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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. 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