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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 seven steps in Krumboltz's DECIDES model
problem - establish action plan - clarify values - identify alternatives - discover probable outcomes - eliminate alternatives systematically - start action
Request for proposal. A communication from an organization to potential vendors that defines the organizations needs and how to respond to those needs.
Indicate whether response was correct - explain an incorrect response or clarify a correct response - give instructions on how to proceed
The process that connects information - education - expertise - and practical application of people in an organization for the purposes of sharing and access.

2. Compare/contrast chaos and complexity
Rote skills
Brainstorming - case studies - and role plays
Rote skills - and prerequisite material
Chaos is simple systems generating complicated behavior. Complexity is complicated systems generating simple behavior.

3. The method used to identify all duties - responsibilities - and tasks that make up a single job function or role
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
Relevance - inquiry - freedom - connectedness - reception - empowerment - play
Job analysis
Create safe haven for learning - create a comfortable environment - encourage participation - facilitate more than lecture.

4. The method by which a trainer recognize signs of boredom - disinterest - or lack of understanding
Upper-left cerebral - lower-left limbic - upper-right cerebral - and lower-right limbic
Observe body language
Review strategies - measure performance - take correction action
Job aids - and EPSS

5. The tasks involved in the evaluation phase of strategic development
Ideas - processes - procedures - methods of operation - concepts - principles - and discoveries
Asynchronous
A description or design specification for how information should be treated and organized.
Review strategies - measure performance - take correction action

6. The type of learning that E-Learning is outstanding for teaching because it has infinite patience
Business Analysis
Monetary impact/ROI
The sum of the numbers divided by the total number of values
Rote skills

7. Types of Level 4 instruments
Electronic Performance Support System. Software that provides just-in-time help - guidance - coaching - or assistance to improve job performance.
Performance records - direct observation - supervisor checklists
Theatre style
Cause Analysis

8. The six major factors that influence performance in Gilbert's behavior engineering model
Information - resources - incentives/consequences - knowledge and skills - capacity - and motivation.
The process that connects information - education - expertise - and practical application of people in an organization for the purposes of sharing and access.
The extent to which an instrument represents the program's content
Bloom's taxonomy - six sigma - Kepner-Tregoe

9. Four characteristics of effective openers

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10. Cordinal data
Rich data - comparable data across interviews with proper construction of interview protocol - and adds depth to quantative methods
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
Evaluation

11. The way of learning that stresses experience and reflection - and uses an inductive learning process that takes a learner through five stages: experiencing - publishing - processing - generalizing - and applying
Determining needs - defining scope and budget - creating and sending the RFP - evaluating proposals and selecting vendors - notifying the vendor and negotiating the contract - implementing the project - monitoring the project - completing and evaluat
The process that enables organizations to create short reference materials with relevant information by reducing information into codified - categorized - and reusable content.
Ideas - processes - procedures - methods of operation - concepts - principles - and discoveries
Experiential learning

12. BCR
Benefit-to-cost ratio (Total Benefit / Total Program Cost)
Job aids - and EPSS
Analytical - amiable - drivers - expressive
Review strategies - measure performance - take correction action

13. The requirements of the ADA
Synchrononous occurs at a given time with a live instructor. Asynchronous is self-paced and available at any time.
Do not discriminate in any aspect of employment based on disabilities - with reasonable accommodations such as interpreters - reading aids - instructional material modifications - etc.
Functional context
Rote skills

14. Community of practice
Polling questions
Defining objectives - identifying necessary data - selecting data collection methods - collecting data - analyzing and confirming data - and reporting on the data
A group of people who share a common interest - and are willing to share the experiences of their common interest.
No area is overlooked - forces to be used are known - there is time to develop other strategies if the analysis reveals the need

15. The three fundamental principles of HPI
HPI uses a results-based - systematic approach - HPI focuses on accomplishments before behavior - Organizations are systems.
Behavorism
DMAIC methodology - IPO model - flowcharting - evaluation models
The most frequently occurring value

16. Two characteristics for any coaching program to succeed
Objectivity - confidentiality
Information - feedback
Sorting - tabulating - and comparing raw to summarized data
Change Management

17. List David Kolk's four learning styles
The process that connects information - education - expertise - and practical application of people in an organization for the purposes of sharing and access.
Convergers - divergers - assimilators - and accommodators
Maslow's hierarchy - McGregor's Theory X and Y of management
L = P + Q + R. Learning - Programmed instruction - Questioning - Reflection

18. Four phases of succession planning
Establish scope - create plan - implement plan - monitor/evaluate/revise plan
Focused on fundamental shifts in how people view themselves - and intentional alterations of beliefs and values about the world and themselves
The multiple dependent variables in a study with multiple independent variables
A variable the influences the dependent variable

19. The analysis that serves as a reality check to identify a project's limiting factors
Questions that stimulate discussion
Social contexting - contexting - authority - and concept of time
Constraints analysis
Job aids - and EPSS

20. the meaning of significant - in a statistical context
Virtual Reality. Computer-based technology that gives the user a realistic - 3-D - interactive experience that engages as many senses as possible.
Information - feedback
In statistics - it means probably true
Current organization climate - available resources

21. The reliability test where one test is split into two shorter ones - by randomly assigning test items to one half or the other
Misplacing ownership - misaligning incentives - saving recognition - playing favorites - misspeaking praise
Create a vision - communicate the plan - connect the people - congratulate success
Split-half
A measure of the variability of scores from the mean

22. The three foundations of action learning

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23. Malcolm Knowles' work tipped the instructional systems design scale. The two ends of that scale
Learner-centered - content-centered
Walk towards a participant as they speak
Establish scope - create plan - implement plan - monitor/evaluate/revise plan
Discovery - Dream - Design - and Destiny

24. Four characteristics of highly motivated clients
Capture attention - reveal trainer's style - raise participant's comfort level - introduce the topic of the presentation.
Eager to succeed - open to support - interested in different tactics/methods and trying those out - learning oriented
Solution Implementation
Personal space

25. Level 5 evaluation
Knowledge - skills - desire - environment - and opportunity
Monetary impact/ROI
Problem - action learning group - emphasis on careful questioning and listening - resolution to take action - commitment to learning - group facilitator/learning coach
Learning style

26. Examples of collaborative software
Email - whiteboard - bulletin boards - chat rooms - online presentation tools - WIKIs - Blogs - forums - social sites
Economic - social - political and legislative - workforce - technological - and competitive.
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
problem - establish action plan - clarify values - identify alternatives - discover probable outcomes - eliminate alternatives systematically - start action

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

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28. Three conditions that warrant multi-rater feedback
Weak manager judgments or experience levels - identified talent shortages - organization culture suports structured programs
Technical competence - people skills - conceptual skills - results - taste - judgment - character
Language - speech - environmental - and psychological
problem - establish action plan - clarify values - identify alternatives - discover probable outcomes - eliminate alternatives systematically - start action

29. Three examples of active training techniques
Information that combined with understanding enables understanding
Brainstorming - case studies - and role plays
Audience - behavior - condition - and degree
Proxemics

30. The five criteria to measure performance after coaching
Low frequency - high complexity - high consequence of error - high probability of change in the future
Speed - quantity - quality/accuracy - thoroughness - timeliness
The world is created in conversation
To aid in career planning

31. The seven attributes essential for leadership per Warren Bennis
Return-on-investment ( (Benefits - Costs) / Costs) * 100
Structure
Asynchronous
Technical competence - people skills - conceptual skills - results - taste - judgment - character

32. The term for the relationship of people's positions in space
Data - Information - Knowledge
Pareto analysis
Structures - patterns - events
Proxemics

33. Factors that determine fair use
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
Visual - Auditory - and Kinestethic
Structures - patterns - events
Data - Information - Knowledge

34. Closed questions
Questions that check for understanding or test for consensus
Honesty - fairness - lawfulness - compassion - respect - loyalty - dependability
Create a vision - communicate the plan - connect the people - congratulate success
Cognitivism

35. Three pitfalls of coaching
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
Socratic questioning
Observe body language

36. Five stages of Tuckman's team-maturing model
Form - storm - norm - perform - and adjourn.
Walk towards a participant as they speak
Structure
Rehersal

37. Discrete
Howard Gardner
A variable in whole number or distinct units (opposed to continuous)
Capture attention - help message to be remembered - establish rapport - build credibility - and build team unity.
Initiating - planning - executing - controlling - closing

38. The other names for a cause-and-effect diagram
Visual - Auditory - and Kinestethic
Preparation
Ishikawa - fishbone
A collection of code containing instructions for a computer to perform a specific action

39. Five approaches to facilitate inclusion
Experiencing - publishing - processing - generalizing - and applying
Current organization climate - available resources
Learning Management System. Software that automates administration - tracking - and reporting of learning events (ILT and online).
Awareness - modeling - targeted interventions - desensitization - training

40. The four Cs of change
Create a vision - communicate the plan - connect the people - congratulate success
Virtual Reality. Computer-based technology that gives the user a realistic - 3-D - interactive experience that engages as many senses as possible.
Rehersal
External and environmental influences

41. The six founding principles of systems thinking
A collection of code containing instructions for a computer to perform a specific action
Knowledge - skills
The process that enables organizations to create short reference materials with relevant information by reducing information into codified - categorized - and reusable content.
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

42. Sequencing and structure are closely related. What refers to the relationship among skills and topics
Seels and Glasgow instructional systems design model
Defining objectives - identifying necessary data - selecting data collection methods - collecting data - analyzing and confirming data - and reporting on the data
Structure
Walk towards a participant as they speak

43. Nominal data
Performance records - direct observation - supervisor checklists
Information - resources - incentives/consequences - knowledge and skills - capacity - and motivation.
Numbers or variables used to classify a system
Learning

44. RFP
Request for proposal. A communication from an organization to potential vendors that defines the organizations needs and how to respond to those needs.
HPI uses a results-based - systematic approach - HPI focuses on accomplishments before behavior - Organizations are systems.
Measures looking at opinions - behaviors - and attributes
Terminal objectives

45. Four barriers to communication during training delivery
Economic - social - political and legislative - workforce - technological - and competitive.
To aid in career planning
Language - speech - environmental - and psychological
Chat rooms are essentially synchronous (real-time) message boards.

46. Exercises that include a form of real-life situation that allows participants to practice is called
Developing employees - motivating employees - deploying employees - aligning people to process to increase performance
Misplacing ownership - misaligning incentives - saving recognition - playing favorites - misspeaking praise
Two-aix matrixes - flowcharts - dichotomy - graphic models
Simulations

47. The four components of a learning objective
Kurt Lewin's forcefield analysis
Structure and processes - resources - information - knowledge and skills - motives - and wellness.
Theatre style
Audience - Behavior - Condition - and Degree

48. Three tools for determining learner preferences
Cost or budget - lesson content - learner background and expectations - time available - and facilities/equipment/materials
Productivity Environmental Preference Survey (PEPS) - Canfield Learning Style Inventory - and Learning Style Questionnaire
Semantic differential
Electronic performance support system (EPSS)

49. The questioning technique that seeks to develop critical thinking and creativity
Socratic questioning
Low frequency - high complexity - high consequence of error - high probability of change in the future
Change Management
Mentoring is longer term - and mentors do not have responsibility for participants improvement.

50. Skills / knowledge areas that SMEs may lack
Adult learning theories - instructional design techniques
Computer-based training. Any learning event that uses computers as the primary distributions method.
Benefit-to-cost ratio (Total Benefit / Total Program Cost)
Formulation - Development - Implementation - Evaluation