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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.
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 collection of strategies for quickly producing instructional packages
Two-aix matrixes - flowcharts - dichotomy - graphic models
Rapid instructional design (RID)
Establish short-term objectives - create an action plan to achieve short-term objectives - allocate resources to the objectives - motivate employees to reach the objectives
Thinking about the whole organization - rather than individuals - and looking primarily at processes

2. Sequencing and structure are closely related. What refers to the relationship among skills and topics
Review strategies - measure performance - take correction action
Structure
Multiple intelligences theory
Information that combined with understanding enables understanding

3. Examples of internal factors that influence an organization
The mid-point of the distribution - 50% of the values are above/below this value
Technology - new products - shareholders - financial conditions - system challenges - process challenges - policies
Navigation
Facilitation is used to involve participants - and to help them learn from one another.

4. The final behavioral outcomes of a specific instructional event
Charts - graphs
Terminal objectives
Growth - exploratory - establishment - maintenance - decline
High cost - scheduling difficulties - and temporary (unless learners have opportunity to practice)

5. Types of Level 1 instruments
Facilitation is used to involve participants - and to help them learn from one another.
Establish scope - create plan - implement plan - monitor/evaluate/revise plan
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
Questionnaires - follow-up interviews - observation checklists

6. The method by which a trainer recognize signs of boredom - disinterest - or lack of understanding
High cost - scheduling difficulties - and temporary (unless learners have opportunity to practice)
Cost or budget - lesson content - learner background and expectations - time available - and facilities/equipment/materials
Raw and non-contextual - and can exist in forms usable or not
Observe body language

7. Triple-loop learning
Focused on fundamental shifts in how people view themselves - and intentional alterations of beliefs and values about the world and themselves
Extroversion/Introversion - Sensing/Intuition - Thinking/Feeling - Judgment/Perception
Chaos is simple systems generating complicated behavior. Complexity is complicated systems generating simple behavior.
Experiential learning

8. The seating arrangement is the least conducive to stimulating group discussion
Theatre style
Reality - feasibility - authority - and learning opportunities
Performance Analysis
Asynchronous

9. Four stages of accelerated learning

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10. Four stages of transition through M&As
Do not discriminate in any aspect of employment based on disabilities - with reasonable accommodations such as interpreters - reading aids - instructional material modifications - etc.
Disengagement - disidentification - disorientation - and disenchantment.
Philosophy of coaching - definition of coaching - standards of ethical coaching conduct - pledge of coaching ethics
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

11. Qualitative
Solution Implementation
Measures looking at opinions - behaviors - and attributes
Return-on-investment ( (Benefits - Costs) / Costs) * 100
Extroversion/Introversion - Sensing/Intuition - Thinking/Feeling - Judgment/Perception

12. Three examples of active training techniques
Pareto analysis
Numbers or variables used to classify a system
Validity
Brainstorming - case studies - and role plays

13. The tasks involved in the evaluation phase of strategic development
Walk towards a participant as they speak
Slides
Learner characteristics like age - educational background - cultural background - learner expectations - and learn motivation to attend
Review strategies - measure performance - take correction action

14. The philosophy of teaching focusing on the instructor rather than the participant - and is generally used to in reference to teaching children
Pedagogy
Slides
The expected range of a measurement
Measures of quantity or numbers

15. Two circumstances where e-learning is particularly useful
The most frequently occurring value
Rote skills - and prerequisite material
Pilot tests - technical reviews - production reviews
Self-study guides - job aids - instructor-led materials - technology-delivered training deliverables - assessments

16. The model (a pyramid) from bottom to top is: physiology - safety - belongingness - esteem - and self-actualization

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17. The difference between an icebreaker and an opening exercise
Business needs - performance needs - learning needs - and learner needs
Central tendency
Learning
Icebreakers do not have to relate to the session materials. Opening exercise introduces the session materials being taught.

18. The analysis that serves as a reality check to identify a project's limiting factors
Constraints analysis
A visual tools used to systematically describe actions/behaviors in a sequential flow - including all the steps and tasks for that process flow.
Analytical - amiable - drivers - expressive
Harless' front-end analysis model

19. Types of Level 5 instruments
Control groups - management estimates - extant data - external studies
Performance records - direct observation - supervisor checklists
Socratic questioning
Experiential learning

20. Three tasks for knowledge mapping
Characteristics of adults as learners (CAL) conceptual framework
Learning style
Documentation audit - information system survey - identification of external information sources
Request for proposal. A communication from an organization to potential vendors that defines the organizations needs and how to respond to those needs.

21. The type of question - often starting with 'what if ...' - that is used to get learners to thinking freely
High cost - scheduling difficulties - and temporary (unless learners have opportunity to practice)
Hypothetical
Behavorism
Charts - graphs

22. The seven characteristics of good dialog
Learning organizations - systems thinking
Documentation audit - information system survey - identification of external information sources
Relevance - inquiry - freedom - connectedness - reception - empowerment - play
Growth - exploratory - establishment - maintenance - decline

23. The instrument where participants rate two contrasting ideas or words by circling points on a line
Semantic differential
Create safe haven for learning - create a comfortable environment - encourage participation - facilitate more than lecture.
Management - performance
When the cause of the problem is a lack of knowledge or skills

24. The learning theory that attempts to involve the left and right hemispheres of the brain to make learning more natural
Accelerated Learning
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
Documentation audit - information system survey - identification of external information sources
Sorting - tabulating - and comparing raw to summarized data

25. LMS
Self-contained chunk of instructional material
Learning Management System. Software that automates administration - tracking - and reporting of learning events (ILT and online).
Behavior
Managers are responsible for their own development - executives are responsible for the development of their subordinates - the organization is responsible for providing growth opportunities

26. DMAIC
Language - speech - environmental - and psychological
Myer-Briggs Type Indicator (MBTI) - DiSC personality profile
Relevance - inquiry - freedom - connectedness - reception - empowerment - play
- measure - analyze - improve - control

27. The three levels of problems in systems thinking
Knowledge - skills - desire - environment - and opportunity
Written tests - oral Q&A - performance tests - role plays
Cross-functional - cross-country/international
Structures - patterns - events

28. The tasks involved in the formulation phase of strategic development
An effective - structured way that captures people's learning from an experience.
Identify organizational values - development mission - develop vision - develop value statements
Threat - problem - solution - habit
Icebreakers do not have to relate to the session materials. Opening exercise introduces the session materials being taught.

29. ROI
Return-on-investment ( (Benefits - Costs) / Costs) * 100
Speed - quantity - quality/accuracy - thoroughness - timeliness
Suggestopedia
Passive - active - empathetic - listening for knowledge - listening for clarification

30. The six factors an instructional designer must consider before choosing techniques and training materials
Cost or budget - lesson content - learner background and expectations - time available - and facilities/equipment/materials
Gain understanding or learning objectives - learn the materials - practice the delivery - prepare questions to stimulate learning.
In statistics - it means probably true
Formulation - Development - Implementation - Evaluation

31. PERT
Pilot tests - technical reviews - production reviews
L = P + Q + R. Learning - Programmed instruction - Questioning - Reflection
Cross-functional - cross-country/international
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.

32. Things a forcefield analysis ensures
The process that enables organizations to create short reference materials with relevant information by reducing information into codified - categorized - and reusable content.
Review of objective and key points - review participant benefits - call participants to action - ask participants if they have any questions.
Performance audit
No area is overlooked - forces to be used are known - there is time to develop other strategies if the analysis reveals the need

33. Discrete
A variable in whole number or distinct units (opposed to continuous)
Focused on learning and using new necessary skills through incremental change
Establish scope - create plan - implement plan - monitor/evaluate/revise plan
Data from archival records - existing records - report - and data

34. The theory that describes a person starting at age 18 - moving from career exploration to a series of events including educational specialization that leads to a career path and a final career commitment

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35. The HPI tool that can gather both qualitative and quantitative data
To systematically plan an organization's future
Surveys
High cost - scheduling difficulties - and temporary (unless learners have opportunity to practice)
To improve performance by systematically developing human expertise through organizational development and training

36. The criteria for determining if a project is appropriate for action learning
Social contexting - contexting - authority - and concept of time
Capture attention - help message to be remembered - establish rapport - build credibility - and build team unity.
Questions that stimulate discussion
Reality - feasibility - authority - and learning opportunities

37. The method used to identify the efficiency and effectiveness of employees
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
Performance audit
HPI uses a results-based - systematic approach - HPI focuses on accomplishments before behavior - Organizations are systems.
Phone - VoIP - online meetings - email - specialized software

38. Five conflict responses
Competing - accommodating - avoiding - collaborating - and compromising.
Disengagement - disidentification - disorientation - and disenchantment.
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
Job aids - and EPSS

39. The six major factors that influence performance in Gilbert's behavior engineering model
Low frequency - high complexity - high consequence of error - high probability of change in the future
Measures of quantity or numbers
Bloom's taxonomy - six sigma - Kepner-Tregoe
Information - resources - incentives/consequences - knowledge and skills - capacity - and motivation.

40. scripting
Conduct a SWOT - establish strategic goals - develop strategies to achieve the strategic goals
A collection of code containing instructions for a computer to perform a specific action
Theatre style
Maslow's hierarchy

41. The way a person prefers to learn new content
Synchrononous occurs at a given time with a live instructor. Asynchronous is self-paced and available at any time.
Central tendency
Learning style
Charts - graphs

42. Software that automates the administration of training
The extent to which an instrument predicts future results
Learning Management System (LMS)
Constraints analysis
Solution Selection

43. Contrast mentoring to coaching
Focused on learning and using new necessary skills through incremental change
Mentoring is longer term - and mentors do not have responsibility for participants improvement.
Chaos is simple systems generating complicated behavior. Complexity is complicated systems generating simple behavior.
Electronic performance support system (EPSS)

44. Three tools for determining learner preferences
Productivity Environmental Preference Survey (PEPS) - Canfield Learning Style Inventory - and Learning Style Questionnaire
Hard data
Behavior
Written tests - oral Q&A - performance tests - role plays

45. Information
Eager to succeed - open to support - interested in different tactics/methods and trying those out - learning oriented
Icebreakers do not have to relate to the session materials. Opening exercise introduces the session materials being taught.
Knowledge in one's personal memory - includes judgment - insights - experience - know-how - personal beliefs - and personal values.
Data that has been given context

46. Process Map
Entertainment - interaction - control - usability - and customization
Organization - process - and job/performer.
The expected range of a measurement
A visual tools used to systematically describe actions/behaviors in a sequential flow - including all the steps and tasks for that process flow.

47. Standard deviation
Rote skills - and prerequisite material
A measure of the variability of scores from the mean
Monetary impact/ROI
Business needs - performance needs - learning needs - and learner needs

48. Systems thinking
Business Analysis
Thinking about the whole organization - rather than individuals - and looking primarily at processes
Analytical - amiable - drivers - expressive
Andragogy - time pressures - goal orientation - previous knowledge and experience - relevent content - levels of motivation - and different learning styles

49. Level 3 evaluation
Technical competence - people skills - conceptual skills - results - taste - judgment - character
Results
Thinking about the whole organization - rather than individuals - and looking primarily at processes
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

50. Two theories of motivation for coaching

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Can you answer 50 questions in 15 minutes?

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