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 purpose of an after-action review

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2. The analysis that identifies forces that maintain the status quo - and the approaches to allow change

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3. The other names for a cause-and-effect diagram
Benjamin Bloom
Create new hire training - develop behavior-based interview questions - write performance objectives - prepare employees for career progression
Ishikawa - fishbone
Honesty - fairness - lawfulness - compassion - respect - loyalty - dependability


4. Information
Data that has been given context
Chaos is simple systems generating complicated behavior. Complexity is complicated systems generating simple behavior.
Icebreakers do not have to relate to the session materials. Opening exercise introduces the session materials being taught.
The selection of measurement points which can have a large impact on the research's ability to be generalized


5. The purposes of training evaluation

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6. Systems thinking
Brainstorming - case studies - and role plays
Thinking about the whole organization - rather than individuals - and looking primarily at processes
Personal space
A group of people who share a common interest - and are willing to share the experiences of their common interest.


7. Two types of coaching situations that primarily differ on the degree of confidentiality and sensitivity
Audience - behavior - condition - and degree
Conduct a SWOT - establish strategic goals - develop strategies to achieve the strategic goals
Bloom's Taxonomy
External coaching - internal coaching


8. The two criteria that learners must demonstrate before leaving performance-based training (PBT)
Knowledge - skills
External and environmental influences
Surveys
Structure


9. Meta-tag
Action plans - interviews - questionnaires - focus groups - performance contracts
Facilitation is used to involve participants - and to help them learn from one another.
An HTML tag identifying the context of the contents on a website or knowledge base.
Opener - bridge - main body - and close


10. The process of giving advice or information from one person to another about the usefulness of an event - process or action
Navigation
A collection of code containing instructions for a computer to perform a specific action
The minimum time schedule for completing all the tasks in a project with several overlapping or dependent tasks.
Feedback


11. An assessment done during formation
Interview - survey/questionnaire - observation - focus group - work diary/work log
Solution Selection
Formative evaluation
Learning style


12. The creator of the theory of three types of learning - knowledge - skills - and attitudes
Defining objectives - identifying necessary data - selecting data collection methods - collecting data - analyzing and confirming data - and reporting on the data
Benjamin Bloom
Psychomotor skills
Form - storm - norm - perform - and adjourn.


13. Three advantages of interviews as a data gathering technique
Rich data - comparable data across interviews with proper construction of interview protocol - and adds depth to quantative methods
DMAIC methodology - IPO model - flowcharting - evaluation models
Suggestopedia
Sequence


14. Two types of personality inventory instruments
Learning
Myer-Briggs Type Indicator (MBTI) - DiSC personality profile
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.
The outcome that depends on the independent variable and covariates


15. A method used to evaluation organizational effectiveness beyond financial measures
Diagnose the problem - generate alternative actions/behaviors - identify consequences for those actions/behaviors
Balanced scorecard
L = P + Q + R. Learning - Programmed instruction - Questioning - Reflection
Ginzberg's theory


16. Qualitative
Culture - vision - strategy - and structure
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
Measures looking at opinions - behaviors - and attributes


17. Five mistakes managers can make to negatively impact employee motivation
Form - storm - norm - perform - and adjourn.
Conduct a SWOT - establish strategic goals - develop strategies to achieve the strategic goals
Misplacing ownership - misaligning incentives - saving recognition - playing favorites - misspeaking praise
Howard Gardner


18. Information Architecture
Thinking about the whole organization - rather than individuals - and looking primarily at processes
Learning Content Management System. Software that packages courses and learning materials for print - CD-ROM - and electronic publication.
A description or design specification for how information should be treated and organized.
Return-on-investment ( (Benefits - Costs) / Costs) * 100


19. The guidelines Carl Rogers describes as critical elements to remember in adult learning situations
Simulations
Rote skills
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
Establish short-term objectives - create an action plan to achieve short-term objectives - allocate resources to the objectives - motivate employees to reach the objectives


20. Levels of listening
Balanced scorecard
Skill variety - task identity - task significance - autonomy - feedback
Passive - active - empathetic - listening for knowledge - listening for clarification
Proxemics


21. The three levels of problems in systems thinking
Structures - patterns - events
External coaching - internal coaching
Learner self-concept - Learner prior experience - Readiness to learn - Orientation to learning - and Motivation to learn
Observe body language


22. Describe a message board
Learning Content Management System. Software that packages courses and learning materials for print - CD-ROM - and electronic publication.
Information that combined with understanding enables understanding
Upper-left cerebral - lower-left limbic - upper-right cerebral - and lower-right limbic
Websites where users post questions - thoughts and observations - and can reply to other users postings of the same


23. The type of question - often starting with 'what if ...' - that is used to get learners to thinking freely
To aid in career planning
An HTML tag identifying the context of the contents on a website or knowledge base.
Hypothetical
A variable whose quantification can be broken down into very small units - often called analog (opposed to discrete)


24. The theory that describes how intelligences reflect how people prefer to process information
Misplacing ownership - misaligning incentives - saving recognition - playing favorites - misspeaking praise
An unknown or uncontrolled variable that produces an effect
Multiple intelligences theory
Ideas - processes - procedures - methods of operation - concepts - principles - and discoveries


25. Triple-loop learning
Likert scale
Focused on fundamental shifts in how people view themselves - and intentional alterations of beliefs and values about the world and themselves
To improve performance by systematically developing human expertise through organizational development and training
Questions that check for understanding or test for consensus


26. The use of electronic technologies to deliver information and facilitate the development of skills
The most frequently occurring value
Interviews
Competing - accommodating - avoiding - collaborating - and compromising.
Learning technologies


27. The criteria for determining if a project is appropriate for action learning
Return-on-investment ( (Benefits - Costs) / Costs) * 100
Monetary impact/ROI
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
Reality - feasibility - authority - and learning opportunities


28. Cordinal data
Meta-evaluation
Technical competence - people skills - conceptual skills - results - taste - judgment - character
Numbers or variables used to rank order a system
The selection of measurement points which can have a large impact on the research's ability to be generalized


29. Examples of collaborative software
Pareto analysis
The minimum time schedule for completing all the tasks in a project with several overlapping or dependent tasks.
Email - whiteboard - bulletin boards - chat rooms - online presentation tools - WIKIs - Blogs - forums - social sites
Audience - Behavior - Condition - and Degree


30. The tasks involved in the development phase of strategic development
Conduct a SWOT - establish strategic goals - develop strategies to achieve the strategic goals
The extent to which an instrument represents the program's content
Business needs - performance needs - learning needs - and learner needs
To improve performance by systematically developing human expertise through organizational development and training


31. What is the primary reason for 360-degree feedback
Discovery - Dream - Design - and Destiny
To aid in career planning
The mid-point of the distribution - 50% of the values are above/below this value
Characteristics of adults as learners (CAL) conceptual framework


32. The two mechanisms the chaos and complexity theory focus on
Information - feedback
Identify performance gaps - gains commitment to learning - constructs practice to close gaps - drives application and reflection to improve competence
Initiating - planning - executing - controlling - closing
Adult learning theories - instructional design techniques


33. Factors that determine fair use
Eager to succeed - open to support - interested in different tactics/methods and trying those out - learning oriented
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
Structure
A variable the influences the dependent variable


34. PERT
Focused on fundamental shifts in how people view themselves - and intentional alterations of beliefs and values about the world and themselves
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.
Opportunity-centered
Separation of place - time - or both among learners - instructors - and learning resources; Interactions are conducted through one or mode media.


35. The three major tasks of analyzing data
Analytical - amiable - drivers - expressive
Data - Information - Knowledge
Sorting - tabulating - and comparing raw to summarized data
Knowledge - skills


36. ROI
Learning Management System. Software that automates administration - tracking - and reporting of learning events (ILT and online).
A variable that can have one of two possible values.
Return-on-investment ( (Benefits - Costs) / Costs) * 100
A visual tools used to systematically describe actions/behaviors in a sequential flow - including all the steps and tasks for that process flow.


37. Four characteristics of tasks that are well-suited for job aids
Conduct a SWOT - establish strategic goals - develop strategies to achieve the strategic goals
Create safe haven for learning - create a comfortable environment - encourage participation - facilitate more than lecture.
Low frequency - high complexity - high consequence of error - high probability of change in the future
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


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

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39. The six factors an instructional designer must consider before choosing techniques and training materials
Knowledge in one's personal memory - includes judgment - insights - experience - know-how - personal beliefs - and personal values.
Cost or budget - lesson content - learner background and expectations - time available - and facilities/equipment/materials
Navigation
Information that combined with understanding enables understanding


40. The mode of training for which classroom training is most effective
Howard Gardner
Email - whiteboard - bulletin boards - chat rooms - online presentation tools - WIKIs - Blogs - forums - social sites
High cost - scheduling difficulties - and temporary (unless learners have opportunity to practice)
Psychomotor skills


41. Predictive validity
External coaching - internal coaching
The extent to which an instrument predicts future results
Audience - Behavior - Condition - and Degree
Opportunity-centered


42. Three basic management styles
Mentoring is longer term - and mentors do not have responsibility for participants improvement.
Sorting - tabulating - and comparing raw to summarized data
Documentation audit - information system survey - identification of external information sources
Dictatorship - anarchy - democracy


43. Quantitative
Misplacing ownership - misaligning incentives - saving recognition - playing favorites - misspeaking praise
Observe body language
Knowledge in one's personal memory - includes judgment - insights - experience - know-how - personal beliefs - and personal values.
Measures of quantity or numbers


44. The four Cs of change
Websites where users post questions - thoughts and observations - and can reply to other users postings of the same
A visual tools used to systematically describe actions/behaviors in a sequential flow - including all the steps and tasks for that process flow.
Perform a front-end analysis
Create a vision - communicate the plan - connect the people - congratulate success


45. Community of practice
A group of people who share a common interest - and are willing to share the experiences of their common interest.
Semantic differential
Solution Selection
Learner characteristics like age - educational background - cultural background - learner expectations - and learn motivation to attend


46. Sampling

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47. An evaluation of an evaluation
Bloom's taxonomy - six sigma - Kepner-Tregoe
Meta-evaluation
Formative evaluation
Honesty - fairness - lawfulness - compassion - respect - loyalty - dependability


48. Level 5 evaluation
Monetary impact/ROI
Opportunity-centered
Capture attention - help message to be remembered - establish rapport - build credibility - and build team unity.
Hypothetical


49. The seven steps in Krumboltz's DECIDES model
Low frequency - high complexity - high consequence of error - high probability of change in the future
Job aids - and EPSS
Focused on learning and using new necessary skills through incremental change
problem - establish action plan - clarify values - identify alternatives - discover probable outcomes - eliminate alternatives systematically - start action


50. List seven principles of adult learning
Andragogy - time pressures - goal orientation - previous knowledge and experience - relevent content - levels of motivation - and different learning styles
Navigation
Create new hire training - develop behavior-based interview questions - write performance objectives - prepare employees for career progression
Visual - Auditory - and Kinestethic