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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. Things a forcefield analysis ensures
Conduct a SWOT - establish strategic goals - develop strategies to achieve the strategic goals
No area is overlooked - forces to be used are known - there is time to develop other strategies if the analysis reveals the need
Measures of quantity or numbers
To systematically plan an organization's future

2. The three competency elements that constitute most jobs
Icebreakers do not have to relate to the session materials. Opening exercise introduces the session materials being taught.
Passive - active - empathetic - listening for knowledge - listening for clarification
Managerial/administrative - supervisory - functional
An effective - structured way that captures people's learning from an experience.

3. Extant
Relevance - inquiry - freedom - connectedness - reception - empowerment - play
Reality - feasibility - authority - and learning opportunities
Cognitive
Data from archival records - existing records - report - and data

4. Data
Learning
Economic - social - political and legislative - workforce - technological - and competitive.
Raw and non-contextual - and can exist in forms usable or not
The expected range of a measurement

5. The methods learning organizations use to create and foster productive learning
Culture - vision - strategy - and structure
The process that enables organizations to create short reference materials with relevant information by reducing information into codified - categorized - and reusable content.
Learner-centered - content-centered
Performance audit

6. Three conditions that warrant multi-rater feedback
No area is overlooked - forces to be used are known - there is time to develop other strategies if the analysis reveals the need
Rich data - comparable data across interviews with proper construction of interview protocol - and adds depth to quantative methods
Myer-Briggs Type Indicator (MBTI) - DiSC personality profile
Weak manager judgments or experience levels - identified talent shortages - organization culture suports structured programs

7. The tasks involved in the evaluation phase of strategic development
Focused on fundamental shifts in how people view themselves - and intentional alterations of beliefs and values about the world and themselves
Identify business goals - clarify those goals - determine specificity and measurability of the goals.
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
Review strategies - measure performance - take correction action

8. List seven principles of adult learning
Icebreakers do not have to relate to the session materials. Opening exercise introduces the session materials being taught.
Objectivity - confidentiality
Self-study guides - job aids - instructor-led materials - technology-delivered training deliverables - assessments
Andragogy - time pressures - goal orientation - previous knowledge and experience - relevent content - levels of motivation - and different learning styles

9. The method a trainer can use to encourage a participant to continue speaking
A measure of the variability of scores from the mean
Walk towards a participant as they speak
Validity
Focused on learning and using new necessary skills through incremental change

10. The questioning technique that seeks to develop critical thinking and creativity
Socratic questioning
Learning organizations - systems thinking
Rote skills
DMAIC methodology - IPO model - flowcharting - evaluation models

11. The diagnostic model that identifies the performance problem cause - based on cause driving solution

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12. Four stages of transition through M&As
problem - establish action plan - clarify values - identify alternatives - discover probable outcomes - eliminate alternatives systematically - start action
Action plans - interviews - questionnaires - focus groups - performance contracts
Opportunity-centered
Disengagement - disidentification - disorientation - and disenchantment.

13. Levels of listening
Passive - active - empathetic - listening for knowledge - listening for clarification
Reliability
Problem - action learning group - emphasis on careful questioning and listening - resolution to take action - commitment to learning - group facilitator/learning coach
Learner characteristics like age - educational background - cultural background - learner expectations - and learn motivation to attend

14. An assessment done during formation
Formative evaluation
Knowledge in one's personal memory - includes judgment - insights - experience - know-how - personal beliefs - and personal values.
Structure
Solution Implementation

15. Types of Level 3 instruments
HPI uses a results-based - systematic approach - HPI focuses on accomplishments before behavior - Organizations are systems.
To systematically plan an organization's future
Change Management
Action plans - interviews - questionnaires - focus groups - performance contracts

16. Continuous
Driving forces - restraining forces - current state - desired state
A variable whose quantification can be broken down into very small units - often called analog (opposed to discrete)
Time and resource intensive - undue influence of vocal member(s) - difficult to facilitate with a single facilitator to encourage participation and take notes
Sequence

17. The five elements of learner engagement
Characteristics of adults as learners (CAL) conceptual framework
Indicate whether response was correct - explain an incorrect response or clarify a correct response - give instructions on how to proceed
Entertainment - interaction - control - usability - and customization
The selection of measurement points which can have a large impact on the research's ability to be generalized

18. Knowledge management
The multiple dependent variables in a study with multiple independent variables
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
Electronic performance support system (EPSS)
The extent to which an instrument represents the program's content

19. Standard deviation
Low frequency - high complexity - high consequence of error - high probability of change in the future
A measure of the variability of scores from the mean
Eager to succeed - open to support - interested in different tactics/methods and trying those out - learning oriented
Pedagogy

20. Independent
Suggestopedia
A variable the influences the dependent variable
Bloom's taxonomy - six sigma - Kepner-Tregoe
Conduct a SWOT - establish strategic goals - develop strategies to achieve the strategic goals

21. Covariates
Ishikawa - fishbone
The multiple dependent variables in a study with multiple independent variables
Interview - survey/questionnaire - observation - focus group - work diary/work log
Brainstorming - case studies - and role plays

22. The facilitation tool that can create just enough tension to get people thinking
Productivity Environmental Preference Survey (PEPS) - Canfield Learning Style Inventory - and Learning Style Questionnaire
Silence
Brainstorming - case studies - and role plays
problem - establish action plan - clarify values - identify alternatives - discover probable outcomes - eliminate alternatives systematically - start action

23. The four most important skills for a coach
Measures looking at opinions - behaviors - and attributes
Learner self-concept - Learner prior experience - Readiness to learn - Orientation to learning - and Motivation to learn
Interviews
Communication - client motivation - self-management - technical skills

24. The four quadrants in W.E. (Ned) Herrmann's learning brain model
Upper-left cerebral - lower-left limbic - upper-right cerebral - and lower-right limbic
Weak manager judgments or experience levels - identified talent shortages - organization culture suports structured programs
Likert scale
Technical competence - people skills - conceptual skills - results - taste - judgment - character

25. What does context refer to in designing learning
Questions that stimulate discussion
Learner characteristics like age - educational background - cultural background - learner expectations - and learn motivation to attend
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.
DMAIC methodology - IPO model - flowcharting - evaluation models

26. The four dimensions of personality per the Myers-Briggs Type Indicator
Numbers or variables used to rank order a system
Breakeven ( ( Program Costs / Investment ) / ( Benefits / Cash Inflow) )
Management - performance
Extroversion/Introversion - Sensing/Intuition - Thinking/Feeling - Judgment/Perception

27. The final behavioral outcomes of a specific instructional event
Learning Content Management System. Software that packages courses and learning materials for print - CD-ROM - and electronic publication.
Learning technologies
Terminal objectives
Thinking about the whole organization - rather than individuals - and looking primarily at processes

28. Exercises that include a form of real-life situation that allows participants to practice is called
Two-aix matrixes - flowcharts - dichotomy - graphic models
Communication - client motivation - self-management - technical skills
Simulations
Create a vision - communicate the plan - connect the people - congratulate success

29. The topics of the A-B-C-D training development process
Audience - behavior - condition - and degree
Learning Management System (LMS)
Social contexting - contexting - authority - and concept of time
Technology - new products - shareholders - financial conditions - system challenges - process challenges - policies

30. Two influences of great effect on employee motivation
Kurt Lewin's forcefield analysis
Audience - behavior - condition - and degree
Management - performance
Driving forces - restraining forces - current state - desired state

31. Meta-tag
Navigation
Learning organizations - systems thinking
Philosophy of coaching - definition of coaching - standards of ethical coaching conduct - pledge of coaching ethics
An HTML tag identifying the context of the contents on a website or knowledge base.

32. Level 1 evaluation
Reaction
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
A visual tools used to systematically describe actions/behaviors in a sequential flow - including all the steps and tasks for that process flow.
Experiential learning

33. Describe a message board
Websites where users post questions - thoughts and observations - and can reply to other users postings of the same
Establish scope - create plan - implement plan - monitor/evaluate/revise plan
In statistics - it means probably true
Learning technologies

34. Two circumstances where e-learning is particularly useful
Websites where users post questions - thoughts and observations - and can reply to other users postings of the same
Perform a front-end analysis
Rote skills - and prerequisite material
Navigation

35. Three pitfalls of coaching
Bloom's Taxonomy
A visual tools used to systematically describe actions/behaviors in a sequential flow - including all the steps and tasks for that process flow.
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
Charts - graphs

36. learning object
Identify business goals - clarify those goals - determine specificity and measurability of the goals.
Pareto analysis
Subject-matter expert
Self-contained chunk of instructional material

37. The term for the relationship of people's positions in space
Defining objectives - identifying necessary data - selecting data collection methods - collecting data - analyzing and confirming data - and reporting on the data
Proxemics
Driving forces - restraining forces - current state - desired state
A group of people who share a common interest - and are willing to share the experiences of their common interest.

38. The instrument where participants rate two contrasting ideas or words by circling points on a line
Managers are responsible for their own development - executives are responsible for the development of their subordinates - the organization is responsible for providing growth opportunities
Semantic differential
Behavorism
Ishikawa - fishbone

39. The HPI tool that can gather both qualitative and quantitative data
Culture - vision - strategy - and structure
Surveys
Email - whiteboard - bulletin boards - chat rooms - online presentation tools - WIKIs - Blogs - forums - social sites
The process that enables organizations to create short reference materials with relevant information by reducing information into codified - categorized - and reusable content.

40. The four areas measured during a training needs assessment
Business needs - performance needs - learning needs - and learner needs
Phone - VoIP - online meetings - email - specialized software
Harless' front-end analysis model
To improve performance by systematically developing human expertise through organizational development and training

41. The three parts of the problem-solving model
Reaction
Harless' front-end analysis model
Focused on learning and using new necessary skills through incremental change
Diagnose the problem - generate alternative actions/behaviors - identify consequences for those actions/behaviors

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

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43. BCR
Communication - client motivation - self-management - technical skills
The multiple dependent variables in a study with multiple independent variables
Benefit-to-cost ratio (Total Benefit / Total Program Cost)
Walk towards a participant as they speak

44. Four activites to consider when closing a presentation
Review of objective and key points - review participant benefits - call participants to action - ask participants if they have any questions.
Request for proposal. A communication from an organization to potential vendors that defines the organizations needs and how to respond to those needs.
Visual - Auditory - and Kinestethic
Split-half

45. Nominal data
Honesty - fairness - lawfulness - compassion - respect - loyalty - dependability
Self-contained chunk of instructional material
Numbers or variables used to classify a system
Social contexting - contexting - authority - and concept of time

46. The type of learning that E-Learning is outstanding for teaching because it has infinite patience
Pareto analysis
Rote skills
Audience - behavior - condition - and degree
The expected range of a measurement

47. Information Chunking
The process that enables organizations to create short reference materials with relevant information by reducing information into codified - categorized - and reusable content.
Performance Analysis
Subject-matter expert
Identify performance gaps - gains commitment to learning - constructs practice to close gaps - drives application and reflection to improve competence

48. Level 5 evaluation
Solution Selection
Monetary impact/ROI
The mid-point of the distribution - 50% of the values are above/below this value
Psychomotor skills

49. What is the best thing to do first when a client wants a designer to develop a training to improve declining business process
Perform a front-end analysis
Self-study guides - job aids - instructor-led materials - technology-delivered training deliverables - assessments
No area is overlooked - forces to be used are known - there is time to develop other strategies if the analysis reveals the need
Preparation

50. Two theories of motivation for coaching

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