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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 HPI tool that uses the 80/20 rule
Pareto analysis
Indicate whether response was correct - explain an incorrect response or clarify a correct response - give instructions on how to proceed
Measures of quantity or numbers
Awareness - modeling - targeted interventions - desensitization - training

2. The four areas measured during a training needs assessment
Return-on-investment ( (Benefits - Costs) / Costs) * 100
An unknown or uncontrolled variable that produces an effect
Business needs - performance needs - learning needs - and learner needs
Hard data

3. The three tasks of business analysis
Language - speech - environmental - and psychological
Initiating - planning - executing - controlling - closing
Identify business goals - clarify those goals - determine specificity and measurability of the goals.
Written tests - oral Q&A - performance tests - role plays

4. 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
Email - whiteboard - bulletin boards - chat rooms - online presentation tools - WIKIs - Blogs - forums - social sites
Suggestopedia
Knowledge that has been documented - includes books - manuals - training courses - job aids - software rules - databases - etc.
Extroversion/Introversion - Sensing/Intuition - Thinking/Feeling - Judgment/Perception

5. Describe a chat room
High cost - scheduling difficulties - and temporary (unless learners have opportunity to practice)
Charts - graphs
Chat rooms are essentially synchronous (real-time) message boards.
Suggestopedia

6. Five stages of Tuckman's team-maturing model
Balanced scorecard
Management - performance
Rote skills - and prerequisite material
Form - storm - norm - perform - and adjourn.

7. The seven steps in Krumboltz's DECIDES model
Management - performance
Functional context
problem - establish action plan - clarify values - identify alternatives - discover probable outcomes - eliminate alternatives systematically - start action
Performance audit

8. Dependent
The outcome that depends on the independent variable and covariates
Learning organizations - systems thinking
Entertainment - interaction - control - usability - and customization
Weak manager judgments or experience levels - identified talent shortages - organization culture suports structured programs

9. Four stages of accelerated learning

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10. Karl Albrecht's progressive psychological phases of change response
Opener - bridge - main body - and close
Knowledge - skills - desire - environment - and opportunity
Review strategies - measure performance - take correction action
Threat - problem - solution - habit

11. Steps of managing a change project
Control groups - management estimates - extant data - external studies
Accelerated Learning
Opener - bridge - main body - and close
Initiating - planning - executing - controlling - closing

12. Five approaches to facilitate inclusion
Awareness - modeling - targeted interventions - desensitization - training
Central tendency
Communication - client motivation - self-management - technical skills
The process that connects information - education - expertise - and practical application of people in an organization for the purposes of sharing and access.

13. The process where each member of a group makes their opinions conform to the perceived group consensus
Reliability
Electronic Performance Support System. Software that provides just-in-time help - guidance - coaching - or assistance to improve job performance.
Ginzberg's theory
Groupthink

14. Contrast mentoring to coaching
Raw and non-contextual - and can exist in forms usable or not
Questions that check for understanding or test for consensus
Feedback
Mentoring is longer term - and mentors do not have responsibility for participants improvement.

15. The purpose of strategic planning

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16. The sixth component of the ASTD HPI model
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
Split-half
Evaluation
Conduct a SWOT - establish strategic goals - develop strategies to achieve the strategic goals

17. The method by which a trainer recognize signs of boredom - disinterest - or lack of understanding
Problem - action learning group - emphasis on careful questioning and listening - resolution to take action - commitment to learning - group facilitator/learning coach
Cross-functional - cross-country/international
Websites where users post questions - thoughts and observations - and can reply to other users postings of the same
Observe body language

18. Process Map
Learning
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
An HTML tag identifying the context of the contents on a website or knowledge base.

19. The seventh component of the ASTD HPI model
Change Management
Questions that check for understanding or test for consensus
Communication - client motivation - self-management - technical skills
Personal space

20. Five job analysis methods
Weak manager judgments or experience levels - identified talent shortages - organization culture suports structured programs
Learner characteristics like age - educational background - cultural background - learner expectations - and learn motivation to attend
Chat rooms are essentially synchronous (real-time) message boards.
Interview - survey/questionnaire - observation - focus group - work diary/work log

21. The tasks involved in the development phase of strategic development
The process that enables organizations to create short reference materials with relevant information by reducing information into codified - categorized - and reusable content.
Knowledge in one's personal memory - includes judgment - insights - experience - know-how - personal beliefs - and personal values.
A description or design specification for how information should be treated and organized.
Conduct a SWOT - establish strategic goals - develop strategies to achieve the strategic goals

22. scripting
A variable that can have one of two possible values.
Reaction
A visual tools used to systematically describe actions/behaviors in a sequential flow - including all the steps and tasks for that process flow.
A collection of code containing instructions for a computer to perform a specific action

23. Predictive validity
Job aids - and EPSS
Awareness - modeling - targeted interventions - desensitization - training
The extent to which an instrument predicts future results
Reaction

24. The HPI tool that can gather both qualitative and quantitative data
Surveys
Identify organizational values - development mission - develop vision - develop value statements
Disengagement - disidentification - disorientation - and disenchantment.
Mentoring is longer term - and mentors do not have responsibility for participants improvement.

25. Meta-tag
Image oriented - interactive - immediate - and intimate.
An HTML tag identifying the context of the contents on a website or knowledge base.
Hypothetical
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

26. Types of Level 3 instruments
Culture - vision - strategy - and structure
Meta-evaluation
Data - Information - Knowledge
Action plans - interviews - questionnaires - focus groups - performance contracts

27. List six categories of HPI solutions
Structure and processes - resources - information - knowledge and skills - motives - and wellness.
Cognitivism
Websites where users post questions - thoughts and observations - and can reply to other users postings of the same
Measures of quantity or numbers

28. The four parts of the International Federation's (ICF) ethical standards
Learning Management System. Software that automates administration - tracking - and reporting of learning events (ILT and online).
An effective - structured way that captures people's learning from an experience.
Philosophy of coaching - definition of coaching - standards of ethical coaching conduct - pledge of coaching ethics
Solution Implementation

29. The technique that should account for 50% of the preparation for a presentation
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
Validity
Rehersal
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

30. Four stages of transition through M&As
Economic - social - political and legislative - workforce - technological - and competitive.
Phone - VoIP - online meetings - email - specialized software
Learning Management System. Software that automates administration - tracking - and reporting of learning events (ILT and online).
Disengagement - disidentification - disorientation - and disenchantment.

31. Knowledge management
Balanced scorecard
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
Structures - patterns - events
An unknown or uncontrolled variable that produces an effect

32. Three examples of active training techniques
Surveys
A variable the influences the dependent variable
Benefit-to-cost ratio (Total Benefit / Total Program Cost)
Brainstorming - case studies - and role plays

33. Explicit knowledge
Knowledge that has been documented - includes books - manuals - training courses - job aids - software rules - databases - etc.
Economic - social - political and legislative - workforce - technological - and competitive.
Diagnose the problem - generate alternative actions/behaviors - identify consequences for those actions/behaviors
Focused on learning and using new necessary skills through incremental change

34. The five stages of D. E. Super's developmental framework
Rehersal
Learner self-concept - Learner prior experience - Readiness to learn - Orientation to learning - and Motivation to learn
Growth - exploratory - establishment - maintenance - decline
In statistics - it means probably true

35. Knowledge
Objectivity - confidentiality
Ideas - processes - procedures - methods of operation - concepts - principles - and discoveries
No area is overlooked - forces to be used are known - there is time to develop other strategies if the analysis reveals the need
Information that combined with understanding enables understanding

36. The linear scale use to rate statements and attitudes
Validity
Identify performance gaps - gains commitment to learning - constructs practice to close gaps - drives application and reflection to improve competence
Likert scale
Change Management

37. Standard deviation
Information that combined with understanding enables understanding
A measure of the variability of scores from the mean
Andragogy - time pressures - goal orientation - previous knowledge and experience - relevent content - levels of motivation - and different learning styles
Knowledge in one's personal memory - includes judgment - insights - experience - know-how - personal beliefs - and personal values.

38. Tacit knowledge

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39. The six interactive and interdependent components of an action learning program
Websites where users post questions - thoughts and observations - and can reply to other users postings of the same
Chat rooms are essentially synchronous (real-time) message boards.
Polling questions
Problem - action learning group - emphasis on careful questioning and listening - resolution to take action - commitment to learning - group facilitator/learning coach

40. Level 5 evaluation
Monetary impact/ROI
Capture attention - help message to be remembered - establish rapport - build credibility - and build team unity.
Bloom's Taxonomy
Organization - process - and job/performer.

41. The six steps in a training needs assessment
Defining objectives - identifying necessary data - selecting data collection methods - collecting data - analyzing and confirming data - and reporting on the data
Adult learning theories - instructional design techniques
Request for proposal. A communication from an organization to potential vendors that defines the organizations needs and how to respond to those needs.
Convergers - divergers - assimilators - and accommodators

42. The six factors an instructional designer must consider before choosing techniques and training materials
Characteristics of adults as learners (CAL) conceptual framework
Presentation software
Job analysis
Cost or budget - lesson content - learner background and expectations - time available - and facilities/equipment/materials

43. The three competency elements that constitute most jobs
Business Analysis
Managerial/administrative - supervisory - functional
Theatre style
Cost-effectiveness - accessibility and application - learner access - and self-direction

44. The two criteria that learners must demonstrate before leaving performance-based training (PBT)
Capture attention - reveal trainer's style - raise participant's comfort level - introduce the topic of the presentation.
Audience - Behavior - Condition - and Degree
Knowledge - skills
Knowledge in one's personal memory - includes judgment - insights - experience - know-how - personal beliefs - and personal values.

45. The six major factors that influence performance in Gilbert's behavior engineering model
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
Seels and Glasgow instructional systems design model
Information - resources - incentives/consequences - knowledge and skills - capacity - and motivation.
Business Analysis

46. VR
Diagnose the problem - generate alternative actions/behaviors - identify consequences for those actions/behaviors
Virtual Reality. Computer-based technology that gives the user a realistic - 3-D - interactive experience that engages as many senses as possible.
Measures of quantity or numbers
Charts - graphs

47. The three major tasks of analyzing data
Learning Management System (LMS)
Rote skills
Request for proposal. A communication from an organization to potential vendors that defines the organizations needs and how to respond to those needs.
Sorting - tabulating - and comparing raw to summarized data

48. What does proxemics refer to?
Driving forces - restraining forces - current state - desired state
Personal space
Polling questions
Solution Selection

49. The method used to identify all duties - responsibilities - and tasks that make up a single job function or role
Job analysis
Thinking about the whole organization - rather than individuals - and looking primarily at processes
Discovery - Dream - Design - and Destiny
Objectivity - confidentiality

50. The guidelines Carl Rogers describes as critical elements to remember in adult learning situations
Facilitation is used to involve participants - and to help them learn from one another.
Current organization climate - available resources
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
Electronic performance support system (EPSS)