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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 final behavioral outcomes of a specific instructional event
Semantic differential
Terminal objectives
A measure of the variability of scores from the mean
Computer-based training. Any learning event that uses computers as the primary distributions method.

2. The tasks involved in the implementation phase of strategic development
Electronic Performance Support System. Software that provides just-in-time help - guidance - coaching - or assistance to improve job performance.
Numbers or variables used to rank order a system
Establish short-term objectives - create an action plan to achieve short-term objectives - allocate resources to the objectives - motivate employees to reach the objectives
Brainstorming - case studies - and role plays

3. The four dimensions of personality per the Myers-Briggs Type Indicator
The world is created in conversation
Speed - quantity - quality/accuracy - thoroughness - timeliness
Extroversion/Introversion - Sensing/Intuition - Thinking/Feeling - Judgment/Perception
Failure to partner - failure to consider culture - failure to manage change - and failure to adapt to the client.

4. The type of question - often starting with 'what if ...' - that is used to get learners to thinking freely
Hypothetical
A group of people who share a common interest - and are willing to share the experiences of their common interest.
Functional context
Dictatorship - anarchy - democracy

5. The tool instructors can leverage from WBT to immediately determine a group's understanding of the material
Polling questions
Scaling and integrity
The sum of the numbers divided by the total number of values
Developing employees - motivating employees - deploying employees - aligning people to process to increase performance

6. ROI
Seels and Glasgow instructional systems design model
Return-on-investment ( (Benefits - Costs) / Costs) * 100
Matching current - usually high-potential employees - with future roles within the company to systematic prepare them for a future role
Review of objective and key points - review participant benefits - call participants to action - ask participants if they have any questions.

7. Skills / knowledge areas that SMEs may lack
Adult learning theories - instructional design techniques
Management - performance
Understandable - accurate - functional
No area is overlooked - forces to be used are known - there is time to develop other strategies if the analysis reveals the need

8. 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.
The whole is more than the sum of the parts - patterns are everywhere in the system - cause and effect is never simple - history does and does not repeat itself - change come from chaos - the future can and cannot be predicted
Pilot tests - technical reviews - production reviews
Engage learner's attention - present materials as input to brain - practice with ideas and skills - review to create new connections and applications

9. An evaluation of an evaluation
Interview - survey/questionnaire - observation - focus group - work diary/work log
Experiential learning
Learning Management System. Software that automates administration - tracking - and reporting of learning events (ILT and online).
Meta-evaluation

10. Level 2 evaluation
Formative evaluation
Learning
Learning Management System (LMS)
Semantic differential

11. Four stages of accelerated learning

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12. Knowledge Mapping
Silence
To systematically plan an organization's future
The process that connects information - education - expertise - and practical application of people in an organization for the purposes of sharing and access.
A description or design specification for how information should be treated and organized.

13. Sequencing and structure are closely related. What refers to the relationship among skills and topics
Structure
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.
Performance Analysis
Behavior

14. Five ways to use storytelling
Threat - problem - solution - habit
A variable the influences the dependent variable
Psychomotor skills
Capture attention - help message to be remembered - establish rapport - build credibility - and build team unity.

15. Four steps to prepare for training delivery
Cause Analysis
Bloom's Taxonomy
Gain understanding or learning objectives - learn the materials - practice the delivery - prepare questions to stimulate learning.
The mid-point of the distribution - 50% of the values are above/below this value

16. 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
Personal space
Performance Analysis
Split-half

17. Exercises that include a form of real-life situation that allows participants to practice is called
Simulations
Interviews
Perform a front-end analysis
Email - whiteboard - bulletin boards - chat rooms - online presentation tools - WIKIs - Blogs - forums - social sites

18. The sixth component of the ASTD HPI model
Subject-matter expert
Evaluation
L = P + Q + R. Learning - Programmed instruction - Questioning - Reflection
Form - storm - norm - perform - and adjourn.

19. The three competency elements that constitute most jobs
Central tendency
Managerial/administrative - supervisory - functional
Identify business goals - clarify those goals - determine specificity and measurability of the goals.
To aid in career planning

20. The collection of strategies for quickly producing instructional packages
Rapid instructional design (RID)
Formative evaluation
Rote skills
Structure and processes - resources - information - knowledge and skills - motives - and wellness.

21. 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.
External coaching - internal coaching
Technical competence - people skills - conceptual skills - results - taste - judgment - character
An effective - structured way that captures people's learning from an experience.

22. Two examples of performance support systems
Facilitation is used to involve participants - and to help them learn from one another.
Job aids - and EPSS
Myer-Briggs Type Indicator (MBTI) - DiSC personality profile
The mid-point of the distribution - 50% of the values are above/below this value

23. Examples of collaborative software
Upper-left cerebral - lower-left limbic - upper-right cerebral - and lower-right limbic
Email - whiteboard - bulletin boards - chat rooms - online presentation tools - WIKIs - Blogs - forums - social sites
Diagnose the problem - generate alternative actions/behaviors - identify consequences for those actions/behaviors
Philosophy of coaching - definition of coaching - standards of ethical coaching conduct - pledge of coaching ethics

24. The creator of the theory of three types of learning - knowledge - skills - and attitudes
Analytical - amiable - drivers - expressive
Benjamin Bloom
Culture - vision - strategy - and structure
A variable whose quantification can be broken down into very small units - often called analog (opposed to discrete)

25. Two influences of great effect on employee motivation
Management - performance
Balanced scorecard
Identify business goals - clarify those goals - determine specificity and measurability of the goals.
Two-aix matrixes - flowcharts - dichotomy - graphic models

26. The tasks involved in the evaluation phase of strategic development
Current organization climate - available resources
Honesty - fairness - lawfulness - compassion - respect - loyalty - dependability
Request for proposal. A communication from an organization to potential vendors that defines the organizations needs and how to respond to those needs.
Review strategies - measure performance - take correction action

27. Meta-tag
Speed - quantity - quality/accuracy - thoroughness - timeliness
An HTML tag identifying the context of the contents on a website or knowledge base.
Behavorism
Central tendency

28. The system that uses knowledge - skills - and attitudes (KSAs) to describe three types of learning

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29. The four most important skills for a coach
Conduct a SWOT - establish strategic goals - develop strategies to achieve the strategic goals
Communication - client motivation - self-management - technical skills
Focused on fundamental shifts in how people view themselves - and intentional alterations of beliefs and values about the world and themselves
Chaos is simple systems generating complicated behavior. Complexity is complicated systems generating simple behavior.

30. Cordinal data
Low frequency - high complexity - high consequence of error - high probability of change in the future
Scaling and integrity
To improve performance by systematically developing human expertise through organizational development and training
Numbers or variables used to rank order a system

31. Three process principles of strategic management development that are likely to remain constant across organizations
Central tendency
Managers are responsible for their own development - executives are responsible for the development of their subordinates - the organization is responsible for providing growth opportunities
Capture attention - reveal trainer's style - raise participant's comfort level - introduce the topic of the presentation.
Learning Management System. Software that automates administration - tracking - and reporting of learning events (ILT and online).

32. The theory that matches individual needs to instructional experiences
Opportunity-centered
Suggestopedia
Constraints analysis
Indicate whether response was correct - explain an incorrect response or clarify a correct response - give instructions on how to proceed

33. The process of giving advice or information from one person to another about the usefulness of an event - process or action
L = P + Q + R. Learning - Programmed instruction - Questioning - Reflection
Eager to succeed - open to support - interested in different tactics/methods and trying those out - learning oriented
Proxemics
Feedback

34. The three parts of the problem-solving model
Diagnose the problem - generate alternative actions/behaviors - identify consequences for those actions/behaviors
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
Business needs - performance needs - learning needs - and learner needs
Learning style

35. Information Architecture
A description or design specification for how information should be treated and organized.
Functional context
Structures - patterns - events
Current organization climate - available resources

36. Three examples of active training techniques
Cognitivism
A variable whose quantification can be broken down into very small units - often called analog (opposed to discrete)
Brainstorming - case studies - and role plays
A collection of code containing instructions for a computer to perform a specific action

37. The use of electronic technologies to deliver information and facilitate the development of skills
Learning technologies
Rich data - comparable data across interviews with proper construction of interview protocol - and adds depth to quantative methods
Validity
- measure - analyze - improve - control

38. Steps of managing a change project
Visual - Auditory - and Kinestethic
DMAIC methodology - IPO model - flowcharting - evaluation models
Likert scale
Initiating - planning - executing - controlling - closing

39. The six factors an instructional designer must consider before choosing techniques and training materials
Howard Gardner
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.
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
Cost or budget - lesson content - learner background and expectations - time available - and facilities/equipment/materials

40. Median
The mid-point of the distribution - 50% of the values are above/below this value
Solution Selection
Something that disrupts the flow of information between source and receiver
Capture attention - help message to be remembered - establish rapport - build credibility - and build team unity.

41. The purpose of an after-action review

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42. succession planning
Focused on fundamental shifts in how people view themselves - and intentional alterations of beliefs and values about the world and themselves
Initiating - planning - executing - controlling - closing
Matching current - usually high-potential employees - with future roles within the company to systematic prepare them for a future role
Growth - exploratory - establishment - maintenance - decline

43. Four variables that effect how members of a culture think and express themselves
Social contexting - contexting - authority - and concept of time
Action plans - interviews - questionnaires - focus groups - performance contracts
Inputs - outputs - process controls - and resources.
Knowledge - skills

44. The four areas measured during a training needs assessment
Business needs - performance needs - learning needs - and learner needs
Action plans - interviews - questionnaires - focus groups - performance contracts
High cost - scheduling difficulties - and temporary (unless learners have opportunity to practice)
Theatre style

45. The HPI tool that can gather both qualitative and quantitative data
Change Management
An unknown or uncontrolled variable that produces an effect
Surveys
High cost - scheduling difficulties - and temporary (unless learners have opportunity to practice)

46. The three tasks of business analysis
Identify business goals - clarify those goals - determine specificity and measurability of the goals.
Learning Management System (LMS)
Honesty - fairness - lawfulness - compassion - respect - loyalty - dependability
Understandable - accurate - functional

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

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48. DMAIC
problem - establish action plan - clarify values - identify alternatives - discover probable outcomes - eliminate alternatives systematically - start action
Groupthink
Inputs - outputs - process controls - and resources.
- measure - analyze - improve - control

49. Confidence interval
Computer-based training. Any learning event that uses computers as the primary distributions method.
The expected range of a measurement
Self-study guides - job aids - instructor-led materials - technology-delivered training deliverables - assessments
Scaling and integrity

50. Information
Data that has been given context
Chaos is simple systems generating complicated behavior. Complexity is complicated systems generating simple behavior.
Learning
The most frequently occurring value