structured programs
The outcome that depends on the independent variable and covariates

41. The four areas measured during a training needs assessment
Business needs - performance needs - learning needs - and learner needs
Proxemics
Perform a front-end analysis
Accelerated Learning

42. Meta-tag
An HTML tag identifying the context of the contents on a website or knowledge base.
Evaluation
Managerial/administrative - supervisory - functional
Surveys

43. The four Cs of change
Surveys
Maslow's hierarchy - McGregor's Theory X and Y of management
Learning technologies
Create a vision - communicate the plan - connect the people - congratulate success

44. Three learner preferences as defined by the VAK model
Enabling objectives
Visual - Auditory - and Kinestethic
Brainstorming - case studies - and role plays
Two-aix matrixes - flowcharts - dichotomy - graphic models

45. The two management practices similar to complexity theory
Asynchronous
Learning organizations - systems thinking
- measure - analyze - improve - control
Cost or budget - lesson content - learner background and expectations - time available - and facilities/equipment/materials

46. The purposes of training evaluation

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47. Tacit knowledge

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48. Dichotomous
A variable that can have one of two possible values.
Performance Analysis
Learning Content Management System. Software that packages courses and learning materials for print - CD-ROM - and electronic publication.
The selection of measurement points which can have a large impact on the research's ability to be generalized

49. Four things a coach does
HPI uses a results-based - systematic approach - HPI focuses on accomplishments before behavior - Organizations are systems.
DMAIC methodology - IPO model - flowcharting - evaluation models
Identify performance gaps - gains commitment to learning - constructs practice to close gaps - drives application and reflection to improve competence
Rote skills - and prerequisite material

50. Describe noise - in communication theory
Something that disrupts the flow of information between source and receiver
Observe body language
Competing - accommodating - avoiding - collaborating - and compromising.
Create safe haven for learning - create a comfortable environment - encourage participation - facilitate more than lecture.