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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. LCMS
An unknown or uncontrolled variable that produces an effect
Identify organizational values - development mission - develop vision - develop value statements
Learning Content Management System. Software that packages courses and learning materials for print - CD-ROM - and electronic publication.
Structure and processes - resources - information - knowledge and skills - motives - and wellness.

2. The topics of the A-B-C-D training development process
Capture attention - reveal trainer's style - raise participant's comfort level - introduce the topic of the presentation.
Gain understanding or learning objectives - learn the materials - practice the delivery - prepare questions to stimulate learning.
Audience - behavior - condition - and degree
Documentation audit - information system survey - identification of external information sources

3. PERT
Productivity Environmental Preference Survey (PEPS) - Canfield Learning Style Inventory - and Learning Style Questionnaire
Learning
Proxemics
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.

4. scripting
A collection of code containing instructions for a computer to perform a specific action
The multiple dependent variables in a study with multiple independent variables
Raw and non-contextual - and can exist in forms usable or not
Howard Gardner

5. List 10 types of root causes

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6. The four characteristics of online communication
Skill variety - task identity - task significance - autonomy - feedback
Image oriented - interactive - immediate - and intimate.
Objectivity - confidentiality
Change Management

7. The type of learning that E-Learning is outstanding for teaching because it has infinite patience
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
Documentation audit - information system survey - identification of external information sources
Benefit-to-cost ratio (Total Benefit / Total Program Cost)
Rote skills

8. The six steps in a training needs assessment
Structure
Engage learner's attention - present materials as input to brain - practice with ideas and skills - review to create new connections and applications
Rote skills - and prerequisite material
Defining objectives - identifying necessary data - selecting data collection methods - collecting data - analyzing and confirming data - and reporting on the data

9. The six major factors that influence performance in Gilbert's behavior engineering model
Information - resources - incentives/consequences - knowledge and skills - capacity - and motivation.
Growth - exploratory - establishment - maintenance - decline
Passive - active - empathetic - listening for knowledge - listening for clarification
Establish short-term objectives - create an action plan to achieve short-term objectives - allocate resources to the objectives - motivate employees to reach the objectives

10. BE
Questions that stimulate discussion
Discovery - Dream - Design - and Destiny
Establish scope - create plan - implement plan - monitor/evaluate/revise plan
Breakeven ( ( Program Costs / Investment ) / ( Benefits / Cash Inflow) )

11. Types of Level 3 instruments
Self-contained chunk of instructional material
Diagnose the problem - generate alternative actions/behaviors - identify consequences for those actions/behaviors
Charts - graphs
Action plans - interviews - questionnaires - focus groups - performance contracts

12. Types of Level 1 instruments
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
Knowledge - skills - desire - environment - and opportunity
Questionnaires - follow-up interviews - observation checklists
Opener - bridge - main body - and close

13. The two primary tools for the visual display of quantitative data
Charts - graphs
Job aids - and EPSS
Upper-left cerebral - lower-left limbic - upper-right cerebral - and lower-right limbic
Formative evaluation

14. Information Chunking
Performance records - direct observation - supervisor checklists
Indicate whether response was correct - explain an incorrect response or clarify a correct response - give instructions on how to proceed
The process that enables organizations to create short reference materials with relevant information by reducing information into codified - categorized - and reusable content.
A collection of code containing instructions for a computer to perform a specific action

15. Four phases of succession planning
Likert scale
Establish scope - create plan - implement plan - monitor/evaluate/revise plan
In statistics - it means probably true
A variable whose quantification can be broken down into very small units - often called analog (opposed to discrete)

16. The seven attributes essential for leadership per Warren Bennis
L = P + Q + R. Learning - Programmed instruction - Questioning - Reflection
Identify performance gaps - gains commitment to learning - constructs practice to close gaps - drives application and reflection to improve competence
Maslow's hierarchy - McGregor's Theory X and Y of management
Technical competence - people skills - conceptual skills - results - taste - judgment - character

17. The term for the relationship of people's positions in space
Validity
Understandable - accurate - functional
Groupthink
Proxemics

18. The method by which a trainer recognize signs of boredom - disinterest - or lack of understanding
High cost - scheduling difficulties - and temporary (unless learners have opportunity to practice)
Icebreakers do not have to relate to the session materials. Opening exercise introduces the session materials being taught.
To improve performance by systematically developing human expertise through organizational development and training
Observe body language

19. Software that automates the administration of training
Learning Management System (LMS)
Request for proposal. A communication from an organization to potential vendors that defines the organizations needs and how to respond to those needs.
A visual tools used to systematically describe actions/behaviors in a sequential flow - including all the steps and tasks for that process flow.
A measure of the variability of scores from the mean

20. The theory that describes how intelligences reflect how people prefer to process information
Determine business impact - improve the design of the learning experience - determine the content's adequacy
Cognitive
Two-aix matrixes - flowcharts - dichotomy - graphic models
Multiple intelligences theory

21. The four dimensions of personality per the Myers-Briggs Type Indicator
Establish short-term objectives - create an action plan to achieve short-term objectives - allocate resources to the objectives - motivate employees to reach the objectives
To systematically plan an organization's future
Extroversion/Introversion - Sensing/Intuition - Thinking/Feeling - Judgment/Perception
Productivity Environmental Preference Survey (PEPS) - Canfield Learning Style Inventory - and Learning Style Questionnaire

22. Three process principles of strategic management development that are likely to remain constant across organizations
Managers are responsible for their own development - executives are responsible for the development of their subordinates - the organization is responsible for providing growth opportunities
Measures of quantity or numbers
Kurt Lewin's forcefield analysis
External and environmental influences

23. Level 3 evaluation
The selection of measurement points which can have a large impact on the research's ability to be generalized
HPI uses a results-based - systematic approach - HPI focuses on accomplishments before behavior - Organizations are systems.
Learning
Results

24. The three levels of problems in systems thinking
Structures - patterns - events
Rote skills
Harless' front-end analysis model
Questionnaires - follow-up interviews - observation checklists

25. The process that measures if the practitioner measured what they intended to measure
Learning technologies
Feedback
Technology - new products - shareholders - financial conditions - system challenges - process challenges - policies
Validity

26. Median
Focused on fundamental changes to thinking patterns and behaviors
Charts - graphs
Audience - behavior - condition - and degree
The mid-point of the distribution - 50% of the values are above/below this value

27. The fourth component of the ASTD HPI model
Separation of place - time - or both among learners - instructors - and learning resources; Interactions are conducted through one or mode media.
To improve performance by systematically developing human expertise through organizational development and training
Learning organizations - systems thinking
Solution Selection

28. The difference between an icebreaker and an opening exercise
Brainstorming - case studies - and role plays
Icebreakers do not have to relate to the session materials. Opening exercise introduces the session materials being taught.
problem - establish action plan - clarify values - identify alternatives - discover probable outcomes - eliminate alternatives systematically - start action
Semantic differential

29. Three basic management styles
Visual - Auditory - and Kinestethic
Socratic questioning
Dictatorship - anarchy - democracy
Form - storm - norm - perform - and adjourn.

30. The guidelines Carl Rogers describes as critical elements to remember in adult learning situations
Constraints analysis
Capture attention - help message to be remembered - establish rapport - build credibility - and build team unity.
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
Groupthink

31. The instrument where participants rate two contrasting ideas or words by circling points on a line
Indicate whether response was correct - explain an incorrect response or clarify a correct response - give instructions on how to proceed
Semantic differential
Defining objectives - identifying necessary data - selecting data collection methods - collecting data - analyzing and confirming data - and reporting on the data
Sorting - tabulating - and comparing raw to summarized data

32. The four quadrants in W.E. (Ned) Herrmann's learning brain model
Structure
Upper-left cerebral - lower-left limbic - upper-right cerebral - and lower-right limbic
Ginzberg's theory
Learning style

33. Triple-loop learning
Focused on fundamental shifts in how people view themselves - and intentional alterations of beliefs and values about the world and themselves
Cross-functional - cross-country/international
Benefit-to-cost ratio (Total Benefit / Total Program Cost)
Audience - Behavior - Condition - and Degree

34. Who is credited with the idea that learning objectives should contain a condition statement - a performance statement - and a criterion statement
Robert Mager
Action plans - interviews - questionnaires - focus groups - performance contracts
Bloom's taxonomy - six sigma - Kepner-Tregoe
The selection of measurement points which can have a large impact on the research's ability to be generalized

35. Karl Albrecht's progressive psychological phases of change response
Monetary impact/ROI
An HTML tag identifying the context of the contents on a website or knowledge base.
Threat - problem - solution - habit
Gain understanding or learning objectives - learn the materials - practice the delivery - prepare questions to stimulate learning.

36. The five characteristics of every job that influence employee motivation
An unknown or uncontrolled variable that produces an effect
Eager to succeed - open to support - interested in different tactics/methods and trying those out - learning oriented
Skill variety - task identity - task significance - autonomy - feedback
Constraints analysis

37. Malcolm Knowles' work tipped the instructional systems design scale. The two ends of that scale
Action plans - interviews - questionnaires - focus groups - performance contracts
Sorting - tabulating - and comparing raw to summarized data
Learner-centered - content-centered
Chaos is simple systems generating complicated behavior. Complexity is complicated systems generating simple behavior.

38. Sampling

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39. The e-Learning techniques allows learners to personally assess what can be learned - the value of the content - and the difficulty of the content
Facilitation is used to involve participants - and to help them learn from one another.
Navigation
Results
Formulation - Development - Implementation - Evaluation

40. List six external factors that may affect an organization
Economic - social - political and legislative - workforce - technological - and competitive.
Surveys
Image oriented - interactive - immediate - and intimate.
Results

41. Two examples of performance support systems
Ishikawa - fishbone
Job aids - and EPSS
Documentation audit - information system survey - identification of external information sources
The most frequently occurring value

42. Describe noise - in communication theory
Evaluation
Robert Mager
Polling questions
Something that disrupts the flow of information between source and receiver

43. The three fundamental principles of HPI
Create new hire training - develop behavior-based interview questions - write performance objectives - prepare employees for career progression
Walk towards a participant as they speak
HPI uses a results-based - systematic approach - HPI focuses on accomplishments before behavior - Organizations are systems.
Accelerated Learning

44. The HPI tool that uses the 80/20 rule
Pareto analysis
Myer-Briggs Type Indicator (MBTI) - DiSC personality profile
Control groups - management estimates - extant data - external studies
Establish short-term objectives - create an action plan to achieve short-term objectives - allocate resources to the objectives - motivate employees to reach the objectives

45. The four parts of the International Federation's (ICF) ethical standards
Problem - action learning group - emphasis on careful questioning and listening - resolution to take action - commitment to learning - group facilitator/learning coach
Philosophy of coaching - definition of coaching - standards of ethical coaching conduct - pledge of coaching ethics
Interview - survey/questionnaire - observation - focus group - work diary/work log
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

46. Four common mistakes HPI professionals make in selecting - designing - and implementing interventions
Learning technologies
Balanced scorecard
Create safe haven for learning - create a comfortable environment - encourage participation - facilitate more than lecture.
Failure to partner - failure to consider culture - failure to manage change - and failure to adapt to the client.

47. The seven characteristics of good dialog
Relevance - inquiry - freedom - connectedness - reception - empowerment - play
External coaching - internal coaching
Ginzberg's theory
Learning Content Management System. Software that packages courses and learning materials for print - CD-ROM - and electronic publication.

48. Covariates
The multiple dependent variables in a study with multiple independent variables
Capture attention - help message to be remembered - establish rapport - build credibility - and build team unity.
Knowledge in one's personal memory - includes judgment - insights - experience - know-how - personal beliefs - and personal values.
Structures - patterns - events

49. Three pitfalls of coaching
Seels and Glasgow instructional systems design 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
A variable the influences the dependent variable
A variable that can have one of two possible values.

50. Things feedback to a learner that answered a question should do
Pilot tests - technical reviews - production reviews
Cost-effectiveness - accessibility and application - learner access - and self-direction
Simulations
Indicate whether response was correct - explain an incorrect response or clarify a correct response - give instructions on how to proceed