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 type of learning that E-Learning is outstanding for teaching because it has infinite patience
The minimum time schedule for completing all the tasks in a project with several overlapping or dependent tasks.
Cause Analysis
Rote skills
The extent to which an instrument predicts future results


2. The framework developed by Patricia Cross to describe some differences between adult and child learners
Charts - graphs
Characteristics of adults as learners (CAL) conceptual framework
Chaos is simple systems generating complicated behavior. Complexity is complicated systems generating simple behavior.
Skill variety - task identity - task significance - autonomy - feedback


3. Two guiding principles of displaying quantative data in charts and graphs
Behavior
Scaling and integrity
Two-aix matrixes - flowcharts - dichotomy - graphic models
Convergers - divergers - assimilators - and accommodators


4. Four stages of accelerated learning

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5. Closed questions
Review of objective and key points - review participant benefits - call participants to action - ask participants if they have any questions.
Establish short-term objectives - create an action plan to achieve short-term objectives - allocate resources to the objectives - motivate employees to reach the objectives
Rapid instructional design (RID)
Questions that check for understanding or test for consensus


6. Quantitative
Business needs - performance needs - learning needs - and learner needs
Create safe haven for learning - create a comfortable environment - encourage participation - facilitate more than lecture.
Visual - Auditory - and Kinestethic
Measures of quantity or numbers


7. Four characteristics of effective openers

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8. The two mechanisms the chaos and complexity theory focus on
A variable in whole number or distinct units (opposed to continuous)
Thinking about the whole organization - rather than individuals - and looking primarily at processes
Create a vision - communicate the plan - connect the people - congratulate success
Information - feedback


9. Four steps to prepare for training delivery
Gain understanding or learning objectives - learn the materials - practice the delivery - prepare questions to stimulate learning.
Performance audit
Monetary impact/ROI
Benefit-to-cost ratio (Total Benefit / Total Program Cost)


10. Data
Initiating - planning - executing - controlling - closing
Raw and non-contextual - and can exist in forms usable or not
Learning Content Management System. Software that packages courses and learning materials for print - CD-ROM - and electronic publication.
External and environmental influences


11. Information Architecture
Terminal objectives
Review of objective and key points - review participant benefits - call participants to action - ask participants if they have any questions.
A description or design specification for how information should be treated and organized.
External and environmental influences


12. The linear scale use to rate statements and attitudes
Pilot tests - technical reviews - production reviews
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
Likert scale
problem - establish action plan - clarify values - identify alternatives - discover probable outcomes - eliminate alternatives systematically - start action


13. The theory that describes how intelligences reflect how people prefer to process information
Change is a process not an event. Change management is the process of directing change at each level of an organization.
The multiple dependent variables in a study with multiple independent variables
Growth - exploratory - establishment - maintenance - decline
Multiple intelligences theory


14. Examples of collaborative software
Cause Analysis
Rote skills - and prerequisite material
To improve performance by systematically developing human expertise through organizational development and training
Email - whiteboard - bulletin boards - chat rooms - online presentation tools - WIKIs - Blogs - forums - social sites


15. Content validity

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16. What is an SME
Measures looking at opinions - behaviors - and attributes
Feedback
Subject-matter expert
Numbers or variables used to classify a system


17. The third component of the ASTD HPI model
Benjamin Bloom
Performance audit
Cause Analysis
Measures of quantity or numbers


18. Skills / knowledge areas that SMEs may lack
The most frequently occurring value
Chaos is simple systems generating complicated behavior. Complexity is complicated systems generating simple behavior.
Adult learning theories - instructional design techniques
A variable whose quantification can be broken down into very small units - often called analog (opposed to discrete)


19. Independent
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
Hard data
A variable the influences the dependent variable
Request for proposal. A communication from an organization to potential vendors that defines the organizations needs and how to respond to those needs.


20. The six major factors that influence performance in Gilbert's behavior engineering model
Problem - action learning group - emphasis on careful questioning and listening - resolution to take action - commitment to learning - group facilitator/learning coach
Disengagement - disidentification - disorientation - and disenchantment.
Information - feedback
Information - resources - incentives/consequences - knowledge and skills - capacity - and motivation.


21. The method used to identify all duties - responsibilities - and tasks that make up a single job function or role
Rote skills - and prerequisite material
Slides
Determine business impact - improve the design of the learning experience - determine the content's adequacy
Job analysis


22. Three learner preferences as defined by the VAK model
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
Slides
Visual - Auditory - and Kinestethic
Managers are responsible for their own development - executives are responsible for the development of their subordinates - the organization is responsible for providing growth opportunities


23. The three tasks of business analysis
Presentation software
Identify business goals - clarify those goals - determine specificity and measurability of the goals.
Observe body language
Navigation


24. The purpose of workforce planning
To improve performance by systematically developing human expertise through organizational development and training
Knowledge - skills
Scaling and integrity
Establish scope - create plan - implement plan - monitor/evaluate/revise plan


25. Predictive validity
Suggestopedia
The extent to which an instrument predicts future results
Social contexting - contexting - authority - and concept of time
Perform a front-end analysis


26. The questioning technique that seeks to develop critical thinking and creativity
Cost or budget - lesson content - learner background and expectations - time available - and facilities/equipment/materials
Meta-evaluation
Socratic questioning
Analytical - amiable - drivers - expressive


27. The instructional design model is based on the assumptions that design happens in a context of project management that establishes roles - tasks - timelines - budgets - checkpoints - and supervisory procedures
Behavior
Economic - social - political and legislative - workforce - technological - and competitive.
Seels and Glasgow instructional systems design model
Gain understanding or learning objectives - learn the materials - practice the delivery - prepare questions to stimulate learning.


28. The technique that should account for 50% of the preparation for a presentation
Split-half
Rehersal
Identify performance gaps - gains commitment to learning - constructs practice to close gaps - drives application and reflection to improve competence
Functional context


29. Four ways to create a learning climate based on Knowles' work
Numbers or variables used to rank order a system
Technology - new products - shareholders - financial conditions - system challenges - process challenges - policies
Managerial/administrative - supervisory - functional
Create safe haven for learning - create a comfortable environment - encourage participation - facilitate more than lecture.


30. The collection of strategies for quickly producing instructional packages
Rapid instructional design (RID)
Identify organizational values - development mission - develop vision - develop value statements
Do not discriminate in any aspect of employment based on disabilities - with reasonable accommodations such as interpreters - reading aids - instructional material modifications - etc.
Benjamin Bloom


31. Types of synthesis models
Two-aix matrixes - flowcharts - dichotomy - graphic models
Socratic questioning
Rote skills - and prerequisite material
Questions that check for understanding or test for consensus


32. The six factors an instructional designer must consider before choosing techniques and training materials
Solution Implementation
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
A collection of code containing instructions for a computer to perform a specific action
Cost or budget - lesson content - learner background and expectations - time available - and facilities/equipment/materials


33. The model (a pyramid) from bottom to top is: physiology - safety - belongingness - esteem - and self-actualization

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34. The four quadrants in W.E. (Ned) Herrmann's learning brain model
Capture attention - reveal trainer's style - raise participant's comfort level - introduce the topic of the presentation.
Upper-left cerebral - lower-left limbic - upper-right cerebral - and lower-right limbic
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


35. VR
To systematically plan an organization's future
Virtual Reality. Computer-based technology that gives the user a realistic - 3-D - interactive experience that engages as many senses as possible.
Electronic Performance Support System. Software that provides just-in-time help - guidance - coaching - or assistance to improve job performance.
Email - whiteboard - bulletin boards - chat rooms - online presentation tools - WIKIs - Blogs - forums - social sites


36. What is the best thing to do first when a client wants a designer to develop a training to improve declining business process
Virtual Reality. Computer-based technology that gives the user a realistic - 3-D - interactive experience that engages as many senses as possible.
A measure of the variability of scores from the mean
Perform a front-end analysis
Learner-centered - content-centered


37. The six steps in a training needs assessment
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
Productivity Environmental Preference Survey (PEPS) - Canfield Learning Style Inventory - and Learning Style Questionnaire
Defining objectives - identifying necessary data - selecting data collection methods - collecting data - analyzing and confirming data - and reporting on the data
Learning


38. Four tasks typically done in the job analysis
Managerial/administrative - supervisory - functional
Learning technologies
Create new hire training - develop behavior-based interview questions - write performance objectives - prepare employees for career progression
Robert Mager


39. Three examples of active training techniques
Brainstorming - case studies - and role plays
Technology - new products - shareholders - financial conditions - system challenges - process challenges - policies
Chat rooms are essentially synchronous (real-time) message boards.
Meta-evaluation


40. Qualitative
Benjamin Bloom
A group of people who share a common interest - and are willing to share the experiences of their common interest.
Measures looking at opinions - behaviors - and attributes
Preparation


41. The five characteristics of every job that influence employee motivation
Andragogy - time pressures - goal orientation - previous knowledge and experience - relevent content - levels of motivation - and different learning styles
Hard data
Hypothetical
Skill variety - task identity - task significance - autonomy - feedback


42. Three tools for determining learner preferences
Focused on fundamental shifts in how people view themselves - and intentional alterations of beliefs and values about the world and themselves
Matching current - usually high-potential employees - with future roles within the company to systematic prepare them for a future role
Analytical - amiable - drivers - expressive
Productivity Environmental Preference Survey (PEPS) - Canfield Learning Style Inventory - and Learning Style Questionnaire


43. Level 4 evaluation
Behavior
Misplacing ownership - misaligning incentives - saving recognition - playing favorites - misspeaking praise
Performance audit
Myer-Briggs Type Indicator (MBTI) - DiSC personality profile


44. The core belief of appreciative inquiry theory
Interviews
Skill variety - task identity - task significance - autonomy - feedback
The world is created in conversation
Identify business goals - clarify those goals - determine specificity and measurability of the goals.


45. Things feedback to a learner that answered a question should do
Performance audit
Behavorism
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.
Indicate whether response was correct - explain an incorrect response or clarify a correct response - give instructions on how to proceed


46. The creator of the theory of three types of learning - knowledge - skills - and attitudes
Design
Validity
Reaction
Benjamin Bloom


47. List seven principles of adult learning
Numbers or variables used to classify a system
Ideas - processes - procedures - methods of operation - concepts - principles - and discoveries
Andragogy - time pressures - goal orientation - previous knowledge and experience - relevent content - levels of motivation - and different learning styles
Pareto analysis


48. Tacit knowledge

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49. Steps of managing a change project
Initiating - planning - executing - controlling - closing
Personal space
Information - feedback
Ishikawa - fishbone


50. Five job analysis methods
Productivity Environmental Preference Survey (PEPS) - Canfield Learning Style Inventory - and Learning Style Questionnaire
Interview - survey/questionnaire - observation - focus group - work diary/work log
Chat rooms are essentially synchronous (real-time) message boards.
Psychomotor skills