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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. Mentoring
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.
Long-term process for performance improvement based on 1-on-1 interactions where mentee retains the responsibility for improvement
Mentoring is longer term - and mentors do not have responsibility for participants improvement.

2. The way a person prefers to learn new content
Learning organizations - systems thinking
Cross-functional - cross-country/international
Learning style
A description or design specification for how information should be treated and organized.

3. The six steps in a training needs assessment
Defining objectives - identifying necessary data - selecting data collection methods - collecting data - analyzing and confirming data - and reporting on the data
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.
The process that enables organizations to create short reference materials with relevant information by reducing information into codified - categorized - and reusable content.
The expected range of a measurement

4. 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
Dictatorship - anarchy - democracy
Structures - patterns - events
Visual - Auditory - and Kinestethic

5. Contrast synchronous to asynchronous e-learning
Information - feedback
Functional context
Surveys
Synchrononous occurs at a given time with a live instructor. Asynchronous is self-paced and available at any time.

6. The components of the action learning formula
L = P + Q + R. Learning - Programmed instruction - Questioning - Reflection
Image oriented - interactive - immediate - and intimate.
Facilitation is used to involve participants - and to help them learn from one another.
Numbers or variables used to classify a system

7. The diagnostic model that identifies the performance problem cause - based on cause driving solution

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8. The topics of the A-B-C-D training development process
Scaling and integrity
- measure - analyze - improve - control
Audience - behavior - condition - and degree
Perform a front-end analysis

9. Median
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
Rote skills - and prerequisite material
Brainstorming - case studies - and role plays

10. Three conditions that warrant multi-rater feedback
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
Presentation software
Weak manager judgments or experience levels - identified talent shortages - organization culture suports structured programs
Email - whiteboard - bulletin boards - chat rooms - online presentation tools - WIKIs - Blogs - forums - social sites

11. Information Chunking
The process that enables organizations to create short reference materials with relevant information by reducing information into codified - categorized - and reusable content.
L = P + Q + R. Learning - Programmed instruction - Questioning - Reflection
A variable the influences the dependent variable
To systematically plan an organization's future

12. The fourth component of the ASTD HPI model
Pilot tests - technical reviews - production reviews
Feedback
Reliability
Solution Selection

13. Level 5 evaluation
Behavior
Reaction
Monetary impact/ROI
Simulations

14. Contrast mentoring to coaching
Behavorism
Measures of quantity or numbers
The world is created in conversation
Mentoring is longer term - and mentors do not have responsibility for participants improvement.

15. Three basic management styles
Knowledge - skills
Learning organizations - systems thinking
Dictatorship - anarchy - democracy
A variable that can have one of two possible values.

16. What is the primary reason for 360-degree feedback
Benjamin Bloom
To aid in career planning
L = P + Q + R. Learning - Programmed instruction - Questioning - Reflection
High cost - scheduling difficulties - and temporary (unless learners have opportunity to practice)

17. Four ways to create a learning climate based on Knowles' work
A variable the influences the dependent variable
Create safe haven for learning - create a comfortable environment - encourage participation - facilitate more than lecture.
Information - resources - incentives/consequences - knowledge and skills - capacity - and motivation.
Audience - Behavior - Condition - and Degree

18. Four phases of succession planning
Establish scope - create plan - implement plan - monitor/evaluate/revise plan
Growth - exploratory - establishment - maintenance - decline
Awareness - modeling - targeted interventions - desensitization - training
Cost-effectiveness - accessibility and application - learner access - and self-direction

19. Change management
Electronic Performance Support System. Software that provides just-in-time help - guidance - coaching - or assistance to improve job performance.
Change is a process not an event. Change management is the process of directing change at each level of an organization.
Competing - accommodating - avoiding - collaborating - and compromising.
Presentation software

20. Exercises that include a form of real-life situation that allows participants to practice is called
Documentation audit - information system survey - identification of external information sources
Simulations
Knowledge in one's personal memory - includes judgment - insights - experience - know-how - personal beliefs - and personal values.
Solution Implementation

21. The processes performance management is primarily concerned with
Data - Information - Knowledge
Developing employees - motivating employees - deploying employees - aligning people to process to increase performance
The mid-point of the distribution - 50% of the values are above/below this value
Awareness - modeling - targeted interventions - desensitization - training

22. The method by which a trainer recognize signs of boredom - disinterest - or lack of understanding
A visual tools used to systematically describe actions/behaviors in a sequential flow - including all the steps and tasks for that process flow.
Self-contained chunk of instructional material
Questions that check for understanding or test for consensus
Observe body language

23. The first component of the ASTD HPI model
Sorting - tabulating - and comparing raw to summarized data
Business Analysis
Interview - survey/questionnaire - observation - focus group - work diary/work log
Robert Mager

24. Mean
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
Do not discriminate in any aspect of employment based on disabilities - with reasonable accommodations such as interpreters - reading aids - instructional material modifications - etc.
The sum of the numbers divided by the total number of values
A group of people who share a common interest - and are willing to share the experiences of their common interest.

25. Closed questions
Focused on fundamental shifts in how people view themselves - and intentional alterations of beliefs and values about the world and themselves
Questions that check for understanding or test for consensus
A description or design specification for how information should be treated and organized.
Balanced scorecard

26. The final behavioral outcomes of a specific instructional event
Return-on-investment ( (Benefits - Costs) / Costs) * 100
Adult learning theories - instructional design techniques
Learning Management System. Software that automates administration - tracking - and reporting of learning events (ILT and online).
Terminal objectives

27. Three tools for determining learner preferences
Learning Management System (LMS)
Capture attention - help message to be remembered - establish rapport - build credibility - and build team unity.
Productivity Environmental Preference Survey (PEPS) - Canfield Learning Style Inventory - and Learning Style Questionnaire
Maslow's hierarchy

28. The three levels of problems in systems thinking
Structures - patterns - events
Asynchronous
High cost - scheduling difficulties - and temporary (unless learners have opportunity to practice)
The process that enables organizations to create short reference materials with relevant information by reducing information into codified - categorized - and reusable content.

29. Four barriers to communication during training delivery
Cause Analysis
Seels and Glasgow instructional systems design model
The selection of measurement points which can have a large impact on the research's ability to be generalized
Language - speech - environmental - and psychological

30. Five stages of Tuckman's team-maturing model
Identify performance gaps - gains commitment to learning - constructs practice to close gaps - drives application and reflection to improve competence
Visual - Auditory - and Kinestethic
Form - storm - norm - perform - and adjourn.
Facilitation is used to involve participants - and to help them learn from one another.

31. The components of the VAK model
Visual - Auditory - and Kinestethic
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
Simulations
Documentation audit - information system survey - identification of external information sources

32. Open questions
Email - whiteboard - bulletin boards - chat rooms - online presentation tools - WIKIs - Blogs - forums - social sites
Facilitation is used to involve participants - and to help them learn from one another.
Developing employees - motivating employees - deploying employees - aligning people to process to increase performance
Questions that stimulate discussion

33. the meaning of significant - in a statistical context
In statistics - it means probably true
Entertainment - interaction - control - usability - and customization
Information - feedback
Psychomotor skills

34. Four cases when a trainer should not use a chart pack
Learning organizations - systems thinking
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.
Sequence
Data from archival records - existing records - report - and data

35. The four areas measured during a training needs assessment
Asynchronous
Gain understanding or learning objectives - learn the materials - practice the delivery - prepare questions to stimulate learning.
Business needs - performance needs - learning needs - and learner needs
Performance audit

36. List six categories of HPI solutions
Characteristics of adults as learners (CAL) conceptual framework
Philosophy of coaching - definition of coaching - standards of ethical coaching conduct - pledge of coaching ethics
Structure and processes - resources - information - knowledge and skills - motives - and wellness.
Request for proposal. A communication from an organization to potential vendors that defines the organizations needs and how to respond to those needs.

37. The three tasks of business analysis
Culture - vision - strategy - and structure
When the cause of the problem is a lack of knowledge or skills
Identify business goals - clarify those goals - determine specificity and measurability of the goals.
Create new hire training - develop behavior-based interview questions - write performance objectives - prepare employees for career progression

38. Knowledge management
Passive - active - empathetic - listening for knowledge - listening for clarification
Learning Management System. Software that automates administration - tracking - and reporting of learning events (ILT and online).
Electronic Performance Support System. Software that provides just-in-time help - guidance - coaching - or assistance to improve job performance.
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

39. Discrete
Defining objectives - identifying necessary data - selecting data collection methods - collecting data - analyzing and confirming data - and reporting on the data
A variable in whole number or distinct units (opposed to continuous)
Central tendency
Eager to succeed - open to support - interested in different tactics/methods and trying those out - learning oriented

40. The factors that are defined during the performance gap analysis
Focused on fundamental changes to thinking patterns and behaviors
Terminal objectives
Ideas - processes - procedures - methods of operation - concepts - principles - and discoveries
Driving forces - restraining forces - current state - desired state

41. Dependent
Job aids - and EPSS
Maslow's hierarchy
Maslow's hierarchy - McGregor's Theory X and Y of management
The outcome that depends on the independent variable and covariates

42. Four activites to consider when closing a presentation
Review of objective and key points - review participant benefits - call participants to action - ask participants if they have any questions.
Focused on learning and using new necessary skills through incremental change
Focused on fundamental shifts in how people view themselves - and intentional alterations of beliefs and values about the world and themselves
Opener - bridge - main body - and close

43. The HPI tool used to collect current performance - learner analysis - and business needs
Interviews
Developing employees - motivating employees - deploying employees - aligning people to process to increase performance
Ideas - processes - procedures - methods of operation - concepts - principles - and discoveries
Groupthink

44. The four dimensions of personality per the Myers-Briggs Type Indicator
Extroversion/Introversion - Sensing/Intuition - Thinking/Feeling - Judgment/Perception
Rote skills - and prerequisite material
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.
Engage learner's attention - present materials as input to brain - practice with ideas and skills - review to create new connections and applications

45. The tool instructors can leverage from WBT to immediately determine a group's understanding of the material
Behavior
Formative evaluation
Polling questions
Economic - social - political and legislative - workforce - technological - and competitive.

46. Types of formative evaluation
When the cause of the problem is a lack of knowledge or skills
To aid in career planning
Learner characteristics like age - educational background - cultural background - learner expectations - and learn motivation to attend
Pilot tests - technical reviews - production reviews

47. Four characteristics of effective openers

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48. The steps of a needs analysis
Understandable - accurate - functional
Indicate whether response was correct - explain an incorrect response or clarify a correct response - give instructions on how to proceed
External/organizational scans - identify business needs - identify change initiatives - collect data - analyze data - report on the data - design the change initiative
Structure

49. Steps in Pfeiffer and Jones' experiential learning cycle
Maslow's hierarchy - McGregor's Theory X and Y of management
Growth - exploratory - establishment - maintenance - decline
Experiencing - publishing - processing - generalizing - and applying
Harless' front-end analysis model

50. The elements of the 4-D cycle
To improve performance by systematically developing human expertise through organizational development and training
Discovery - Dream - Design - and Destiny
Multiple intelligences theory
Learning technologies