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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 first component of the ASTD HPI model
Balanced scorecard
Hypothetical
The mid-point of the distribution - 50% of the values are above/below this value
Business Analysis

2. The method used to identify all duties - responsibilities - and tasks that make up a single job function or role
Language - speech - environmental - and psychological
Likert scale
Job analysis
Experiential learning

3. The tasks involved in the development phase of strategic development
Knowledge - skills
Accelerated Learning
Conduct a SWOT - establish strategic goals - develop strategies to achieve the strategic goals
Engage learner's attention - present materials as input to brain - practice with ideas and skills - review to create new connections and applications

4. Mean
The sum of the numbers divided by the total number of values
Information - resources - incentives/consequences - knowledge and skills - capacity - and motivation.
HPI uses a results-based - systematic approach - HPI focuses on accomplishments before behavior - Organizations are systems.
Data - Information - Knowledge

5. A method used to evaluation organizational effectiveness beyond financial measures
Balanced scorecard
A variable that can have one of two possible values.
Management - performance
Knowledge - skills

6. What is an SME
Subject-matter expert
Create safe haven for learning - create a comfortable environment - encourage participation - facilitate more than lecture.
Learning organizations - systems thinking
Low frequency - high complexity - high consequence of error - high probability of change in the future

7. Contrast synchronous to asynchronous e-learning
Long-term process for performance improvement based on 1-on-1 interactions where mentee retains the responsibility for improvement
Synchrononous occurs at a given time with a live instructor. Asynchronous is self-paced and available at any time.
Structures - patterns - events
Structure

8. Skills / knowledge areas that SMEs may lack
Breakeven ( ( Program Costs / Investment ) / ( Benefits / Cash Inflow) )
Adult learning theories - instructional design techniques
A description or design specification for how information should be treated and organized.
Slides

9. The process of giving advice or information from one person to another about the usefulness of an event - process or action
Identify organizational values - development mission - develop vision - develop value statements
Feedback
Theatre style
Dictatorship - anarchy - democracy

10. Karl Albrecht's progressive psychological phases of change response
Sequence
Threat - problem - solution - habit
Change Management
Facilitation is used to involve participants - and to help them learn from one another.

11. Four steps to prepare for training delivery
Gain understanding or learning objectives - learn the materials - practice the delivery - prepare questions to stimulate learning.
Focused on fundamental changes to thinking patterns and behaviors
Slides
An effective - structured way that captures people's learning from an experience.

12. Mode
Cognitivism
The most frequently occurring value
Focused on fundamental shifts in how people view themselves - and intentional alterations of beliefs and values about the world and themselves
Driving forces - restraining forces - current state - desired state

13. 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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14. The HPI tool that can gather both qualitative and quantitative data
Accelerated Learning
Surveys
A collection of code containing instructions for a computer to perform a specific action
The process that enables organizations to create short reference materials with relevant information by reducing information into codified - categorized - and reusable content.

15. The fourth component of the ASTD HPI model
Visual - Auditory - and Kinestethic
Solution Selection
Information - feedback
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

16. The tell approach to learning - based on the theory that learning occurs through exposure to logically presented information - usually involving lecture
Myer-Briggs Type Indicator (MBTI) - DiSC personality profile
Cognitivism
Focused on fundamental shifts in how people view themselves - and intentional alterations of beliefs and values about the world and themselves
Surveys

17. The three foundations of action learning

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18. The way a person prefers to learn new content
Howard Gardner
Numbers or variables used to classify a system
DMAIC methodology - IPO model - flowcharting - evaluation models
Learning style

19. Predictive validity
Psychomotor skills
Questions that check for understanding or test for consensus
The extent to which an instrument predicts future results
Create safe haven for learning - create a comfortable environment - encourage participation - facilitate more than lecture.

20. Four tasks typically done in the job analysis
A group of people who share a common interest - and are willing to share the experiences of their common interest.
Create new hire training - develop behavior-based interview questions - write performance objectives - prepare employees for career progression
Developing employees - motivating employees - deploying employees - aligning people to process to increase performance
Initiating - planning - executing - controlling - closing

21. The technique trainers should use when they want to use the revelation technique
Conduct a SWOT - establish strategic goals - develop strategies to achieve the strategic goals
Presentation software
Slides
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

22. List seven principles of adult learning
Management - performance
The multiple dependent variables in a study with multiple independent variables
Andragogy - time pressures - goal orientation - previous knowledge and experience - relevent content - levels of motivation - and different learning styles
Identify performance gaps - gains commitment to learning - constructs practice to close gaps - drives application and reflection to improve competence

23. The tasks involved in the implementation phase of strategic development
Hard data
Establish short-term objectives - create an action plan to achieve short-term objectives - allocate resources to the objectives - motivate employees to reach the objectives
Data that has been given context
Culture - vision - strategy - and structure

24. When a WLP professional - prior to a learning session - plans seating arrangement - arranges refreshments - determines goals and expectations for the class - what are they attempting to affect
External and environmental influences
Identify performance gaps - gains commitment to learning - constructs practice to close gaps - drives application and reflection to improve competence
Structures - patterns - events
Data - Information - Knowledge

25. Malcolm Knowles' work tipped the instructional systems design scale. The two ends of that scale
Questionnaires - follow-up interviews - observation checklists
A variable the influences the dependent variable
Learner-centered - content-centered
Interview - survey/questionnaire - observation - focus group - work diary/work log

26. Data
A variable whose quantification can be broken down into very small units - often called analog (opposed to discrete)
Focused on fundamental changes to thinking patterns and behaviors
Proxemics
Raw and non-contextual - and can exist in forms usable or not

27. What is the primary reason for 360-degree feedback
Productivity Environmental Preference Survey (PEPS) - Canfield Learning Style Inventory - and Learning Style Questionnaire
Asynchronous
A visual tools used to systematically describe actions/behaviors in a sequential flow - including all the steps and tasks for that process flow.
To aid in career planning

28. Three process principles of strategic management development that are likely to remain constant across organizations
Managers are responsible for their own development - executives are responsible for the development of their subordinates - the organization is responsible for providing growth opportunities
Seels and Glasgow instructional systems design model
Identify performance gaps - gains commitment to learning - constructs practice to close gaps - drives application and reflection to improve competence
Questionnaires - follow-up interviews - observation checklists

29. Types of Level 1 instruments
Change is a process not an event. Change management is the process of directing change at each level of an organization.
Validity
Questionnaires - follow-up interviews - observation checklists
Performance Analysis

30. Four common mistakes HPI professionals make in selecting - designing - and implementing interventions
Failure to partner - failure to consider culture - failure to manage change - and failure to adapt to the client.
The most frequently occurring value
Opportunity-centered
Skill variety - task identity - task significance - autonomy - feedback

31. Sequencing and structure are closely related. What refers to the relationship among skills and topics
Inputs - outputs - process controls - and resources.
Structure
DMAIC methodology - IPO model - flowcharting - evaluation models
Learner characteristics like age - educational background - cultural background - learner expectations - and learn motivation to attend

32. The linear scale use to rate statements and attitudes
Likert scale
Numbers or variables used to rank order a system
Benefit-to-cost ratio (Total Benefit / Total Program Cost)
Learning organizations - systems thinking

33. Describe how facilitation differs from training
Design
Understandable - accurate - functional
Facilitation is used to involve participants - and to help them learn from one another.
Learning style

34. The four Cs of change
Create a vision - communicate the plan - connect the people - congratulate success
Multiple intelligences theory
The world is created in conversation
Audience - Behavior - Condition - and Degree

35. Two influences of great effect on employee motivation
Management - performance
A variable that can have one of two possible values.
Central tendency
Rich data - comparable data across interviews with proper construction of interview protocol - and adds depth to quantative methods

36. Three criteria for formative evaluation
Evaluation
Understandable - accurate - functional
Productivity Environmental Preference Survey (PEPS) - Canfield Learning Style Inventory - and Learning Style Questionnaire
Preparation

37. The type of learning that E-Learning is outstanding for teaching because it has infinite patience
Rote skills
Establish scope - create plan - implement plan - monitor/evaluate/revise plan
The process that connects information - education - expertise - and practical application of people in an organization for the purposes of sharing and access.
Myer-Briggs Type Indicator (MBTI) - DiSC personality profile

38. 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
Focused on fundamental shifts in how people view themselves - and intentional alterations of beliefs and values about the world and themselves
Two-aix matrixes - flowcharts - dichotomy - graphic models
Enabling objectives

39. VR
Form - storm - norm - perform - and adjourn.
Virtual Reality. Computer-based technology that gives the user a realistic - 3-D - interactive experience that engages as many senses as possible.
Disengagement - disidentification - disorientation - and disenchantment.
Groupthink

40. Two guiding principles of displaying quantative data in charts and graphs
Electronic Performance Support System. Software that provides just-in-time help - guidance - coaching - or assistance to improve job performance.
An HTML tag identifying the context of the contents on a website or knowledge base.
Business needs - performance needs - learning needs - and learner needs
Scaling and integrity

41. Information
Data that has been given context
Experiencing - publishing - processing - generalizing - and applying
Accelerated Learning
Numbers or variables used to rank order a system

42. The ability of the same measurement to produce consistent results over time
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.
Solution Selection
Reliability

43. Three disadvantages of focus groups
Experiencing - publishing - processing - generalizing - and applying
The extent to which an instrument represents the program's content
Low frequency - high complexity - high consequence of error - high probability of change in the future
Time and resource intensive - undue influence of vocal member(s) - difficult to facilitate with a single facilitator to encourage participation and take notes

44. The three fundamental principles of HPI
Data that has been given context
HPI uses a results-based - systematic approach - HPI focuses on accomplishments before behavior - Organizations are systems.
Feedback
Brainstorming - case studies - and role plays

45. Two types of job rotations
Cross-functional - cross-country/international
Determine business impact - improve the design of the learning experience - determine the content's adequacy
Learning Content Management System. Software that packages courses and learning materials for print - CD-ROM - and electronic publication.
Learning Management System. Software that automates administration - tracking - and reporting of learning events (ILT and online).

46. The criteria for determining if a project is appropriate for action learning
Reality - feasibility - authority - and learning opportunities
Sorting - tabulating - and comparing raw to summarized data
Surveys
Questions that stimulate discussion

47. List David Kolk's four learning styles
Convergers - divergers - assimilators - and accommodators
Walk towards a participant as they speak
Time and resource intensive - undue influence of vocal member(s) - difficult to facilitate with a single facilitator to encourage participation and take notes
Reliability

48. PERT
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.
Characteristics of adults as learners (CAL) conceptual framework
Monetary impact/ROI
Benjamin Bloom

49. The six steps in a training needs assessment
Focused on learning and using new necessary skills through incremental change
Opener - bridge - main body - and close
A measure of the variability of scores from the mean
Defining objectives - identifying necessary data - selecting data collection methods - collecting data - analyzing and confirming data - and reporting on the data

50. The technique that should account for 50% of the preparation for a presentation
Bloom's Taxonomy
External coaching - internal coaching
Rehersal
Pedagogy