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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. LCMS
Failure to partner - failure to consider culture - failure to manage change - and failure to adapt to the client.
Written tests - oral Q&A - performance tests - role plays
Learning Content Management System. Software that packages courses and learning materials for print - CD-ROM - and electronic publication.
Upper-left cerebral - lower-left limbic - upper-right cerebral - and lower-right limbic

2. Describe a message board
Websites where users post questions - thoughts and observations - and can reply to other users postings of the same
L = P + Q + R. Learning - Programmed instruction - Questioning - Reflection
Preparation
A visual tools used to systematically describe actions/behaviors in a sequential flow - including all the steps and tasks for that process flow.

3. The seven steps in Krumboltz's DECIDES model
Harless' front-end analysis model
Learner-centered - content-centered
problem - establish action plan - clarify values - identify alternatives - discover probable outcomes - eliminate alternatives systematically - start action
Maslow's hierarchy - McGregor's Theory X and Y of management

4. Level 1 evaluation
Reaction
Characteristics of adults as learners (CAL) conceptual framework
Gain understanding or learning objectives - learn the materials - practice the delivery - prepare questions to stimulate learning.
Adult learning theories - instructional design techniques

5. The method used to identify all duties - responsibilities - and tasks that make up a single job function or role
Matching current - usually high-potential employees - with future roles within the company to systematic prepare them for a future role
Electronic Performance Support System. Software that provides just-in-time help - guidance - coaching - or assistance to improve job performance.
Howard Gardner
Job analysis

6. Four benefits of web-based training
Ishikawa - fishbone
The extent to which an instrument represents the program's content
Self-study guides - job aids - instructor-led materials - technology-delivered training deliverables - assessments
Cost-effectiveness - accessibility and application - learner access - and self-direction

7. Four things a coach does
Identify performance gaps - gains commitment to learning - constructs practice to close gaps - drives application and reflection to improve competence
Disengagement - disidentification - disorientation - and disenchantment.
Return-on-investment ( (Benefits - Costs) / Costs) * 100
Learner characteristics like age - educational background - cultural background - learner expectations - and learn motivation to attend

8. The popularizer of the multiple intelligences theory
Howard Gardner
Questions that stimulate discussion
To aid in career planning
Establish short-term objectives - create an action plan to achieve short-term objectives - allocate resources to the objectives - motivate employees to reach the objectives

9. Malcolm Knowles' work tipped the instructional systems design scale. The two ends of that scale
Benefit-to-cost ratio (Total Benefit / Total Program Cost)
Monetary impact/ROI
Learner-centered - content-centered
Results

10. The other names for a cause-and-effect diagram
Ishikawa - fishbone
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
Return-on-investment ( (Benefits - Costs) / Costs) * 100
Structure

11. Knowledge management
Problem - action learning group - emphasis on careful questioning and listening - resolution to take action - commitment to learning - group facilitator/learning coach
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
Self-contained chunk of instructional material
Data from archival records - existing records - report - and data

12. The analysis that serves as a reality check to identify a project's limiting factors
Presentation software
Extroversion/Introversion - Sensing/Intuition - Thinking/Feeling - Judgment/Perception
Constraints analysis
DMAIC methodology - IPO model - flowcharting - evaluation models

13. The method used to identify the efficiency and effectiveness of employees
Communication - client motivation - self-management - technical skills
Performance audit
Data - Information - Knowledge
Extroversion/Introversion - Sensing/Intuition - Thinking/Feeling - Judgment/Perception

14. The learning theory that attempts to involve the left and right hemispheres of the brain to make learning more natural
Accelerated Learning
A visual tools used to systematically describe actions/behaviors in a sequential flow - including all the steps and tasks for that process flow.
Preparation
Knowledge that has been documented - includes books - manuals - training courses - job aids - software rules - databases - etc.

15. Sequencing and structure are closely related. What is the order in which skills and information are taught
Semantic differential
Request for proposal. A communication from an organization to potential vendors that defines the organizations needs and how to respond to those needs.
Weak manager judgments or experience levels - identified talent shortages - organization culture suports structured programs
Sequence

16. Levels of listening
The process that enables organizations to create short reference materials with relevant information by reducing information into codified - categorized - and reusable content.
Passive - active - empathetic - listening for knowledge - listening for clarification
Psychomotor skills
Cost-effectiveness - accessibility and application - learner access - and self-direction

17. The technique that should account for 50% of the preparation for a presentation
Rehersal
Split-half
Maslow's hierarchy
Review strategies - measure performance - take correction action

18. The three fundamental principles of HPI
Perform a front-end analysis
HPI uses a results-based - systematic approach - HPI focuses on accomplishments before behavior - Organizations are systems.
Inputs - outputs - process controls - and resources.
To systematically plan an organization's future

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

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20. The four dimensions of personality per the Myers-Briggs Type Indicator
Request for proposal. A communication from an organization to potential vendors that defines the organizations needs and how to respond to those needs.
Extroversion/Introversion - Sensing/Intuition - Thinking/Feeling - Judgment/Perception
Hard data
Behavior

21. The facilitation tool that can create just enough tension to get people thinking
Silence
L = P + Q + R. Learning - Programmed instruction - Questioning - Reflection
Learning Management System. Software that automates administration - tracking - and reporting of learning events (ILT and online).
Pilot tests - technical reviews - production reviews

22. The collection of strategies for quickly producing instructional packages
To improve performance by systematically developing human expertise through organizational development and training
Theatre style
Rapid instructional design (RID)
Initiating - planning - executing - controlling - closing

23. Data
Raw and non-contextual - and can exist in forms usable or not
Information - feedback
Conduct a SWOT - establish strategic goals - develop strategies to achieve the strategic goals
Electronic performance support system (EPSS)

24. The final behavioral outcomes of a specific instructional event
Seels and Glasgow instructional systems design model
Dictatorship - anarchy - democracy
Terminal objectives
A description or design specification for how information should be treated and organized.

25. List six categories of HPI solutions
Andragogy - time pressures - goal orientation - previous knowledge and experience - relevent content - levels of motivation - and different learning styles
Return-on-investment ( (Benefits - Costs) / Costs) * 100
Structure and processes - resources - information - knowledge and skills - motives - and wellness.
Convergers - divergers - assimilators - and accommodators

26. The tasks involved in the evaluation phase of strategic development
An unknown or uncontrolled variable that produces an effect
A description or design specification for how information should be treated and organized.
Data - Information - Knowledge
Review strategies - measure performance - take correction action

27. The five criteria to measure performance after coaching
Initiating - planning - executing - controlling - closing
Experiential learning
Speed - quantity - quality/accuracy - thoroughness - timeliness
Capture attention - reveal trainer's style - raise participant's comfort level - introduce the topic of the presentation.

28. Confidence interval
The expected range of a measurement
A description or design specification for how information should be treated and organized.
A variable that can have one of two possible values.
Reliability

29. The questioning technique that seeks to develop critical thinking and creativity
Socratic questioning
Pareto analysis
Measures of quantity or numbers
A measure of the variability of scores from the mean

30. Two circumstances where e-learning is particularly useful
Rote skills - and prerequisite material
Cognitive
Culture - vision - strategy - and structure
Questions that stimulate discussion

31. CBT
The multiple dependent variables in a study with multiple independent variables
Learning style
Computer-based training. Any learning event that uses computers as the primary distributions method.
Numbers or variables used to rank order a system

32. Five conflict responses
Competing - accommodating - avoiding - collaborating - and compromising.
Psychomotor skills
Growth - exploratory - establishment - maintenance - decline
Identify organizational values - development mission - develop vision - develop value statements

33. Four activites to consider when closing a presentation
Engage learner's attention - present materials as input to brain - practice with ideas and skills - review to create new connections and applications
External coaching - internal coaching
Personal space
Review of objective and key points - review participant benefits - call participants to action - ask participants if they have any questions.

34. The six steps in a training needs assessment
Documentation audit - information system survey - identification of external information sources
Defining objectives - identifying necessary data - selecting data collection methods - collecting data - analyzing and confirming data - and reporting on the data
Learner characteristics like age - educational background - cultural background - learner expectations - and learn motivation to attend
Rapid instructional design (RID)

35. The four quadrants in W.E. (Ned) Herrmann's learning brain model
Feedback
Upper-left cerebral - lower-left limbic - upper-right cerebral - and lower-right limbic
Observe body language
Developing employees - motivating employees - deploying employees - aligning people to process to increase performance

36. Critical Path
The selection of measurement points which can have a large impact on the research's ability to be generalized
Information - feedback
The minimum time schedule for completing all the tasks in a project with several overlapping or dependent tasks.
Benjamin Bloom

37. The third component of the ASTD HPI model
A variable in whole number or distinct units (opposed to continuous)
Cause Analysis
Measures of quantity or numbers
Split-half

38. LMS
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
Learning Management System. Software that automates administration - tracking - and reporting of learning events (ILT and online).
An unknown or uncontrolled variable that produces an effect
Initiating - planning - executing - controlling - closing

39. The five principles of andragogy
Failure to partner - failure to consider culture - failure to manage change - and failure to adapt to the client.
Raw and non-contextual - and can exist in forms usable or not
Learner self-concept - Learner prior experience - Readiness to learn - Orientation to learning - and Motivation to learn
Self-contained chunk of instructional material

40. RFP
Chat rooms are essentially synchronous (real-time) message boards.
Learning Management System (LMS)
Request for proposal. A communication from an organization to potential vendors that defines the organizations needs and how to respond to those needs.
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

41. List 10 types of root causes

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42. The methods learning organizations use to create and foster productive learning
Culture - vision - strategy - and structure
High cost - scheduling difficulties - and temporary (unless learners have opportunity to practice)
The most frequently occurring value
DMAIC methodology - IPO model - flowcharting - evaluation models

43. Systems thinking
Raw and non-contextual - and can exist in forms usable or not
Analytical - amiable - drivers - expressive
Thinking about the whole organization - rather than individuals - and looking primarily at processes
Monetary impact/ROI

44. Two types of job rotations
The most frequently occurring value
Rich data - comparable data across interviews with proper construction of interview protocol - and adds depth to quantative methods
Cross-functional - cross-country/international
problem - establish action plan - clarify values - identify alternatives - discover probable outcomes - eliminate alternatives systematically - start action

45. Two characteristics of distance learning
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
Benefit-to-cost ratio (Total Benefit / Total Program Cost)
Howard Gardner
Separation of place - time - or both among learners - instructors - and learning resources; Interactions are conducted through one or mode media.

46. Meta-tag
Failure to partner - failure to consider culture - failure to manage change - and failure to adapt to the client.
An HTML tag identifying the context of the contents on a website or knowledge base.
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
Analytical - amiable - drivers - expressive

47. The four Cs of change
Establish short-term objectives - create an action plan to achieve short-term objectives - allocate resources to the objectives - motivate employees to reach the objectives
Gain understanding or learning objectives - learn the materials - practice the delivery - prepare questions to stimulate learning.
Create a vision - communicate the plan - connect the people - congratulate success
Proxemics

48. Training that related to actual job circumstances
Electronic Performance Support System. Software that provides just-in-time help - guidance - coaching - or assistance to improve job performance.
Functional context
Dictatorship - anarchy - democracy
Sorting - tabulating - and comparing raw to summarized data

49. Four steps to prepare for training delivery
Thinking about the whole organization - rather than individuals - and looking primarily at processes
Evaluation
Gain understanding or learning objectives - learn the materials - practice the delivery - prepare questions to stimulate learning.
Relevance - inquiry - freedom - connectedness - reception - empowerment - play

50. Five mistakes managers can make to negatively impact employee motivation
Pareto analysis
Chat rooms are essentially synchronous (real-time) message boards.
Misplacing ownership - misaligning incentives - saving recognition - playing favorites - misspeaking praise
A variable that can have one of two possible values.