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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. Five job analysis methods
Performance records - direct observation - supervisor checklists
Questions that check for understanding or test for consensus
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

2. The facilitation tool that can create just enough tension to get people thinking
Silence
Identify business goals - clarify those goals - determine specificity and measurability of the goals.
Multiple intelligences theory
External/organizational scans - identify business needs - identify change initiatives - collect data - analyze data - report on the data - design the change initiative

3. When is training the appropriate solution to a performance problem
Myer-Briggs Type Indicator (MBTI) - DiSC personality profile
Matching current - usually high-potential employees - with future roles within the company to systematic prepare them for a future role
When the cause of the problem is a lack of knowledge or skills
Time and resource intensive - undue influence of vocal member(s) - difficult to facilitate with a single facilitator to encourage participation and take notes

4. The learning domain that focuses on the skills and knowledge relating to an activity such as changing a car's oil
Sorting - tabulating - and comparing raw to summarized data
Cognitive
Silence
The world is created in conversation

5. The HPI tool used to collect current performance - learner analysis - and business needs
Learner-centered - content-centered
When the cause of the problem is a lack of knowledge or skills
Interviews
Knowledge that has been documented - includes books - manuals - training courses - job aids - software rules - databases - etc.

6. The framework developed by Patricia Cross to describe some differences between adult and child learners
Andragogy - time pressures - goal orientation - previous knowledge and experience - relevent content - levels of motivation - and different learning styles
Chat rooms are essentially synchronous (real-time) message boards.
Characteristics of adults as learners (CAL) conceptual framework
Disengagement - disidentification - disorientation - and disenchantment.

7. The instrument where participants rate two contrasting ideas or words by circling points on a line
Semantic differential
- measure - analyze - improve - control
To aid in career planning
Reality - feasibility - authority - and learning opportunities

8. Level 4 evaluation
Behavior
The process that connects information - education - expertise - and practical application of people in an organization for the purposes of sharing and access.
Image oriented - interactive - immediate - and intimate.
Bloom's Taxonomy

9. Change management
Engage learner's attention - present materials as input to brain - practice with ideas and skills - review to create new connections and applications
Change is a process not an event. Change management is the process of directing change at each level of an organization.
Performance records - direct observation - supervisor checklists
Determine business impact - improve the design of the learning experience - determine the content's adequacy

10. Community of practice
Navigation
A group of people who share a common interest - and are willing to share the experiences of their common interest.
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 (LMS)

11. Single-loop learning
Focused on learning and using new necessary skills through incremental change
Ideas - processes - procedures - methods of operation - concepts - principles - and discoveries
Passive - active - empathetic - listening for knowledge - listening for clarification
Design

12. The tasks involved in the formulation phase of strategic development
Extroversion/Introversion - Sensing/Intuition - Thinking/Feeling - Judgment/Perception
Identify organizational values - development mission - develop vision - develop value statements
Cross-functional - cross-country/international
Asynchronous

13. Four benefits of web-based training
Cost-effectiveness - accessibility and application - learner access - and self-direction
- measure - analyze - improve - control
Social contexting - contexting - authority - and concept of time
Knowledge - skills - desire - environment - and opportunity

14. The sixth component of the ASTD HPI model
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
The multiple dependent variables in a study with multiple independent variables
Competing - accommodating - avoiding - collaborating - and compromising.
Evaluation

15. Describe noise - in communication theory
Something that disrupts the flow of information between source and receiver
Honesty - fairness - lawfulness - compassion - respect - loyalty - dependability
Surveys
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

16. Nominal data
To improve performance by systematically developing human expertise through organizational development and training
L = P + Q + R. Learning - Programmed instruction - Questioning - Reflection
Numbers or variables used to classify a system
Understandable - accurate - functional

17. Five approaches to facilitate inclusion
Reality - feasibility - authority - and learning opportunities
The mid-point of the distribution - 50% of the values are above/below this value
Awareness - modeling - targeted interventions - desensitization - training
Written tests - oral Q&A - performance tests - role plays

18. Four characteristics of highly motivated clients
Eager to succeed - open to support - interested in different tactics/methods and trying those out - learning oriented
Navigation
Pedagogy
Establish scope - create plan - implement plan - monitor/evaluate/revise plan

19. Confounding
Subject-matter expert
An unknown or uncontrolled variable that produces an effect
Accelerated Learning
Information - feedback

20. Four ways to create a learning climate based on Knowles' work
Howard Gardner
A variable the influences the dependent variable
Reality - feasibility - authority - and learning opportunities
Create safe haven for learning - create a comfortable environment - encourage participation - facilitate more than lecture.

21. The core belief of appreciative inquiry theory
Entertainment - interaction - control - usability - and customization
Establish short-term objectives - create an action plan to achieve short-term objectives - allocate resources to the objectives - motivate employees to reach the objectives
The world is created in conversation
Benefit-to-cost ratio (Total Benefit / Total Program Cost)

22. Four stages of transition through M&As
Job analysis
Disengagement - disidentification - disorientation - and disenchantment.
Knowledge - skills - desire - environment - and opportunity
Performance Analysis

23. Covariates
The multiple dependent variables in a study with multiple independent variables
Capture attention - reveal trainer's style - raise participant's comfort level - introduce the topic of the presentation.
Reality - feasibility - authority - and learning opportunities
Review of objective and key points - review participant benefits - call participants to action - ask participants if they have any questions.

24. ROI
Behavorism
Semantic differential
The outcome that depends on the independent variable and covariates
Return-on-investment ( (Benefits - Costs) / Costs) * 100

25. The components of the VAK model
Characteristics of adults as learners (CAL) conceptual framework
The extent to which an instrument represents the program's content
Visual - Auditory - and Kinestethic
Email - whiteboard - bulletin boards - chat rooms - online presentation tools - WIKIs - Blogs - forums - social sites

26. Continuous
Proxemics
Focused on learning and using new necessary skills through incremental change
The extent to which an instrument represents the program's content
A variable whose quantification can be broken down into very small units - often called analog (opposed to discrete)

27. List seven principles of adult learning
Andragogy - time pressures - goal orientation - previous knowledge and experience - relevent content - levels of motivation - and different learning styles
- measure - analyze - improve - control
The outcome that depends on the independent variable and covariates
Reaction

28. The five criteria to measure performance after coaching
Speed - quantity - quality/accuracy - thoroughness - timeliness
Rehersal
Problem - action learning group - emphasis on careful questioning and listening - resolution to take action - commitment to learning - group facilitator/learning coach
Diagnose the problem - generate alternative actions/behaviors - identify consequences for those actions/behaviors

29. Level 2 evaluation
Review of objective and key points - review participant benefits - call participants to action - ask participants if they have any questions.
Rehersal
Evaluation
Learning

30. Describe how facilitation differs from training
Problem - action learning group - emphasis on careful questioning and listening - resolution to take action - commitment to learning - group facilitator/learning coach
Facilitation is used to involve participants - and to help them learn from one another.
Review of objective and key points - review participant benefits - call participants to action - ask participants if they have any questions.
Extroversion/Introversion - Sensing/Intuition - Thinking/Feeling - Judgment/Perception

31. The two criteria that learners must demonstrate before leaving performance-based training (PBT)
Proxemics
Knowledge - skills
Social contexting - contexting - authority - and concept of time
Information - resources - incentives/consequences - knowledge and skills - capacity - and motivation.

32. CBT
Problem - action learning group - emphasis on careful questioning and listening - resolution to take action - commitment to learning - group facilitator/learning coach
Computer-based training. Any learning event that uses computers as the primary distributions method.
Social contexting - contexting - authority - and concept of time
Driving forces - restraining forces - current state - desired state

33. The six founding principles of systems thinking
DMAIC methodology - IPO model - flowcharting - evaluation models
Learner-centered - content-centered
Data that has been given context
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

34. The seventh component of the ASTD HPI model
Chaos is simple systems generating complicated behavior. Complexity is complicated systems generating simple behavior.
To improve performance by systematically developing human expertise through organizational development and training
Matching current - usually high-potential employees - with future roles within the company to systematic prepare them for a future role
Change Management

35. Meta-tag
Slides
Bloom's taxonomy - six sigma - Kepner-Tregoe
Create safe haven for learning - create a comfortable environment - encourage participation - facilitate more than lecture.
An HTML tag identifying the context of the contents on a website or knowledge base.

36. Four personal social styles per Harvey Robbins
The most frequently occurring value
Managers are responsible for their own development - executives are responsible for the development of their subordinates - the organization is responsible for providing growth opportunities
Harless' front-end analysis model
Analytical - amiable - drivers - expressive

37. The five elements of learner engagement
Entertainment - interaction - control - usability - and customization
Business needs - performance needs - learning needs - and learner needs
Job analysis
Problem - action learning group - emphasis on careful questioning and listening - resolution to take action - commitment to learning - group facilitator/learning coach

38. The term for the relationship of people's positions in space
Bloom's taxonomy - six sigma - Kepner-Tregoe
Defining objectives - identifying necessary data - selecting data collection methods - collecting data - analyzing and confirming data - and reporting on the data
Opportunity-centered
Proxemics

39. The topics of the A-B-C-D training development process
The extent to which an instrument represents the program's content
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
Cross-functional - cross-country/international
Audience - behavior - condition - and degree

40. The mode of training for which classroom training is most effective
Psychomotor skills
Bloom's taxonomy - six sigma - Kepner-Tregoe
L = P + Q + R. Learning - Programmed instruction - Questioning - Reflection
Identify performance gaps - gains commitment to learning - constructs practice to close gaps - drives application and reflection to improve competence

41. Process Map
Measures looking at opinions - behaviors - and attributes
Bloom's taxonomy - six sigma - Kepner-Tregoe
A visual tools used to systematically describe actions/behaviors in a sequential flow - including all the steps and tasks for that process flow.
Synchrononous occurs at a given time with a live instructor. Asynchronous is self-paced and available at any time.

42. Examples of internal factors that influence an organization
A group of people who share a common interest - and are willing to share the experiences of their common interest.
Time and resource intensive - undue influence of vocal member(s) - difficult to facilitate with a single facilitator to encourage participation and take notes
The multiple dependent variables in a study with multiple independent variables
Technology - new products - shareholders - financial conditions - system challenges - process challenges - policies

43. What is an SME
Personal space
Design
Subject-matter expert
Honesty - fairness - lawfulness - compassion - respect - loyalty - dependability

44. The four characteristics of online communication
Weak manager judgments or experience levels - identified talent shortages - organization culture suports structured programs
Image oriented - interactive - immediate - and intimate.
To aid in career planning
Rich data - comparable data across interviews with proper construction of interview protocol - and adds depth to quantative methods

45. The second component of the ASTD HPI model
Performance Analysis
Relevance - inquiry - freedom - connectedness - reception - empowerment - play
Job aids - and EPSS
Groupthink

46. Two characteristics for any coaching program to succeed
Objectivity - confidentiality
Learner self-concept - Learner prior experience - Readiness to learn - Orientation to learning - and Motivation to learn
Job aids - and EPSS
Breakeven ( ( Program Costs / Investment ) / ( Benefits / Cash Inflow) )

47. The technique that should account for 50% of the preparation for a presentation
Rehersal
Low frequency - high complexity - high consequence of error - high probability of change in the future
Reaction
Polling questions

48. The theory that matches individual needs to instructional experiences
Self-contained chunk of instructional material
Structure
Create safe haven for learning - create a comfortable environment - encourage participation - facilitate more than lecture.
Opportunity-centered

49. Four characteristics of effective openers

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50. The four parts of the International Federation's (ICF) ethical standards
Philosophy of coaching - definition of coaching - standards of ethical coaching conduct - pledge of coaching ethics
Behavior
Presentation software
Measures of quantity or numbers