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Test your basic knowledge |
Certified Professional In Learning And Performance Cplp
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Study First
Subject
:
certifications
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. Three learner preferences as defined by the VAK model
Awareness - modeling - targeted interventions - desensitization - training
Adult learning theories - instructional design techniques
Visual - Auditory - and Kinestethic
Written tests - oral Q&A - performance tests - role plays
2. The facilitation tool that can create just enough tension to get people thinking
Silence
Information that combined with understanding enables understanding
Proxemics
Monetary impact/ROI
3. The six major factors that influence performance in Gilbert's behavior engineering model
Phone - VoIP - online meetings - email - specialized software
Information - resources - incentives/consequences - knowledge and skills - capacity - and motivation.
Job analysis
Interviews
4. Examples of collaborative software
Email - whiteboard - bulletin boards - chat rooms - online presentation tools - WIKIs - Blogs - forums - social sites
Identify organizational values - development mission - develop vision - develop value statements
A variable that can have one of two possible values.
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
5. Confidence interval
The process that connects information - education - expertise - and practical application of people in an organization for the purposes of sharing and access.
A description or design specification for how information should be treated and organized.
The expected range of a measurement
Benefit-to-cost ratio (Total Benefit / Total Program Cost)
6. The kinds of objectives that support the final behavioral outcomes by breaking them down into more manageable chunks
Enabling objectives
Phone - VoIP - online meetings - email - specialized software
The extent to which an instrument represents the program's content
Philosophy of coaching - definition of coaching - standards of ethical coaching conduct - pledge of coaching ethics
7. VR
Virtual Reality. Computer-based technology that gives the user a realistic - 3-D - interactive experience that engages as many senses as possible.
Sorting - tabulating - and comparing raw to summarized data
Performance records - direct observation - supervisor checklists
The process that enables organizations to create short reference materials with relevant information by reducing information into codified - categorized - and reusable content.
8. What is an SME
Sorting - tabulating - and comparing raw to summarized data
Subject-matter expert
Rote skills
Reality - feasibility - authority - and learning opportunities
9. Three tools for determining learner preferences
Productivity Environmental Preference Survey (PEPS) - Canfield Learning Style Inventory - and Learning Style Questionnaire
Honesty - fairness - lawfulness - compassion - respect - loyalty - dependability
Presentation software
Numbers or variables used to rank order a system
10. Mentoring
Long-term process for performance improvement based on 1-on-1 interactions where mentee retains the responsibility for improvement
The extent to which an instrument predicts future results
A variable whose quantification can be broken down into very small units - often called analog (opposed to discrete)
Hypothetical
11. Meta-tag
An HTML tag identifying the context of the contents on a website or knowledge base.
Matching current - usually high-potential employees - with future roles within the company to systematic prepare them for a future role
Raw and non-contextual - and can exist in forms usable or not
Formulation - Development - Implementation - Evaluation
12. Two characteristics of distance learning
Experiential learning
Separation of place - time - or both among learners - instructors - and learning resources; Interactions are conducted through one or mode media.
Knowledge - skills - desire - environment - and opportunity
Capture attention - reveal trainer's style - raise participant's comfort level - introduce the topic of the presentation.
13. The six steps in a training needs assessment
Facilitation is used to involve participants - and to help them learn from one another.
A measure of the variability of scores from the mean
Defining objectives - identifying necessary data - selecting data collection methods - collecting data - analyzing and confirming data - and reporting on the data
problem - establish action plan - clarify values - identify alternatives - discover probable outcomes - eliminate alternatives systematically - start action
14. Describe noise - in communication theory
External and environmental influences
Cost or budget - lesson content - learner background and expectations - time available - and facilities/equipment/materials
- measure - analyze - improve - control
Something that disrupts the flow of information between source and receiver
15. The three foundations of action learning
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16. The method where instruction is provided in a self-directed format that is available at all times - even with a facilitator is not online
Asynchronous
Create safe haven for learning - create a comfortable environment - encourage participation - facilitate more than lecture.
An effective - structured way that captures people's learning from an experience.
External/organizational scans - identify business needs - identify change initiatives - collect data - analyze data - report on the data - design the change initiative
17. The theory that describes a person starting at age 18 - moving from career exploration to a series of events including educational specialization that leads to a career path and a final career commitment
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18. The fifth component of the ASTD HPI model
Solution Implementation
Managerial/administrative - supervisory - functional
Entertainment - interaction - control - usability - and customization
Charts - graphs
19. The two management practices similar to complexity theory
Howard Gardner
Skill variety - task identity - task significance - autonomy - feedback
Formulation - Development - Implementation - Evaluation
Learning organizations - systems thinking
20. Standard deviation
Managerial/administrative - supervisory - functional
A measure of the variability of scores from the mean
Terminal objectives
Benefit-to-cost ratio (Total Benefit / Total Program Cost)
21. The technique that allows a WLP professional to present material in a professional manner - and keep a class focused on the correct topic
Something that disrupts the flow of information between source and receiver
Growth - exploratory - establishment - maintenance - decline
Knowledge - skills
Preparation
22. Types of synthesis models
The extent to which an instrument represents the program's content
Two-aix matrixes - flowcharts - dichotomy - graphic models
Image oriented - interactive - immediate - and intimate.
An effective - structured way that captures people's learning from an experience.
23. The steps in the outsourcing process
Functional context
Sorting - tabulating - and comparing raw to summarized data
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
Monetary impact/ROI
24. The process of giving advice or information from one person to another about the usefulness of an event - process or action
Chat rooms are essentially synchronous (real-time) message boards.
The minimum time schedule for completing all the tasks in a project with several overlapping or dependent tasks.
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
Feedback
25. Level 4 evaluation
Behavior
The extent to which an instrument predicts future results
Visual - Auditory - and Kinestethic
Action plans - interviews - questionnaires - focus groups - performance contracts
26. Level 3 evaluation
Behavorism
Robert Mager
Cognitivism
Results
27. The technique - developed by Georgi Lazanov - that uses the instructional application of stimulating the body and mind at peak efficiency to develop super-learning capabilities
External coaching - internal coaching
Bloom's taxonomy - six sigma - Kepner-Tregoe
Suggestopedia
Terminal objectives
28. Contrast mentoring to coaching
Mentoring is longer term - and mentors do not have responsibility for participants improvement.
Form - storm - norm - perform - and adjourn.
Failure to partner - failure to consider culture - failure to manage change - and failure to adapt to the client.
Discovery - Dream - Design - and Destiny
29. Five technologies that can be used to connect clients to coaches
The extent to which an instrument predicts future results
Phone - VoIP - online meetings - email - specialized software
Documentation audit - information system survey - identification of external information sources
Dictatorship - anarchy - democracy
30. Four stages of accelerated learning
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31. Two examples of performance support systems
The expected range of a measurement
Job aids - and EPSS
A variable whose quantification can be broken down into very small units - often called analog (opposed to discrete)
Self-contained chunk of instructional material
32. The six factors an instructional designer must consider before choosing techniques and training materials
Action plans - interviews - questionnaires - focus groups - performance contracts
Rote skills - and prerequisite material
Cost or budget - lesson content - learner background and expectations - time available - and facilities/equipment/materials
Analytical - amiable - drivers - expressive
33. Five approaches to facilitate inclusion
Reaction
Electronic performance support system (EPSS)
Awareness - modeling - targeted interventions - desensitization - training
Passive - active - empathetic - listening for knowledge - listening for clarification
34. The method a trainer can use to encourage a participant to continue speaking
Observe body language
Walk towards a participant as they speak
Matching current - usually high-potential employees - with future roles within the company to systematic prepare them for a future role
DMAIC methodology - IPO model - flowcharting - evaluation models
35. An assessment done during formation
Threat - problem - solution - habit
Breakeven ( ( Program Costs / Investment ) / ( Benefits / Cash Inflow) )
Managers are responsible for their own development - executives are responsible for the development of their subordinates - the organization is responsible for providing growth opportunities
Formative evaluation
36. Level 1 evaluation
Navigation
Reaction
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
Surveys
37. Three drawbacks of classroom training
Preparation
High cost - scheduling difficulties - and temporary (unless learners have opportunity to practice)
Robert Mager
Data that has been given context
38. Three criteria for formative evaluation
Andragogy - time pressures - goal orientation - previous knowledge and experience - relevent content - levels of motivation - and different learning styles
Understandable - accurate - functional
Chat rooms are essentially synchronous (real-time) message boards.
HPI uses a results-based - systematic approach - HPI focuses on accomplishments before behavior - Organizations are systems.
39. Four tasks typically done in the job analysis
Robert Mager
Create new hire training - develop behavior-based interview questions - write performance objectives - prepare employees for career progression
The selection of measurement points which can have a large impact on the research's ability to be generalized
Cause Analysis
40. The phases of strategic development
Formulation - Development - Implementation - Evaluation
The world is created in conversation
Determine business impact - improve the design of the learning experience - determine the content's adequacy
Sequence
41. The three competency elements that constitute most jobs
Managerial/administrative - supervisory - functional
Create a vision - communicate the plan - connect the people - congratulate success
Maslow's hierarchy - McGregor's Theory X and Y of management
Andragogy - time pressures - goal orientation - previous knowledge and experience - relevent content - levels of motivation - and different learning styles
42. Things feedback to a learner that answered a question should do
Facilitation is used to involve participants - and to help them learn from one another.
Formative evaluation
Simulations
Indicate whether response was correct - explain an incorrect response or clarify a correct response - give instructions on how to proceed
43. Software that automates the administration of training
Learner characteristics like age - educational background - cultural background - learner expectations - and learn motivation to attend
Information that combined with understanding enables understanding
Learning Management System (LMS)
Structures - patterns - events
44. The elements of the 4-D cycle
Phone - VoIP - online meetings - email - specialized software
Learner-centered - content-centered
Initiating - planning - executing - controlling - closing
Discovery - Dream - Design - and Destiny
45. The six interactive and interdependent components of an action learning program
Organization - process - and job/performer.
Performance audit
Problem - action learning group - emphasis on careful questioning and listening - resolution to take action - commitment to learning - group facilitator/learning coach
Dictatorship - anarchy - democracy
46. Double-loop learning
Balanced scorecard
Focused on fundamental changes to thinking patterns and behaviors
Numbers or variables used to rank order a system
Technical competence - people skills - conceptual skills - results - taste - judgment - character
47. Four personal social styles per Harvey Robbins
Analytical - amiable - drivers - expressive
Polling questions
Two-aix matrixes - flowcharts - dichotomy - graphic models
Cause Analysis
48. The technique that should account for 50% of the preparation for a presentation
Rehersal
Sorting - tabulating - and comparing raw to summarized data
The extent to which an instrument predicts future results
Multiple intelligences theory
49. Steps of managing a change project
problem - establish action plan - clarify values - identify alternatives - discover probable outcomes - eliminate alternatives systematically - start action
Initiating - planning - executing - controlling - closing
Knowledge in one's personal memory - includes judgment - insights - experience - know-how - personal beliefs - and personal values.
Experiential learning
50. Data
Language - speech - environmental - and psychological
Entertainment - interaction - control - usability - and customization
Email - whiteboard - bulletin boards - chat rooms - online presentation tools - WIKIs - Blogs - forums - social sites
Raw and non-contextual - and can exist in forms usable or not