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. Closed questions
Harless' front-end analysis model
Philosophy of coaching - definition of coaching - standards of ethical coaching conduct - pledge of coaching ethics
Benefit-to-cost ratio (Total Benefit / Total Program Cost)
Questions that check for understanding or test for consensus


2. The elements of the 4-D cycle
Discovery - Dream - Design - and Destiny
Harless' front-end analysis model
Rehersal
Reaction


3. Covariates
The multiple dependent variables in a study with multiple independent variables
To systematically plan an organization's future
Rote skills
Formative evaluation


4. The seven attributes essential for leadership per Warren Bennis
Technical competence - people skills - conceptual skills - results - taste - judgment - character
The process that connects information - education - expertise - and practical application of people in an organization for the purposes of sharing and access.
Maslow's hierarchy
Do not discriminate in any aspect of employment based on disabilities - with reasonable accommodations such as interpreters - reading aids - instructional material modifications - etc.


5. List 10 types of root causes

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6. The reliability test where one test is split into two shorter ones - by randomly assigning test items to one half or the other
Sequence
Separation of place - time - or both among learners - instructors - and learning resources; Interactions are conducted through one or mode media.
Split-half
Measures of quantity or numbers


7. The instrument where participants rate two contrasting ideas or words by circling points on a line
Honesty - fairness - lawfulness - compassion - respect - loyalty - dependability
Learning Management System. Software that automates administration - tracking - and reporting of learning events (ILT and online).
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
Semantic differential


8. The seven basic self-governing behaviors
Behavior
Dictatorship - anarchy - democracy
Honesty - fairness - lawfulness - compassion - respect - loyalty - dependability
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


9. The four components of a learning objective
Audience - Behavior - Condition - and Degree
An HTML tag identifying the context of the contents on a website or knowledge base.
Rehersal
Information - feedback


10. The purpose of an after-action review

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11. The method by which a trainer recognize signs of boredom - disinterest - or lack of understanding
Pareto analysis
Behavior
Observe body language
Rote skills


12. The four characteristics of online communication
Image oriented - interactive - immediate - and intimate.
problem - establish action plan - clarify values - identify alternatives - discover probable outcomes - eliminate alternatives systematically - start action
Convergers - divergers - assimilators - and accommodators
Form - storm - norm - perform - and adjourn.


13. Describe a chat room
Engage learner's attention - present materials as input to brain - practice with ideas and skills - review to create new connections and applications
Knowledge - skills
Performance records - direct observation - supervisor checklists
Chat rooms are essentially synchronous (real-time) message boards.


14. Three basic management styles
Disengagement - disidentification - disorientation - and disenchantment.
Dictatorship - anarchy - democracy
Myer-Briggs Type Indicator (MBTI) - DiSC personality profile
Conduct a SWOT - establish strategic goals - develop strategies to achieve the strategic goals


15. Quantitative
External/organizational scans - identify business needs - identify change initiatives - collect data - analyze data - report on the data - design the change initiative
Measures of quantity or numbers
Breakeven ( ( Program Costs / Investment ) / ( Benefits / Cash Inflow) )
Harless' front-end analysis model


16. What does proxemics refer to?
Honesty - fairness - lawfulness - compassion - respect - loyalty - dependability
Experiential learning
Personal space
Cost or budget - lesson content - learner background and expectations - time available - and facilities/equipment/materials


17. The learning theory that attempts to involve the left and right hemispheres of the brain to make learning more natural
Reality - feasibility - authority - and learning opportunities
Synchrononous occurs at a given time with a live instructor. Asynchronous is self-paced and available at any time.
Audience - behavior - condition - and degree
Accelerated Learning


18. Three learner preferences as defined by the VAK model
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
Conduct a SWOT - establish strategic goals - develop strategies to achieve the strategic goals
Self-study guides - job aids - instructor-led materials - technology-delivered training deliverables - assessments


19. scripting
Ginzberg's theory
Behavior
Solution Implementation
A collection of code containing instructions for a computer to perform a specific action


20. Two characteristics of distance learning
Separation of place - time - or both among learners - instructors - and learning resources; Interactions are conducted through one or mode media.
Surveys
Focused on fundamental shifts in how people view themselves - and intentional alterations of beliefs and values about the world and themselves
An HTML tag identifying the context of the contents on a website or knowledge base.


21. The technique - developed by Georgi Lazanov - that uses the instructional application of stimulating the body and mind at peak efficiency to develop super-learning capabilities
Suggestopedia
Managerial/administrative - supervisory - functional
Reliability
Form - storm - norm - perform - and adjourn.


22. Two guiding principles of displaying quantative data in charts and graphs
Chaos is simple systems generating complicated behavior. Complexity is complicated systems generating simple behavior.
Observe body language
Social contexting - contexting - authority - and concept of time
Scaling and integrity


23. The analysis that serves as a reality check to identify a project's limiting factors
Create new hire training - develop behavior-based interview questions - write performance objectives - prepare employees for career progression
Learner characteristics like age - educational background - cultural background - learner expectations - and learn motivation to attend
Constraints analysis
Knowledge - skills


24. Four characteristics of highly motivated clients
Separation of place - time - or both among learners - instructors - and learning resources; Interactions are conducted through one or mode media.
Understandable - accurate - functional
Electronic Performance Support System. Software that provides just-in-time help - guidance - coaching - or assistance to improve job performance.
Eager to succeed - open to support - interested in different tactics/methods and trying those out - learning oriented


25. Explicit knowledge
Questions that check for understanding or test for consensus
Knowledge that has been documented - includes books - manuals - training courses - job aids - software rules - databases - etc.
Analytical - amiable - drivers - expressive
Change Management


26. The final behavioral outcomes of a specific instructional event
Terminal objectives
Seels and Glasgow instructional systems design model
Myer-Briggs Type Indicator (MBTI) - DiSC personality profile
Pilot tests - technical reviews - production reviews


27. An assessment done during formation
Self-contained chunk of instructional material
External and environmental influences
Formative evaluation
Problem - action learning group - emphasis on careful questioning and listening - resolution to take action - commitment to learning - group facilitator/learning coach


28. Systems thinking
Diagnose the problem - generate alternative actions/behaviors - identify consequences for those actions/behaviors
Thinking about the whole organization - rather than individuals - and looking primarily at processes
Seels and Glasgow instructional systems design model
Failure to partner - failure to consider culture - failure to manage change - and failure to adapt to the client.


29. The theory that matches individual needs to instructional experiences
Computer-based training. Any learning event that uses computers as the primary distributions method.
Focused on learning and using new necessary skills through incremental change
Measures of quantity or numbers
Opportunity-centered


30. The ability of the same measurement to produce consistent results over time
A variable the influences the dependent variable
Solution Implementation
Chat rooms are essentially synchronous (real-time) message boards.
Reliability


31. Four activites to consider when closing a presentation
DMAIC methodology - IPO model - flowcharting - evaluation models
Review of objective and key points - review participant benefits - call participants to action - ask participants if they have any questions.
The selection of measurement points which can have a large impact on the research's ability to be generalized
Likert scale


32. The use of electronic technologies to deliver information and facilitate the development of skills
Benefit-to-cost ratio (Total Benefit / Total Program Cost)
Learning technologies
Brainstorming - case studies - and role plays
Inputs - outputs - process controls - and resources.


33. The five characteristics of every job that influence employee motivation
Job analysis
Skill variety - task identity - task significance - autonomy - feedback
Problem - action learning group - emphasis on careful questioning and listening - resolution to take action - commitment to learning - group facilitator/learning coach
Documentation audit - information system survey - identification of external information sources


34. Sampling

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35. The linear scale use to rate statements and attitudes
Reliability
Surveys
Facilitation is used to involve participants - and to help them learn from one another.
Likert scale


36. The five elements of learner engagement
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
Knowledge in one's personal memory - includes judgment - insights - experience - know-how - personal beliefs - and personal values.
Entertainment - interaction - control - usability - and customization
Cost-effectiveness - accessibility and application - learner access - and self-direction


37. The seven steps in Krumboltz's DECIDES model
Organization - process - and job/performer.
Something that disrupts the flow of information between source and receiver
Technical competence - people skills - conceptual skills - results - taste - judgment - character
problem - establish action plan - clarify values - identify alternatives - discover probable outcomes - eliminate alternatives systematically - start action


38. VR
Misplacing ownership - misaligning incentives - saving recognition - playing favorites - misspeaking praise
Phone - VoIP - online meetings - email - specialized software
Virtual Reality. Computer-based technology that gives the user a realistic - 3-D - interactive experience that engages as many senses as possible.
The process that connects information - education - expertise - and practical application of people in an organization for the purposes of sharing and access.


39. What does context refer to in designing learning
A variable whose quantification can be broken down into very small units - often called analog (opposed to discrete)
Questions that stimulate discussion
Learner characteristics like age - educational background - cultural background - learner expectations - and learn motivation to attend
Diagnose the problem - generate alternative actions/behaviors - identify consequences for those actions/behaviors


40. Mentoring
Long-term process for performance improvement based on 1-on-1 interactions where mentee retains the responsibility for improvement
Objectivity - confidentiality
Cost-effectiveness - accessibility and application - learner access - and self-direction
A group of people who share a common interest - and are willing to share the experiences of their common interest.


41. The purpose of strategic planning

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42. Information
Asynchronous
Data that has been given context
Navigation
Theatre style


43. Types of Level 3 instruments
Action plans - interviews - questionnaires - focus groups - performance contracts
Growth - exploratory - establishment - maintenance - decline
Organization - process - and job/performer.
Identify business goals - clarify those goals - determine specificity and measurability of the goals.


44. The third component of the ASTD HPI model
Raw and non-contextual - and can exist in forms usable or not
Cause Analysis
Self-contained chunk of instructional material
Subject-matter expert


45. Four characteristics of effective openers

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46. Four tasks typically done in the job analysis
External coaching - internal coaching
Knowledge - skills
Room size or number of participants is too large - when trainer wants to be more formal - when trainer has illegible handwriting - when the trainer presents the same program regularly.
Create new hire training - develop behavior-based interview questions - write performance objectives - prepare employees for career progression


47. Factors that determine fair use
Management - performance
Two-aix matrixes - flowcharts - dichotomy - graphic models
Relevance - inquiry - freedom - connectedness - reception - empowerment - play
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


48. Four characteristics of tasks that are well-suited for job aids
Technology - new products - shareholders - financial conditions - system challenges - process challenges - policies
The mid-point of the distribution - 50% of the values are above/below this value
Monetary impact/ROI
Low frequency - high complexity - high consequence of error - high probability of change in the future


49. The technique trainers should use when a presentation is formal and should present a professional image
Learning technologies
A variable whose quantification can be broken down into very small units - often called analog (opposed to discrete)
Slides
Seels and Glasgow instructional systems design model


50. The three levels that - when in harmony - work to optimal performance in the Rummler and Brache's model
Organization - process - and job/performer.
Focused on fundamental changes to thinking patterns and behaviors
When the cause of the problem is a lack of knowledge or skills
The process that enables organizations to create short reference materials with relevant information by reducing information into codified - categorized - and reusable content.