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Certified Professional In Learning And Performance Cplp

Instructions:

Answer 50 questions in 15 minutes.
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Match each statement with the correct term.
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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. Two examples of performance support systems
Interview - survey/questionnaire - observation - focus group - work diary/work log
Job aids - and EPSS
Reality - feasibility - authority - and learning opportunities
Rapid instructional design (RID)

2. The three competency elements that constitute most jobs
Formulation - Development - Implementation - Evaluation
Managerial/administrative - supervisory - functional
Create new hire training - develop behavior-based interview questions - write performance objectives - prepare employees for career progression
Engage learner's attention - present materials as input to brain - practice with ideas and skills - review to create new connections and applications

3. Four activites to consider when closing a presentation
Form - storm - norm - perform - and adjourn.
To aid in career planning
Opportunity-centered
Review of objective and key points - review participant benefits - call participants to action - ask participants if they have any questions.

4. The six steps in a training needs assessment
Identify organizational values - development mission - develop vision - develop value statements
Problem - action learning group - emphasis on careful questioning and listening - resolution to take action - commitment to learning - group facilitator/learning coach
Defining objectives - identifying necessary data - selecting data collection methods - collecting data - analyzing and confirming data - and reporting on the data
Learning technologies

5. The learning theory that attempts to involve the left and right hemispheres of the brain to make learning more natural
Accelerated Learning
Enabling objectives
Split-half
Observe body language

6. learning object
Socratic questioning
Characteristics of adults as learners (CAL) conceptual framework
Self-contained chunk of instructional material
In statistics - it means probably true

7. The elements of the 4-D cycle
Discovery - Dream - Design - and Destiny
Reality - feasibility - authority - and learning opportunities
- measure - analyze - improve - control
Performance audit

8. scripting
Learning Management System (LMS)
A collection of code containing instructions for a computer to perform a specific action
Discovery - Dream - Design - and Destiny
Culture - vision - strategy - and structure

9. The two management practices similar to complexity theory
Documentation audit - information system survey - identification of external information sources
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.
Questions that check for understanding or test for consensus
Learning organizations - systems thinking

10. Three conditions that warrant multi-rater feedback
Structure and processes - resources - information - knowledge and skills - motives - and wellness.
Weak manager judgments or experience levels - identified talent shortages - organization culture suports structured programs
Information that combined with understanding enables understanding
Request for proposal. A communication from an organization to potential vendors that defines the organizations needs and how to respond to those needs.

11. Five ways to use storytelling
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
Phone - VoIP - online meetings - email - specialized software
Capture attention - help message to be remembered - establish rapport - build credibility - and build team unity.
Monetary impact/ROI

12. The five stages of D. E. Super's developmental framework
Return-on-investment ( (Benefits - Costs) / Costs) * 100
The selection of measurement points which can have a large impact on the research's ability to be generalized
Growth - exploratory - establishment - maintenance - decline
Driving forces - restraining forces - current state - desired state

13. Steps in Pfeiffer and Jones' experiential learning cycle
Social contexting - contexting - authority - and concept of time
Semantic differential
Experiencing - publishing - processing - generalizing - and applying
HPI uses a results-based - systematic approach - HPI focuses on accomplishments before behavior - Organizations are systems.

14. The four areas measured during a training needs assessment
Awareness - modeling - targeted interventions - desensitization - training
Business needs - performance needs - learning needs - and learner needs
Balanced scorecard
A variable in whole number or distinct units (opposed to continuous)

15. The four parts of the International Federation's (ICF) ethical standards
Philosophy of coaching - definition of coaching - standards of ethical coaching conduct - pledge of coaching ethics
Written tests - oral Q&A - performance tests - role plays
Initiating - planning - executing - controlling - closing
Identify performance gaps - gains commitment to learning - constructs practice to close gaps - drives application and reflection to improve competence

16. Mean
To aid in career planning
The sum of the numbers divided by the total number of values
Productivity Environmental Preference Survey (PEPS) - Canfield Learning Style Inventory - and Learning Style Questionnaire
Long-term process for performance improvement based on 1-on-1 interactions where mentee retains the responsibility for improvement

17. Three advantages of interviews as a data gathering technique
Culture - vision - strategy - and structure
The multiple dependent variables in a study with multiple independent variables
Rich data - comparable data across interviews with proper construction of interview protocol - and adds depth to quantative methods
Problem - action learning group - emphasis on careful questioning and listening - resolution to take action - commitment to learning - group facilitator/learning coach

18. What is an SME
Performance Analysis
The world is created in conversation
Subject-matter expert
Learning Management System (LMS)

19. Dependent
Language - speech - environmental - and psychological
The outcome that depends on the independent variable and covariates
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.
Socratic questioning

20. The tasks involved in the formulation phase of strategic development
Solution Implementation
High cost - scheduling difficulties - and temporary (unless learners have opportunity to practice)
Failure to partner - failure to consider culture - failure to manage change - and failure to adapt to the client.
Identify organizational values - development mission - develop vision - develop value statements

21. Types of formative evaluation
A variable in whole number or distinct units (opposed to continuous)
The expected range of a measurement
Long-term process for performance improvement based on 1-on-1 interactions where mentee retains the responsibility for improvement
Pilot tests - technical reviews - production reviews

22. The purpose of an after-action review

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23. The philosophy of teaching focusing on the instructor rather than the participant - and is generally used to in reference to teaching children
Adult learning theories - instructional design techniques
Formulation - Development - Implementation - Evaluation
Rote skills
Pedagogy

24. The type of results produced by quantative methods
A description or design specification for how information should be treated and organized.
Hard data
Rote skills - and prerequisite material
Experiential learning

25. The e-Learning techniques allows learners to personally assess what can be learned - the value of the content - and the difficulty of the content
Establish scope - create plan - implement plan - monitor/evaluate/revise plan
Cross-functional - cross-country/international
Learning Management System. Software that automates administration - tracking - and reporting of learning events (ILT and online).
Navigation

26. BE
Breakeven ( ( Program Costs / Investment ) / ( Benefits / Cash Inflow) )
Productivity Environmental Preference Survey (PEPS) - Canfield Learning Style Inventory - and Learning Style Questionnaire
Ishikawa - fishbone
Numbers or variables used to classify a system

27. Four things a coach does
Performance audit
Identify performance gaps - gains commitment to learning - constructs practice to close gaps - drives application and reflection to improve competence
Semantic differential
Perform a front-end analysis

28. Four cases when a trainer should not use a chart pack
Socratic questioning
Information that combined with understanding enables understanding
Suggestopedia
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.

29. Change management
An HTML tag identifying the context of the contents on a website or knowledge base.
Change is a process not an event. Change management is the process of directing change at each level of an organization.
HPI uses a results-based - systematic approach - HPI focuses on accomplishments before behavior - Organizations are systems.
Suggestopedia

30. Four phases of succession planning
Establish scope - create plan - implement plan - monitor/evaluate/revise plan
Ideas - processes - procedures - methods of operation - concepts - principles - and discoveries
Howard Gardner
Cause Analysis

31. Extant
Written tests - oral Q&A - performance tests - role plays
Balanced scorecard
Data from archival records - existing records - report - and data
Convergers - divergers - assimilators - and accommodators

32. Types of synthesis models
Two-aix matrixes - flowcharts - dichotomy - graphic models
Sorting - tabulating - and comparing raw to summarized data
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.
External coaching - internal coaching

33. Two influences of great effect on employee motivation
Management - performance
Time and resource intensive - undue influence of vocal member(s) - difficult to facilitate with a single facilitator to encourage participation and take notes
Form - storm - norm - perform - and adjourn.
Computer-based training. Any learning event that uses computers as the primary distributions method.

34. succession planning
Matching current - usually high-potential employees - with future roles within the company to systematic prepare them for a future role
Cause Analysis
Something that disrupts the flow of information between source and receiver
Semantic differential

35. The seating arrangement is the least conducive to stimulating group discussion
Theatre style
A collection of code containing instructions for a computer to perform a specific action
Learning style
Reality - feasibility - authority - and learning opportunities

36. The two mechanisms the chaos and complexity theory focus on
Asynchronous
Information - feedback
Speed - quantity - quality/accuracy - thoroughness - timeliness
In statistics - it means probably true

37. Software that automates the administration of training
Brainstorming - case studies - and role plays
Navigation
Learning Management System (LMS)
The minimum time schedule for completing all the tasks in a project with several overlapping or dependent tasks.

38. Sampling

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39. Three examples of active training techniques
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
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
HPI uses a results-based - systematic approach - HPI focuses on accomplishments before behavior - Organizations are systems.
Brainstorming - case studies - and role plays

40. Types of Level 5 instruments
Reality - feasibility - authority - and learning opportunities
Brainstorming - case studies - and role plays
Control groups - management estimates - extant data - external studies
Measures of quantity or numbers

41. The five factors that affect human performance
Icebreakers do not have to relate to the session materials. Opening exercise introduces the session materials being taught.
Knowledge - skills - desire - environment - and opportunity
DMAIC methodology - IPO model - flowcharting - evaluation models
Ishikawa - fishbone

42. Four tools and techniques related to six sigma
Thinking about the whole organization - rather than individuals - and looking primarily at processes
Harless' front-end analysis model
Cross-functional - cross-country/international
DMAIC methodology - IPO model - flowcharting - evaluation models

43. The tasks involved in the evaluation phase of strategic development
Formulation - Development - Implementation - Evaluation
Review strategies - measure performance - take correction action
Walk towards a participant as they speak
Diagnose the problem - generate alternative actions/behaviors - identify consequences for those actions/behaviors

44. The purpose of strategic planning

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45. The theory that describes how intelligences reflect how people prefer to process information
Validity
Email - whiteboard - bulletin boards - chat rooms - online presentation tools - WIKIs - Blogs - forums - social sites
The extent to which an instrument represents the program's content
Multiple intelligences theory

46. 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.
Learning Management System (LMS)
Electronic performance support system (EPSS)
Capture attention - reveal trainer's style - raise participant's comfort level - introduce the topic of the presentation.

47. The facilitation tool that can create just enough tension to get people thinking
Social contexting - contexting - authority - and concept of time
Silence
Pilot tests - technical reviews - production reviews
Problem - action learning group - emphasis on careful questioning and listening - resolution to take action - commitment to learning - group facilitator/learning coach

48. Malcolm Knowles' work tipped the instructional systems design scale. The two ends of that scale
The selection of measurement points which can have a large impact on the research's ability to be generalized
Identify performance gaps - gains commitment to learning - constructs practice to close gaps - drives application and reflection to improve competence
Learner-centered - content-centered
Hypothetical

49. Contrast mentoring to coaching
Weak manager judgments or experience levels - identified talent shortages - organization culture suports structured programs
Knowledge - skills - desire - environment - and opportunity
Time and resource intensive - undue influence of vocal member(s) - difficult to facilitate with a single facilitator to encourage participation and take notes
Mentoring is longer term - and mentors do not have responsibility for participants improvement.

50. Quantitative
Behavorism
Measures of quantity or numbers
Terminal objectives
Learning

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