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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. The five factors that affect human performance
Self-contained chunk of instructional material
Knowledge - skills - desire - environment - and opportunity
Seels and Glasgow instructional systems design model
Experiential learning

2. The first component of the ASTD HPI model
Business Analysis
Gain understanding or learning objectives - learn the materials - practice the delivery - prepare questions to stimulate learning.
Cause Analysis
Documentation audit - information system survey - identification of external information sources

3. The method used to identify all duties - responsibilities - and tasks that make up a single job function or role
Documentation audit - information system survey - identification of external information sources
Experiencing - publishing - processing - generalizing - and applying
Evaluation
Job analysis

4. Two characteristics for any coaching program to succeed
Misplacing ownership - misaligning incentives - saving recognition - playing favorites - misspeaking praise
Breakeven ( ( Program Costs / Investment ) / ( Benefits / Cash Inflow) )
Objectivity - confidentiality
Behavorism

5. The second component of the ASTD HPI model
Performance Analysis
Honesty - fairness - lawfulness - compassion - respect - loyalty - dependability
Eager to succeed - open to support - interested in different tactics/methods and trying those out - learning oriented
In statistics - it means probably true

6. Triple-loop learning
A variable that can have one of two possible values.
Focused on fundamental shifts in how people view themselves - and intentional alterations of beliefs and values about the world and themselves
Social contexting - contexting - authority - and concept of time
Email - whiteboard - bulletin boards - chat rooms - online presentation tools - WIKIs - Blogs - forums - social sites

7. The processes performance management is primarily concerned with
Written tests - oral Q&A - performance tests - role plays
Learning Content Management System. Software that packages courses and learning materials for print - CD-ROM - and electronic publication.
Ishikawa - fishbone
Developing employees - motivating employees - deploying employees - aligning people to process to increase performance

8. Level 3 evaluation
Cognitivism
Managers are responsible for their own development - executives are responsible for the development of their subordinates - the organization is responsible for providing growth opportunities
Results
Competing - accommodating - avoiding - collaborating - and compromising.

9. Three drawbacks of classroom training
High cost - scheduling difficulties - and temporary (unless learners have opportunity to practice)
Learning Management System. Software that automates administration - tracking - and reporting of learning events (ILT and online).
Identify performance gaps - gains commitment to learning - constructs practice to close gaps - drives application and reflection to improve competence
Review of objective and key points - review participant benefits - call participants to action - ask participants if they have any questions.

10. The learning theory that includes activities like behavioral modeling - simulations - role plays - skill drills - and rewards
Behavorism
Thinking about the whole organization - rather than individuals - and looking primarily at processes
Terminal objectives
To aid in career planning

11. The topics of the A-B-C-D training development process
Audience - behavior - condition - and degree
Slides
Maslow's hierarchy
Terminal objectives

12. The guidelines Carl Rogers describes as critical elements to remember in adult learning situations
Facilitators establish the initial mood or climate of the class experience - and clarify the purpose of individuals as well as the general purposes of the group
Reality - feasibility - authority - and learning opportunities
Review strategies - measure performance - take correction action
Self-study guides - job aids - instructor-led materials - technology-delivered training deliverables - assessments

13. Nominal data
Numbers or variables used to classify a system
Establish scope - create plan - implement plan - monitor/evaluate/revise plan
An HTML tag identifying the context of the contents on a website or knowledge base.
L = P + Q + R. Learning - Programmed instruction - Questioning - Reflection

14. Systems thinking
Thinking about the whole organization - rather than individuals - and looking primarily at processes
Sorting - tabulating - and comparing raw to summarized data
Measures looking at opinions - behaviors - and attributes
Learning organizations - systems thinking

15. Karl Albrecht's progressive psychological phases of change response
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
Honesty - fairness - lawfulness - compassion - respect - loyalty - dependability
Numbers or variables used to classify a system
Threat - problem - solution - habit

16. Data
Silence
Raw and non-contextual - and can exist in forms usable or not
Email - whiteboard - bulletin boards - chat rooms - online presentation tools - WIKIs - Blogs - forums - social sites
A group of people who share a common interest - and are willing to share the experiences of their common interest.

17. learning object
Matching current - usually high-potential employees - with future roles within the company to systematic prepare them for a future role
Learning Content Management System. Software that packages courses and learning materials for print - CD-ROM - and electronic publication.
Performance records - direct observation - supervisor checklists
Self-contained chunk of instructional material

18. List six external factors that may affect an organization
Economic - social - political and legislative - workforce - technological - and competitive.
Monetary impact/ROI
Cognitivism
Suggestopedia

19. An evaluation of an evaluation
Management - performance
Structures - patterns - events
Meta-evaluation
Results

20. Two influences of great effect on employee motivation
Honesty - fairness - lawfulness - compassion - respect - loyalty - dependability
Self-contained chunk of instructional material
Pilot tests - technical reviews - production reviews
Management - performance

21. The third component of the ASTD HPI model
The process that connects information - education - expertise - and practical application of people in an organization for the purposes of sharing and access.
Economic - social - political and legislative - workforce - technological - and competitive.
Cause Analysis
To aid in career planning

22. Three learner preferences as defined by the VAK model
Problem - action learning group - emphasis on careful questioning and listening - resolution to take action - commitment to learning - group facilitator/learning coach
Extroversion/Introversion - Sensing/Intuition - Thinking/Feeling - Judgment/Perception
Cognitivism
Visual - Auditory - and Kinestethic

23. The fifth component of the ASTD HPI model
Relevance - inquiry - freedom - connectedness - reception - empowerment - play
Enabling objectives
Solution Implementation
Identify organizational values - development mission - develop vision - develop value statements

24. Three tools for determining learner preferences
Myer-Briggs Type Indicator (MBTI) - DiSC personality profile
Reality - feasibility - authority - and learning opportunities
Productivity Environmental Preference Survey (PEPS) - Canfield Learning Style Inventory - and Learning Style Questionnaire
Monetary impact/ROI

25. The seven steps in Krumboltz's DECIDES model
problem - establish action plan - clarify values - identify alternatives - discover probable outcomes - eliminate alternatives systematically - start action
Conduct a SWOT - establish strategic goals - develop strategies to achieve the strategic goals
Communication - client motivation - self-management - technical skills
Dictatorship - anarchy - democracy

26. Three criteria for formative evaluation
Understandable - accurate - functional
Convergers - divergers - assimilators - and accommodators
Organization - process - and job/performer.
Learning technologies

27. Community of practice
A group of people who share a common interest - and are willing to share the experiences of their common interest.
Dictatorship - anarchy - democracy
Personal space
Benefit-to-cost ratio (Total Benefit / Total Program Cost)

28. Five ways to use storytelling
To systematically plan an organization's future
Capture attention - help message to be remembered - establish rapport - build credibility - and build team unity.
Audience - behavior - condition - and degree
Electronic performance support system (EPSS)

29. Examples of collaborative software
Questions that stimulate discussion
Silence
Email - whiteboard - bulletin boards - chat rooms - online presentation tools - WIKIs - Blogs - forums - social sites
Interviews

30. Cordinal data
Computer-based training. Any learning event that uses computers as the primary distributions method.
Image oriented - interactive - immediate - and intimate.
Behavorism
Numbers or variables used to rank order a system

31. What is an SME
Measures looking at opinions - behaviors - and attributes
Subject-matter expert
An HTML tag identifying the context of the contents on a website or knowledge base.
- measure - analyze - improve - control

32. Contrast mentoring to coaching
Constraints analysis
Opener - bridge - main body - and close
Structure and processes - resources - information - knowledge and skills - motives - and wellness.
Mentoring is longer term - and mentors do not have responsibility for participants improvement.

33. The ability of the same measurement to produce consistent results over time
Focused on fundamental shifts in how people view themselves - and intentional alterations of beliefs and values about the world and themselves
The selection of measurement points which can have a large impact on the research's ability to be generalized
Learning technologies
Reliability

34. List David Kolk's four learning styles
Convergers - divergers - assimilators - and accommodators
Observe body language
Simulations
Organization - process - and job/performer.

35. The philosophy of teaching focusing on the instructor rather than the participant - and is generally used to in reference to teaching children
Pedagogy
Technical competence - people skills - conceptual skills - results - taste - judgment - character
Learner self-concept - Learner prior experience - Readiness to learn - Orientation to learning - and Motivation to learn
Self-contained chunk of instructional material

36. The phases of strategic development
Icebreakers do not have to relate to the session materials. Opening exercise introduces the session materials being taught.
Behavior
Formulation - Development - Implementation - Evaluation
Structure

37. The theory that describes how intelligences reflect how people prefer to process information
Email - whiteboard - bulletin boards - chat rooms - online presentation tools - WIKIs - Blogs - forums - social sites
Icebreakers do not have to relate to the session materials. Opening exercise introduces the session materials being taught.
Multiple intelligences theory
Chat rooms are essentially synchronous (real-time) message boards.

38. The purpose of strategic planning

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39. List 10 types of root causes

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40. BCR
Productivity Environmental Preference Survey (PEPS) - Canfield Learning Style Inventory - and Learning Style Questionnaire
Behavior
Benefit-to-cost ratio (Total Benefit / Total Program Cost)
An unknown or uncontrolled variable that produces an effect

41. Continuous
Self-study guides - job aids - instructor-led materials - technology-delivered training deliverables - assessments
Rich data - comparable data across interviews with proper construction of interview protocol - and adds depth to quantative methods
An unknown or uncontrolled variable that produces an effect
A variable whose quantification can be broken down into very small units - often called analog (opposed to discrete)

42. Meta-tag
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
An HTML tag identifying the context of the contents on a website or knowledge base.
Rich data - comparable data across interviews with proper construction of interview protocol - and adds depth to quantative methods

43. The method used to identify the efficiency and effectiveness of employees
Conduct a SWOT - establish strategic goals - develop strategies to achieve the strategic goals
Performance audit
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
Visual - Auditory - and Kinestethic

44. Describe a message board
A variable the influences the dependent variable
Synchrononous occurs at a given time with a live instructor. Asynchronous is self-paced and available at any time.
Websites where users post questions - thoughts and observations - and can reply to other users postings of the same
Cognitivism

45. The three fundamental principles of HPI
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
DMAIC methodology - IPO model - flowcharting - evaluation models
Andragogy - time pressures - goal orientation - previous knowledge and experience - relevent content - levels of motivation - and different learning styles
HPI uses a results-based - systematic approach - HPI focuses on accomplishments before behavior - Organizations are systems.

46. Types of Level 3 instruments
DMAIC methodology - IPO model - flowcharting - evaluation models
Action plans - interviews - questionnaires - focus groups - performance contracts
Learning style
L = P + Q + R. Learning - Programmed instruction - Questioning - Reflection

47. The four areas measured during a training needs assessment
Knowledge - skills - desire - environment - and opportunity
Business needs - performance needs - learning needs - and learner needs
The outcome that depends on the independent variable and covariates
An HTML tag identifying the context of the contents on a website or knowledge base.

48. The purposes of training evaluation

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49. Four basic components of a process
The mid-point of the distribution - 50% of the values are above/below this value
Performance audit
Inputs - outputs - process controls - and resources.
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

50. Open questions
Questions that stimulate discussion
Performance Analysis
Characteristics of adults as learners (CAL) conceptual framework
An HTML tag identifying the context of the contents on a website or knowledge base.