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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 two criteria that learners must demonstrate before leaving performance-based training (PBT)
Knowledge - skills
Multiple intelligences theory
L = P + Q + R. Learning - Programmed instruction - Questioning - Reflection
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

2. Two influences of great effect on employee motivation
Management - performance
A variable whose quantification can be broken down into very small units - often called analog (opposed to discrete)
Self-contained chunk of instructional material
Rich data - comparable data across interviews with proper construction of interview protocol - and adds depth to quantative methods

3. The process where each member of a group makes their opinions conform to the perceived group consensus
Form - storm - norm - perform - and adjourn.
Formulation - Development - Implementation - Evaluation
Groupthink
Ishikawa - fishbone

4. Exercises that include a form of real-life situation that allows participants to practice is called
Learning Content Management System. Software that packages courses and learning materials for print - CD-ROM - and electronic publication.
Social contexting - contexting - authority - and concept of time
Simulations
A variable in whole number or distinct units (opposed to continuous)

5. Explicit knowledge
Ishikawa - fishbone
Knowledge that has been documented - includes books - manuals - training courses - job aids - software rules - databases - etc.
Documentation audit - information system survey - identification of external information sources
Rote skills - and prerequisite material

6. The steps of a needs analysis
Pedagogy
The minimum time schedule for completing all the tasks in a project with several overlapping or dependent tasks.
Self-study guides - job aids - instructor-led materials - technology-delivered training deliverables - assessments
External/organizational scans - identify business needs - identify change initiatives - collect data - analyze data - report on the data - design the change initiative

7. Skills / knowledge areas that SMEs may lack
Behavior
Adult learning theories - instructional design techniques
Seels and Glasgow instructional systems design model
Cognitivism

8. The six factors an instructional designer must consider before choosing techniques and training materials
Visual - Auditory - and Kinestethic
Feedback
Cost or budget - lesson content - learner background and expectations - time available - and facilities/equipment/materials
Monetary impact/ROI

9. The purpose of strategic planning

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10. The other names for a cause-and-effect diagram
An unknown or uncontrolled variable that produces an effect
Matching current - usually high-potential employees - with future roles within the company to systematic prepare them for a future role
Pareto analysis
Ishikawa - fishbone

11. The seven attributes essential for leadership per Warren Bennis
Learning organizations - systems thinking
Technical competence - people skills - conceptual skills - results - taste - judgment - character
Likert scale
Structure

12. Compare/contrast chaos and complexity
A group of people who share a common interest - and are willing to share the experiences of their common interest.
Experiencing - publishing - processing - generalizing - and applying
Extroversion/Introversion - Sensing/Intuition - Thinking/Feeling - Judgment/Perception
Chaos is simple systems generating complicated behavior. Complexity is complicated systems generating simple behavior.

13. The method by which a trainer recognize signs of boredom - disinterest - or lack of understanding
Organization - process - and job/performer.
Observe body language
Groupthink
Knowledge that has been documented - includes books - manuals - training courses - job aids - software rules - databases - etc.

14. Training that related to actual job circumstances
Functional context
Validity
Change is a process not an event. Change management is the process of directing change at each level of an organization.
Information - resources - incentives/consequences - knowledge and skills - capacity - and motivation.

15. Three pitfalls of coaching
Documentation audit - information system survey - identification of external information sources
Websites where users post questions - thoughts and observations - and can reply to other users postings of the same
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
Establish short-term objectives - create an action plan to achieve short-term objectives - allocate resources to the objectives - motivate employees to reach the objectives

16. Types of synthesis models
Control groups - management estimates - extant data - external studies
Organization - process - and job/performer.
Two-aix matrixes - flowcharts - dichotomy - graphic models
Numbers or variables used to classify a system

17. The five characteristics of every job that influence employee motivation
The sum of the numbers divided by the total number of values
Skill variety - task identity - task significance - autonomy - feedback
A variable whose quantification can be broken down into very small units - often called analog (opposed to discrete)
Learning technologies

18. Knowledge Mapping
Change Management
Preparation
The process that connects information - education - expertise - and practical application of people in an organization for the purposes of sharing and access.
Andragogy - time pressures - goal orientation - previous knowledge and experience - relevent content - levels of motivation - and different learning styles

19. Describe a chat room
Chat rooms are essentially synchronous (real-time) message boards.
Cross-functional - cross-country/international
Rehersal
Entertainment - interaction - control - usability - and customization

20. The five stages of D. E. Super's developmental framework
Pareto analysis
The process that enables organizations to create short reference materials with relevant information by reducing information into codified - categorized - and reusable content.
Growth - exploratory - establishment - maintenance - decline
Sorting - tabulating - and comparing raw to summarized data

21. Mode
The most frequently occurring value
Pedagogy
Business needs - performance needs - learning needs - and learner needs
Job analysis

22. Types of formative evaluation
Change Management
Pilot tests - technical reviews - production reviews
Maslow's hierarchy
Constraints analysis

23. The criteria for determining if a project is appropriate for action learning
To aid in career planning
Reality - feasibility - authority - and learning opportunities
Bloom's Taxonomy
Matching current - usually high-potential employees - with future roles within the company to systematic prepare them for a future role

24. When is training the appropriate solution to a performance problem
Knowledge - skills
Chaos is simple systems generating complicated behavior. Complexity is complicated systems generating simple behavior.
The sum of the numbers divided by the total number of values
When the cause of the problem is a lack of knowledge or skills

25. The method a trainer can use to encourage a participant to continue speaking
Polling questions
Reaction
Skill variety - task identity - task significance - autonomy - feedback
Walk towards a participant as they speak

26. Contrast synchronous to asynchronous e-learning
Audience - Behavior - Condition - and Degree
Synchrononous occurs at a given time with a live instructor. Asynchronous is self-paced and available at any time.
A variable whose quantification can be broken down into very small units - often called analog (opposed to discrete)
Conduct a SWOT - establish strategic goals - develop strategies to achieve the strategic goals

27. The questioning technique that seeks to develop critical thinking and creativity
Passive - active - empathetic - listening for knowledge - listening for clarification
Data - Information - Knowledge
Socratic questioning
Scaling and integrity

28. The four most important skills for a coach
Communication - client motivation - self-management - technical skills
Questions that stimulate discussion
Managerial/administrative - supervisory - functional
Multiple intelligences theory

29. Quantitative
Design
Knowledge - skills - desire - environment - and opportunity
Perform a front-end analysis
Measures of quantity or numbers

30. Four things a coach does
Evaluation
Identify performance gaps - gains commitment to learning - constructs practice to close gaps - drives application and reflection to improve competence
Ginzberg's theory
Bloom's Taxonomy

31. Two characteristics of distance learning
Separation of place - time - or both among learners - instructors - and learning resources; Interactions are conducted through one or mode media.
Reality - feasibility - authority - and learning opportunities
A description or design specification for how information should be treated and organized.
Knowledge - skills - desire - environment - and opportunity

32. The five elements of learner engagement
The process that connects information - education - expertise - and practical application of people in an organization for the purposes of sharing and access.
Economic - social - political and legislative - workforce - technological - and competitive.
Entertainment - interaction - control - usability - and customization
Driving forces - restraining forces - current state - desired state

33. The components of the VAK model
Discovery - Dream - Design - and Destiny
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.
Visual - Auditory - and Kinestethic
Ishikawa - fishbone

34. The five principles of andragogy
The extent to which an instrument represents the program's content
Learner self-concept - Learner prior experience - Readiness to learn - Orientation to learning - and Motivation to learn
Groupthink
Validity

35. Four characteristics of tasks that are well-suited for job aids
Low frequency - high complexity - high consequence of error - high probability of change in the future
A variable whose quantification can be broken down into very small units - often called analog (opposed to discrete)
Problem - action learning group - emphasis on careful questioning and listening - resolution to take action - commitment to learning - group facilitator/learning coach
Speed - quantity - quality/accuracy - thoroughness - timeliness

36. The four dimensions of personality per the Myers-Briggs Type Indicator
Threat - problem - solution - habit
Electronic performance support system (EPSS)
Andragogy - time pressures - goal orientation - previous knowledge and experience - relevent content - levels of motivation - and different learning styles
Extroversion/Introversion - Sensing/Intuition - Thinking/Feeling - Judgment/Perception

37. The tasks involved in the formulation phase of strategic development
Change Management
Return-on-investment ( (Benefits - Costs) / Costs) * 100
Identify organizational values - development mission - develop vision - develop value statements
Cost or budget - lesson content - learner background and expectations - time available - and facilities/equipment/materials

38. Level 5 evaluation
Something that disrupts the flow of information between source and receiver
Monetary impact/ROI
Experiential learning
Create safe haven for learning - create a comfortable environment - encourage participation - facilitate more than lecture.

39. The characteristics of a complex system
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
Benefit-to-cost ratio (Total Benefit / Total Program Cost)
Written tests - oral Q&A - performance tests - role plays
Suggestopedia

40. 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
Establish short-term objectives - create an action plan to achieve short-term objectives - allocate resources to the objectives - motivate employees to reach the objectives
Rich data - comparable data across interviews with proper construction of interview protocol - and adds depth to quantative methods
Focused on fundamental shifts in how people view themselves - and intentional alterations of beliefs and values about the world and themselves
Experiential learning

41. The seven basic self-governing behaviors
A variable that can have one of two possible values.
Honesty - fairness - lawfulness - compassion - respect - loyalty - dependability
Productivity Environmental Preference Survey (PEPS) - Canfield Learning Style Inventory - and Learning Style Questionnaire
Discovery - Dream - Design - and Destiny

42. Four cases when a trainer should not use a chart pack
A description or design specification for how information should be treated and organized.
Cognitive
Maslow's hierarchy
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.

43. Two types of coaching situations that primarily differ on the degree of confidentiality and sensitivity
External coaching - internal coaching
A variable that can have one of two possible values.
Information - feedback
Validity

44. The fifth component of the ASTD HPI model
Audience - Behavior - Condition - and Degree
Request for proposal. A communication from an organization to potential vendors that defines the organizations needs and how to respond to those needs.
Solution Implementation
Proxemics

45. Three conditions that warrant multi-rater feedback
An unknown or uncontrolled variable that produces an effect
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
Weak manager judgments or experience levels - identified talent shortages - organization culture suports structured programs
Establish short-term objectives - create an action plan to achieve short-term objectives - allocate resources to the objectives - motivate employees to reach the objectives

46. The tasks involved in the evaluation phase of strategic development
Establish scope - create plan - implement plan - monitor/evaluate/revise plan
The minimum time schedule for completing all the tasks in a project with several overlapping or dependent tasks.
Time and resource intensive - undue influence of vocal member(s) - difficult to facilitate with a single facilitator to encourage participation and take notes
Review strategies - measure performance - take correction action

47. The three parts of the problem-solving model
Sequence
Diagnose the problem - generate alternative actions/behaviors - identify consequences for those actions/behaviors
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
Balanced scorecard

48. The methods learning organizations use to create and foster productive learning
Create safe haven for learning - create a comfortable environment - encourage participation - facilitate more than lecture.
Rote skills - and prerequisite material
Interviews
Culture - vision - strategy - and structure

49. The theory that describes how intelligences reflect how people prefer to process information
Numbers or variables used to classify a system
Multiple intelligences theory
Sorting - tabulating - and comparing raw to summarized data
Interviews

50. Information Chunking
The process that enables organizations to create short reference materials with relevant information by reducing information into codified - categorized - and reusable content.
Action plans - interviews - questionnaires - focus groups - performance contracts
Maslow's hierarchy
Information that combined with understanding enables understanding