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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. Four cases when a trainer should not use a chart pack
Performance records - direct observation - supervisor checklists
Performance audit
Proxemics
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.

2. Two theories of motivation for coaching

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3. The six major factors that influence performance in Gilbert's behavior engineering model
Information - resources - incentives/consequences - knowledge and skills - capacity - and motivation.
The mid-point of the distribution - 50% of the values are above/below this value
Computer-based training. Any learning event that uses computers as the primary distributions method.
problem - establish action plan - clarify values - identify alternatives - discover probable outcomes - eliminate alternatives systematically - start action

4. CBT
Cost-effectiveness - accessibility and application - learner access - and self-direction
Experiencing - publishing - processing - generalizing - and applying
Learner self-concept - Learner prior experience - Readiness to learn - Orientation to learning - and Motivation to learn
Computer-based training. Any learning event that uses computers as the primary distributions method.

5. The term for the relationship of people's positions in space
Simulations
Extroversion/Introversion - Sensing/Intuition - Thinking/Feeling - Judgment/Perception
Proxemics
Business needs - performance needs - learning needs - and learner needs

6. Five ways to use storytelling
Knowledge - skills - desire - environment - and opportunity
Learning Content Management System. Software that packages courses and learning materials for print - CD-ROM - and electronic publication.
Control groups - management estimates - extant data - external studies
Capture attention - help message to be remembered - establish rapport - build credibility - and build team unity.

7. Confidence interval
Theatre style
Suggestopedia
The expected range of a measurement
Image oriented - interactive - immediate - and intimate.

8. LMS
Knowledge - skills - desire - environment - and opportunity
Competing - accommodating - avoiding - collaborating - and compromising.
Identify performance gaps - gains commitment to learning - constructs practice to close gaps - drives application and reflection to improve competence
Learning Management System. Software that automates administration - tracking - and reporting of learning events (ILT and online).

9. The reliability test where one test is split into two shorter ones - by randomly assigning test items to one half or the other
Monetary impact/ROI
Scaling and integrity
Split-half
Computer-based training. Any learning event that uses computers as the primary distributions method.

10. The ability of the same measurement to produce consistent results over time
Problem - action learning group - emphasis on careful questioning and listening - resolution to take action - commitment to learning - group facilitator/learning coach
A group of people who share a common interest - and are willing to share the experiences of their common interest.
Reliability
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

11. The purpose of strategic planning

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12. The theory that describes how intelligences reflect how people prefer to process information
To improve performance by systematically developing human expertise through organizational development and training
Multiple intelligences theory
Discovery - Dream - Design - and Destiny
Numbers or variables used to classify a system

13. Data
Surveys
Raw and non-contextual - and can exist in forms usable or not
Scaling and integrity
Perform a front-end analysis

14. The two criteria that learners must demonstrate before leaving performance-based training (PBT)
Knowledge - skills
Multiple intelligences theory
A collection of code containing instructions for a computer to perform a specific action
Dictatorship - anarchy - democracy

15. Three process principles of strategic management development that are likely to remain constant across organizations
Pilot tests - technical reviews - production reviews
Learning technologies
Accelerated Learning
Managers are responsible for their own development - executives are responsible for the development of their subordinates - the organization is responsible for providing growth opportunities

16. The two mechanisms the chaos and complexity theory focus on
Technical competence - people skills - conceptual skills - results - taste - judgment - character
Information - feedback
A visual tools used to systematically describe actions/behaviors in a sequential flow - including all the steps and tasks for that process flow.
Ideas - processes - procedures - methods of operation - concepts - principles - and discoveries

17. The methods learning organizations use to create and foster productive learning
Ideas - processes - procedures - methods of operation - concepts - principles - and discoveries
Questions that stimulate discussion
Culture - vision - strategy - and structure
Focused on learning and using new necessary skills through incremental change

18. The three parts of the problem-solving model
Diagnose the problem - generate alternative actions/behaviors - identify consequences for those actions/behaviors
Do not discriminate in any aspect of employment based on disabilities - with reasonable accommodations such as interpreters - reading aids - instructional material modifications - etc.
Create a vision - communicate the plan - connect the people - congratulate success
Conduct a SWOT - establish strategic goals - develop strategies to achieve the strategic goals

19. VR
Opener - bridge - main body - and close
Virtual Reality. Computer-based technology that gives the user a realistic - 3-D - interactive experience that engages as many senses as possible.
Measures looking at opinions - behaviors - and attributes
Learner self-concept - Learner prior experience - Readiness to learn - Orientation to learning - and Motivation to learn

20. What does context refer to in designing learning
Design
Opener - bridge - main body - and close
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

21. The creator of the theory of three types of learning - knowledge - skills - and attitudes
Computer-based training. Any learning event that uses computers as the primary distributions method.
Benjamin Bloom
To improve performance by systematically developing human expertise through organizational development and training
Focused on fundamental changes to thinking patterns and behaviors

22. Three tools for determining learner preferences
Productivity Environmental Preference Survey (PEPS) - Canfield Learning Style Inventory - and Learning Style Questionnaire
An effective - structured way that captures people's learning from an experience.
Surveys
Harless' front-end analysis model

23. The seven attributes essential for leadership per Warren Bennis
Misplacing ownership - misaligning incentives - saving recognition - playing favorites - misspeaking praise
Technical competence - people skills - conceptual skills - results - taste - judgment - character
Review strategies - measure performance - take correction action
Cost-effectiveness - accessibility and application - learner access - and self-direction

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

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25. The final behavioral outcomes of a specific instructional event
Terminal objectives
Benefit-to-cost ratio (Total Benefit / Total Program Cost)
Technical competence - people skills - conceptual skills - results - taste - judgment - character
Identify organizational values - development mission - develop vision - develop value statements

26. Knowledge management
Measures of quantity or numbers
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
Questions that stimulate discussion
Learning Management System. Software that automates administration - tracking - and reporting of learning events (ILT and online).

27. The process where each member of a group makes their opinions conform to the perceived group consensus
Convergers - divergers - assimilators - and accommodators
Learning organizations - systems thinking
Performance records - direct observation - supervisor checklists
Groupthink

28. The requirements of the ADA
Do not discriminate in any aspect of employment based on disabilities - with reasonable accommodations such as interpreters - reading aids - instructional material modifications - etc.
Numbers or variables used to rank order a system
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

29. The five criteria to measure performance after coaching
Subject-matter expert
Speed - quantity - quality/accuracy - thoroughness - timeliness
Focused on fundamental changes to thinking patterns and behaviors
Understandable - accurate - functional

30. Describe how facilitation differs from training
Productivity Environmental Preference Survey (PEPS) - Canfield Learning Style Inventory - and Learning Style Questionnaire
Websites where users post questions - thoughts and observations - and can reply to other users postings of the same
Virtual Reality. Computer-based technology that gives the user a realistic - 3-D - interactive experience that engages as many senses as possible.
Facilitation is used to involve participants - and to help them learn from one another.

31. Five job analysis methods
Dictatorship - anarchy - democracy
Websites where users post questions - thoughts and observations - and can reply to other users postings of the same
Interview - survey/questionnaire - observation - focus group - work diary/work log
Harless' front-end analysis model

32. The mode of training for which classroom training is most effective
Behavorism
Defining objectives - identifying necessary data - selecting data collection methods - collecting data - analyzing and confirming data - and reporting on the data
Psychomotor skills
Navigation

33. When is training the appropriate solution to a performance problem
Disengagement - disidentification - disorientation - and disenchantment.
Focused on fundamental changes to thinking patterns and behaviors
Virtual Reality. Computer-based technology that gives the user a realistic - 3-D - interactive experience that engages as many senses as possible.
When the cause of the problem is a lack of knowledge or skills

34. The other names for a cause-and-effect diagram
Ishikawa - fishbone
Self-contained chunk of instructional material
Learning Management System (LMS)
Hard data

35. The topics of the A-B-C-D training development process
Structure and processes - resources - information - knowledge and skills - motives - and wellness.
Audience - behavior - condition - and degree
Surveys
Monetary impact/ROI

36. Four variables that effect how members of a culture think and express themselves
Behavior
Social contexting - contexting - authority - and concept of time
External coaching - internal coaching
Electronic performance support system (EPSS)

37. The method a trainer can use to encourage a participant to continue speaking
Learning organizations - systems thinking
Solution Selection
Numbers or variables used to rank order a system
Walk towards a participant as they speak

38. The instructional design model is based on the assumptions that design happens in a context of project management that establishes roles - tasks - timelines - budgets - checkpoints - and supervisory procedures
Seels and Glasgow instructional systems design model
Measures of quantity or numbers
Information that combined with understanding enables understanding
Socratic questioning

39. The four Cs of change
Websites where users post questions - thoughts and observations - and can reply to other users postings of the same
Numbers or variables used to classify a system
Ishikawa - fishbone
Create a vision - communicate the plan - connect the people - congratulate success

40. A computer application that is linked directly to another application to train or guide workers through a task
Defining objectives - identifying necessary data - selecting data collection methods - collecting data - analyzing and confirming data - and reporting on the data
Create safe haven for learning - create a comfortable environment - encourage participation - facilitate more than lecture.
Electronic performance support system (EPSS)
The extent to which an instrument predicts future results

41. Four steps to prepare for training delivery
Gain understanding or learning objectives - learn the materials - practice the delivery - prepare questions to stimulate learning.
Rapid instructional design (RID)
Proxemics
Charts - graphs

42. The seating arrangement is the least conducive to stimulating group discussion
Language - speech - environmental - and psychological
Rich data - comparable data across interviews with proper construction of interview protocol - and adds depth to quantative methods
Theatre style
Charts - graphs

43. Tacit knowledge

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44. Three advantages of interviews as a data gathering technique
Bloom's Taxonomy
Reaction
Rich data - comparable data across interviews with proper construction of interview protocol - and adds depth to quantative methods
Inputs - outputs - process controls - and resources.

45. Examples of collaborative software
A group of people who share a common interest - and are willing to share the experiences of their common interest.
Email - whiteboard - bulletin boards - chat rooms - online presentation tools - WIKIs - Blogs - forums - social sites
Questions that stimulate discussion
Managers are responsible for their own development - executives are responsible for the development of their subordinates - the organization is responsible for providing growth opportunities

46. The learning theory that attempts to involve the left and right hemispheres of the brain to make learning more natural
Current organization climate - available resources
Accelerated Learning
Slides
Reality - feasibility - authority - and learning opportunities

47. Three disadvantages of focus groups
Time and resource intensive - undue influence of vocal member(s) - difficult to facilitate with a single facilitator to encourage participation and take notes
Measures looking at opinions - behaviors - and attributes
Honesty - fairness - lawfulness - compassion - respect - loyalty - dependability
Managerial/administrative - supervisory - functional

48. The tell approach to learning - based on the theory that learning occurs through exposure to logically presented information - usually involving lecture
Image oriented - interactive - immediate - and intimate.
Cognitivism
Identify organizational values - development mission - develop vision - develop value statements
The minimum time schedule for completing all the tasks in a project with several overlapping or dependent tasks.

49. The questioning technique that seeks to develop critical thinking and creativity
Image oriented - interactive - immediate - and intimate.
Knowledge - skills
Dictatorship - anarchy - democracy
Socratic questioning

50. Steps in Pfeiffer and Jones' experiential learning cycle
Experiencing - publishing - processing - generalizing - and applying
Maslow's hierarchy
Capture attention - help message to be remembered - establish rapport - build credibility - and build team unity.
Results