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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 sixth component of the ASTD HPI model
Eager to succeed - open to support - interested in different tactics/methods and trying those out - learning oriented
Characteristics of adults as learners (CAL) conceptual framework
Evaluation
Accelerated Learning

2. What is an SME
Audience - behavior - condition - and degree
A variable in whole number or distinct units (opposed to continuous)
Subject-matter expert
Cost or budget - lesson content - learner background and expectations - time available - and facilities/equipment/materials

3. Three process principles of strategic management development that are likely to remain constant across organizations
Review of objective and key points - review participant benefits - call participants to action - ask participants if they have any questions.
Discovery - Dream - Design - and Destiny
Managers are responsible for their own development - executives are responsible for the development of their subordinates - the organization is responsible for providing growth opportunities
The mid-point of the distribution - 50% of the values are above/below this value

4. The elements of the 4-D cycle
Discovery - Dream - Design - and Destiny
Learning Management System. Software that automates administration - tracking - and reporting of learning events (ILT and online).
Something that disrupts the flow of information between source and receiver
Data that has been given context

5. The processes performance management is primarily concerned with
Developing employees - motivating employees - deploying employees - aligning people to process to increase performance
External coaching - internal coaching
Managers are responsible for their own development - executives are responsible for the development of their subordinates - the organization is responsible for providing growth opportunities
Low frequency - high complexity - high consequence of error - high probability of change in the future

6. The type of question - often starting with 'what if ...' - that is used to get learners to thinking freely
Opportunity-centered
When the cause of the problem is a lack of knowledge or skills
Enabling objectives
Hypothetical

7. The six factors an instructional designer must consider before choosing techniques and training materials
Kurt Lewin's forcefield analysis
Structure
Cost or budget - lesson content - learner background and expectations - time available - and facilities/equipment/materials
Mentoring is longer term - and mentors do not have responsibility for participants improvement.

8. Four characteristics of effective openers

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9. Discrete
Something that disrupts the flow of information between source and receiver
Understandable - accurate - functional
A variable in whole number or distinct units (opposed to continuous)
A variable the influences the dependent variable

10. When is training the appropriate solution to a performance problem
Functional context
Control groups - management estimates - extant data - external studies
Questionnaires - follow-up interviews - observation checklists
When the cause of the problem is a lack of knowledge or skills

11. What is the primary reason for 360-degree feedback
Managerial/administrative - supervisory - functional
Structure
To aid in career planning
The sum of the numbers divided by the total number of values

12. The three major tasks of analyzing data
Sorting - tabulating - and comparing raw to summarized data
A variable in whole number or distinct units (opposed to continuous)
Facilitators establish the initial mood or climate of the class experience - and clarify the purpose of individuals as well as the general purposes of the group
Two-aix matrixes - flowcharts - dichotomy - graphic models

13. Two types of coaching situations that primarily differ on the degree of confidentiality and sensitivity
Technical competence - people skills - conceptual skills - results - taste - judgment - character
Developing employees - motivating employees - deploying employees - aligning people to process to increase performance
External coaching - internal coaching
Structures - patterns - events

14. RFP
Request for proposal. A communication from an organization to potential vendors that defines the organizations needs and how to respond to those needs.
Harless' front-end analysis model
Constraints analysis
When the cause of the problem is a lack of knowledge or skills

15. Triple-loop learning
Slides
DMAIC methodology - IPO model - flowcharting - evaluation models
Audience - Behavior - Condition - and Degree
Focused on fundamental shifts in how people view themselves - and intentional alterations of beliefs and values about the world and themselves

16. Four cases when a trainer should not use a chart pack
Evaluation
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.
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
Results

17. The three parts of the problem-solving model
Job aids - and EPSS
Diagnose the problem - generate alternative actions/behaviors - identify consequences for those actions/behaviors
Create new hire training - develop behavior-based interview questions - write performance objectives - prepare employees for career progression
L = P + Q + R. Learning - Programmed instruction - Questioning - Reflection

18. BE
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
Breakeven ( ( Program Costs / Investment ) / ( Benefits / Cash Inflow) )
Computer-based training. Any learning event that uses computers as the primary distributions method.
Preparation

19. Things feedback to a learner that answered a question should do
Cognitive
Constraints analysis
Questionnaires - follow-up interviews - observation checklists
Indicate whether response was correct - explain an incorrect response or clarify a correct response - give instructions on how to proceed

20. The tell approach to learning - based on the theory that learning occurs through exposure to logically presented information - usually involving lecture
Slides
Cognitivism
The mid-point of the distribution - 50% of the values are above/below this value
External and environmental influences

21. VR
Scaling and integrity
Psychomotor skills
Return-on-investment ( (Benefits - Costs) / Costs) * 100
Virtual Reality. Computer-based technology that gives the user a realistic - 3-D - interactive experience that engages as many senses as possible.

22. The technique trainers should use when a presentation is formal and should present a professional image
Slides
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
Solution Selection
Subject-matter expert

23. Qualitative
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
Measures looking at opinions - behaviors - and attributes
Time and resource intensive - undue influence of vocal member(s) - difficult to facilitate with a single facilitator to encourage participation and take notes
The selection of measurement points which can have a large impact on the research's ability to be generalized

24. The creator of the theory of three types of learning - knowledge - skills - and attitudes
The multiple dependent variables in a study with multiple independent variables
Benjamin Bloom
Performance Analysis
Self-study guides - job aids - instructor-led materials - technology-delivered training deliverables - assessments

25. The other names for a cause-and-effect diagram
Ishikawa - fishbone
- measure - analyze - improve - control
Self-study guides - job aids - instructor-led materials - technology-delivered training deliverables - assessments
Upper-left cerebral - lower-left limbic - upper-right cerebral - and lower-right limbic

26. The tasks involved in the evaluation phase of strategic development
Review strategies - measure performance - take correction action
High cost - scheduling difficulties - and temporary (unless learners have opportunity to practice)
Walk towards a participant as they speak
Initiating - planning - executing - controlling - closing

27. The four characteristics of online communication
Image oriented - interactive - immediate - and intimate.
Social contexting - contexting - authority - and concept of time
Learning style
Time and resource intensive - undue influence of vocal member(s) - difficult to facilitate with a single facilitator to encourage participation and take notes

28. Knowledge Mapping
The process that connects information - education - expertise - and practical application of people in an organization for the purposes of sharing and access.
problem - establish action plan - clarify values - identify alternatives - discover probable outcomes - eliminate alternatives systematically - start action
Cognitivism
Terminal objectives

29. Process Map
Focused on fundamental shifts in how people view themselves - and intentional alterations of beliefs and values about the world and themselves
Solution Implementation
A visual tools used to systematically describe actions/behaviors in a sequential flow - including all the steps and tasks for that process flow.
Learning organizations - systems thinking

30. The six interactive and interdependent components of an action learning program
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
Behavior
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
Problem - action learning group - emphasis on careful questioning and listening - resolution to take action - commitment to learning - group facilitator/learning coach

31. Four phases of succession planning
Current organization climate - available resources
Results
Identify business goals - clarify those goals - determine specificity and measurability of the goals.
Establish scope - create plan - implement plan - monitor/evaluate/revise plan

32. The third component of the ASTD HPI model
Job aids - and EPSS
Computer-based training. Any learning event that uses computers as the primary distributions method.
Psychomotor skills
Cause Analysis

33. ROI
Create safe haven for learning - create a comfortable environment - encourage participation - facilitate more than lecture.
Weak manager judgments or experience levels - identified talent shortages - organization culture suports structured programs
Create new hire training - develop behavior-based interview questions - write performance objectives - prepare employees for career progression
Return-on-investment ( (Benefits - Costs) / Costs) * 100

34. LMS
Learning Management System. Software that automates administration - tracking - and reporting of learning events (ILT and online).
Computer-based training. Any learning event that uses computers as the primary distributions method.
Ginzberg's theory
Something that disrupts the flow of information between source and receiver

35. The fifth component of the ASTD HPI model
Polling questions
Questionnaires - follow-up interviews - observation checklists
Solution Implementation
Form - storm - norm - perform - and adjourn.

36. Five technologies that can be used to connect clients to coaches
The mid-point of the distribution - 50% of the values are above/below this value
Phone - VoIP - online meetings - email - specialized software
Theatre style
Honesty - fairness - lawfulness - compassion - respect - loyalty - dependability

37. The four dimensions of personality per the Myers-Briggs Type Indicator
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
Entertainment - interaction - control - usability - and customization
Extroversion/Introversion - Sensing/Intuition - Thinking/Feeling - Judgment/Perception
Measures looking at opinions - behaviors - and attributes

38. Double-loop learning
Understandable - accurate - functional
Focused on fundamental changes to thinking patterns and behaviors
Cost or budget - lesson content - learner background and expectations - time available - and facilities/equipment/materials
problem - establish action plan - clarify values - identify alternatives - discover probable outcomes - eliminate alternatives systematically - start action

39. The first component of the ASTD HPI model
Theatre style
Job aids - and EPSS
Business Analysis
Something that disrupts the flow of information between source and receiver

40. Mode
The most frequently occurring value
Presentation software
Visual - Auditory - and Kinestethic
Monetary impact/ROI

41. Four characteristics of tasks that are well-suited for job aids
Numbers or variables used to classify a system
Design
Low frequency - high complexity - high consequence of error - high probability of change in the future
Sorting - tabulating - and comparing raw to summarized data

42. The seven steps in Krumboltz's DECIDES model
The selection of measurement points which can have a large impact on the research's ability to be generalized
problem - establish action plan - clarify values - identify alternatives - discover probable outcomes - eliminate alternatives systematically - start action
Image oriented - interactive - immediate - and intimate.
Chat rooms are essentially synchronous (real-time) message boards.

43. Four basic components of a process
A variable the influences the dependent variable
The selection of measurement points which can have a large impact on the research's ability to be generalized
Inputs - outputs - process controls - and resources.
Opener - bridge - main body - and close

44. The five principles of andragogy
Learner self-concept - Learner prior experience - Readiness to learn - Orientation to learning - and Motivation to learn
Establish scope - create plan - implement plan - monitor/evaluate/revise plan
Identify performance gaps - gains commitment to learning - constructs practice to close gaps - drives application and reflection to improve competence
Learner characteristics like age - educational background - cultural background - learner expectations - and learn motivation to attend

45. The core belief of appreciative inquiry theory
Honesty - fairness - lawfulness - compassion - respect - loyalty - dependability
Focused on learning and using new necessary skills through incremental change
Phone - VoIP - online meetings - email - specialized software
The world is created in conversation

46. the meaning of significant - in a statistical context
Data that has been given context
In statistics - it means probably true
A visual tools used to systematically describe actions/behaviors in a sequential flow - including all the steps and tasks for that process flow.
Awareness - modeling - targeted interventions - desensitization - training

47. List David Kolk's four learning styles
Structures - patterns - events
Convergers - divergers - assimilators - and accommodators
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
Characteristics of adults as learners (CAL) conceptual framework

48. The four most important skills for a coach
Communication - client motivation - self-management - technical skills
- measure - analyze - improve - control
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
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

49. The tool instructors can leverage from WBT to immediately determine a group's understanding of the material
Polling questions
Pareto analysis
Initiating - planning - executing - controlling - closing
Opportunity-centered

50. Four stages of transition through M&As
Ginzberg's theory
Disengagement - disidentification - disorientation - and disenchantment.
Job aids - and EPSS
Visual - Auditory - and Kinestethic