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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. Knowledge Mapping
The process that connects information - education - expertise - and practical application of people in an organization for the purposes of sharing and access.
Review of objective and key points - review participant benefits - call participants to action - ask participants if they have any questions.
Measures of quantity or numbers
Electronic performance support system (EPSS)

2. The second component of the ASTD HPI model
Cross-functional - cross-country/international
Breakeven ( ( Program Costs / Investment ) / ( Benefits / Cash Inflow) )
Performance Analysis
Weak manager judgments or experience levels - identified talent shortages - organization culture suports structured programs

3. The kinds of objectives that support the final behavioral outcomes by breaking them down into more manageable chunks
Enabling objectives
In statistics - it means probably true
Create safe haven for learning - create a comfortable environment - encourage participation - facilitate more than lecture.
Pedagogy

4. Four common mistakes HPI professionals make in selecting - designing - and implementing interventions
External and environmental influences
Failure to partner - failure to consider culture - failure to manage change - and failure to adapt to the client.
Learning Management System. Software that automates administration - tracking - and reporting of learning events (ILT and online).
External coaching - internal coaching

5. Systems thinking
The process that connects information - education - expertise - and practical application of people in an organization for the purposes of sharing and access.
Thinking about the whole organization - rather than individuals - and looking primarily at processes
Polling questions
Rote skills

6. Four benefits of web-based training
Performance records - direct observation - supervisor checklists
Change Management
Cost-effectiveness - accessibility and application - learner access - and self-direction
Capture attention - reveal trainer's style - raise participant's comfort level - introduce the topic of the presentation.

7. Four variables that effect how members of a culture think and express themselves
Initiating - planning - executing - controlling - closing
An HTML tag identifying the context of the contents on a website or knowledge base.
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

8. The components of the action learning formula
L = P + Q + R. Learning - Programmed instruction - Questioning - Reflection
Slides
Pilot tests - technical reviews - production reviews
No area is overlooked - forces to be used are known - there is time to develop other strategies if the analysis reveals the need

9. List seven principles of adult learning
Andragogy - time pressures - goal orientation - previous knowledge and experience - relevent content - levels of motivation - and different learning styles
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
The extent to which an instrument represents the program's content
Misplacing ownership - misaligning incentives - saving recognition - playing favorites - misspeaking praise

10. Four stages of accelerated learning

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11. Steps in Pfeiffer and Jones' experiential learning cycle
Slides
Terminal objectives
Experiencing - publishing - processing - generalizing - and applying
Websites where users post questions - thoughts and observations - and can reply to other users postings of the same

12. The method used to identify all duties - responsibilities - and tasks that make up a single job function or role
Job analysis
A variable that can have one of two possible values.
Walk towards a participant as they speak
Learning Management System (LMS)

13. The steps in the outsourcing process
Time and resource intensive - undue influence of vocal member(s) - difficult to facilitate with a single facilitator to encourage participation and take notes
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
Information - feedback
Pedagogy

14. Qualitative
Measures looking at opinions - behaviors - and attributes
Sorting - tabulating - and comparing raw to summarized data
Likert scale
Objectivity - confidentiality

15. The theory that matches individual needs to instructional experiences
Formative evaluation
Knowledge that has been documented - includes books - manuals - training courses - job aids - software rules - databases - etc.
Opportunity-centered
Solution Selection

16. The five elements of learner engagement
Entertainment - interaction - control - usability - and customization
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
Focused on fundamental shifts in how people view themselves - and intentional alterations of beliefs and values about the world and themselves
Thinking about the whole organization - rather than individuals - and looking primarily at processes

17. Three tasks for knowledge mapping
Constraints analysis
Performance audit
Identify performance gaps - gains commitment to learning - constructs practice to close gaps - drives application and reflection to improve competence
Documentation audit - information system survey - identification of external information sources

18. Dependent
Interview - survey/questionnaire - observation - focus group - work diary/work log
Functional context
Time and resource intensive - undue influence of vocal member(s) - difficult to facilitate with a single facilitator to encourage participation and take notes
The outcome that depends on the independent variable and covariates

19. The six major factors that influence performance in Gilbert's behavior engineering model
- measure - analyze - improve - control
Information - resources - incentives/consequences - knowledge and skills - capacity - and motivation.
Learning Management System (LMS)
Establish scope - create plan - implement plan - monitor/evaluate/revise plan

20. The third component of the ASTD HPI model
Questions that stimulate discussion
Preparation
No area is overlooked - forces to be used are known - there is time to develop other strategies if the analysis reveals the need
Cause Analysis

21. Examples of collaborative software
Pedagogy
Something that disrupts the flow of information between source and receiver
A measure of the variability of scores from the mean
Email - whiteboard - bulletin boards - chat rooms - online presentation tools - WIKIs - Blogs - forums - social sites

22. Three disadvantages of focus groups
Management - performance
Entertainment - interaction - control - usability - and customization
Interview - survey/questionnaire - observation - focus group - work diary/work log
Time and resource intensive - undue influence of vocal member(s) - difficult to facilitate with a single facilitator to encourage participation and take notes

23. The diagnostic model that identifies the performance problem cause - based on cause driving solution

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24. A method used to evaluation organizational effectiveness beyond financial measures
DMAIC methodology - IPO model - flowcharting - evaluation models
Observe body language
Balanced scorecard
Mentoring is longer term - and mentors do not have responsibility for participants improvement.

25. Level 1 evaluation
Formative evaluation
Reaction
Electronic performance support system (EPSS)
Hypothetical

26. The method a trainer can use to encourage a participant to continue speaking
Walk towards a participant as they speak
When the cause of the problem is a lack of knowledge or skills
Pareto analysis
Howard Gardner

27. The linear scale use to rate statements and attitudes
Sequence
Semantic differential
Likert scale
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

28. The methods learning organizations use to create and foster productive learning
Focused on learning and using new necessary skills through incremental change
Skill variety - task identity - task significance - autonomy - feedback
Questions that check for understanding or test for consensus
Culture - vision - strategy - and structure

29. The learning domain that focuses on the skills and knowledge relating to an activity such as changing a car's oil
Cognitive
Simulations
Kurt Lewin's forcefield analysis
Communication - client motivation - self-management - technical skills

30. Two influences of great effect on employee motivation
Request for proposal. A communication from an organization to potential vendors that defines the organizations needs and how to respond to those needs.
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
Visual - Auditory - and Kinestethic
Management - performance

31. Open questions
Semantic differential
The world is created in conversation
Questions that stimulate discussion
Likert scale

32. The term for the relationship of people's positions in space
Numbers or variables used to rank order a system
Proxemics
Communication - client motivation - self-management - technical skills
Understandable - accurate - functional

33. What is the primary reason for 360-degree feedback
Robert Mager
To aid in career planning
Self-contained chunk of instructional material
The mid-point of the distribution - 50% of the values are above/below this value

34. Four stages of transition through M&As
Establish scope - create plan - implement plan - monitor/evaluate/revise plan
Disengagement - disidentification - disorientation - and disenchantment.
Time and resource intensive - undue influence of vocal member(s) - difficult to facilitate with a single facilitator to encourage participation and take notes
The expected range of a measurement

35. The final behavioral outcomes of a specific instructional event
Cost or budget - lesson content - learner background and expectations - time available - and facilities/equipment/materials
Websites where users post questions - thoughts and observations - and can reply to other users postings of the same
Sorting - tabulating - and comparing raw to summarized data
Terminal objectives

36. The ability of the same measurement to produce consistent results over time
Harless' front-end analysis model
Performance records - direct observation - supervisor checklists
Reliability
Robert Mager

37. Four characteristics of effective openers

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38. The theory that describes how intelligences reflect how people prefer to process information
Organization - process - and job/performer.
Opener - bridge - main body - and close
Evaluation
Multiple intelligences theory

39. The core belief of appreciative inquiry theory
Pedagogy
The world is created in conversation
No area is overlooked - forces to be used are known - there is time to develop other strategies if the analysis reveals the need
Reliability

40. The two criteria that learners must demonstrate before leaving performance-based training (PBT)
External coaching - internal coaching
Business needs - performance needs - learning needs - and learner needs
Knowledge - skills
Observe body language

41. Four ways to create a learning climate based on Knowles' work
Structure and processes - resources - information - knowledge and skills - motives - and wellness.
When the cause of the problem is a lack of knowledge or skills
Establish short-term objectives - create an action plan to achieve short-term objectives - allocate resources to the objectives - motivate employees to reach the objectives
Create safe haven for learning - create a comfortable environment - encourage participation - facilitate more than lecture.

42. 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
The multiple dependent variables in a study with multiple independent variables
Psychomotor skills
Solution Selection

43. Four characteristics of tasks that are well-suited for job aids
Low frequency - high complexity - high consequence of error - high probability of change in the future
Split-half
Growth - exploratory - establishment - maintenance - decline
To improve performance by systematically developing human expertise through organizational development and training

44. The way a person prefers to learn new content
Experiencing - publishing - processing - generalizing - and applying
Behavior
Learning style
Howard Gardner

45. The analysis that identifies forces that maintain the status quo - and the approaches to allow change

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46. Compare/contrast chaos and complexity
Inputs - outputs - process controls - and resources.
Economic - social - political and legislative - workforce - technological - and competitive.
Slides
Chaos is simple systems generating complicated behavior. Complexity is complicated systems generating simple behavior.

47. The reliability test where one test is split into two shorter ones - by randomly assigning test items to one half or the other
Split-half
Validity
Long-term process for performance improvement based on 1-on-1 interactions where mentee retains the responsibility for improvement
Cognitivism

48. The five factors that affect human performance
Opportunity-centered
Create safe haven for learning - create a comfortable environment - encourage participation - facilitate more than lecture.
Knowledge - skills - desire - environment - and opportunity
Myer-Briggs Type Indicator (MBTI) - DiSC personality profile

49. What does proxemics refer to?
Personal space
Cross-functional - cross-country/international
Extroversion/Introversion - Sensing/Intuition - Thinking/Feeling - Judgment/Perception
In statistics - it means probably true

50. Level 4 evaluation
Behavior
To systematically plan an organization's future
Rote skills
Hard data