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 popularizer of the multiple intelligences theory
Learning technologies
Howard Gardner
Ideas - processes - procedures - methods of operation - concepts - principles - and discoveries
Perform a front-end analysis


2. The four dimensions of personality per the Myers-Briggs Type Indicator
Objectivity - confidentiality
Rich data - comparable data across interviews with proper construction of interview protocol - and adds depth to quantative methods
Skill variety - task identity - task significance - autonomy - feedback
Extroversion/Introversion - Sensing/Intuition - Thinking/Feeling - Judgment/Perception


3. The six factors an instructional designer must consider before choosing techniques and training materials
Cost or budget - lesson content - learner background and expectations - time available - and facilities/equipment/materials
Learning
Andragogy - time pressures - goal orientation - previous knowledge and experience - relevent content - levels of motivation - and different learning styles
Structure


4. Tacit knowledge

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5. Four ways to create a learning climate based on Knowles' work
Separation of place - time - or both among learners - instructors - and learning resources; Interactions are conducted through one or mode media.
The extent to which an instrument predicts future results
Create safe haven for learning - create a comfortable environment - encourage participation - facilitate more than lecture.
A group of people who share a common interest - and are willing to share the experiences of their common interest.


6. The final behavioral outcomes of a specific instructional event
The outcome that depends on the independent variable and covariates
Kurt Lewin's forcefield analysis
Skill variety - task identity - task significance - autonomy - feedback
Terminal objectives


7. The seating arrangement is the least conducive to stimulating group discussion
Reality - feasibility - authority - and learning opportunities
Theatre style
Relevance - inquiry - freedom - connectedness - reception - empowerment - play
Enabling objectives


8. Confidence interval
Identify performance gaps - gains commitment to learning - constructs practice to close gaps - drives application and reflection to improve competence
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
The expected range of a measurement
Threat - problem - solution - habit


9. Sequencing and structure are closely related. What is the order in which skills and information are taught
Email - whiteboard - bulletin boards - chat rooms - online presentation tools - WIKIs - Blogs - forums - social sites
Simulations
Sequence
Social contexting - contexting - authority - and concept of time


10. The process that measures if the practitioner measured what they intended to measure
Capture attention - help message to be remembered - establish rapport - build credibility - and build team unity.
Terminal objectives
Personal space
Validity


11. List David Kolk's four learning styles
Design
Cognitive
Convergers - divergers - assimilators - and accommodators
Developing employees - motivating employees - deploying employees - aligning people to process to increase performance


12. Three drawbacks of classroom training
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
Managers are responsible for their own development - executives are responsible for the development of their subordinates - the organization is responsible for providing growth opportunities
High cost - scheduling difficulties - and temporary (unless learners have opportunity to practice)
Rehersal


13. Four benefits of web-based training
Computer-based training. Any learning event that uses computers as the primary distributions method.
Thinking about the whole organization - rather than individuals - and looking primarily at processes
Cost-effectiveness - accessibility and application - learner access - and self-direction
Misplacing ownership - misaligning incentives - saving recognition - playing favorites - misspeaking praise


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

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15. The four quadrants in W.E. (Ned) Herrmann's learning brain model
Management - performance
Matching current - usually high-potential employees - with future roles within the company to systematic prepare them for a future role
Upper-left cerebral - lower-left limbic - upper-right cerebral - and lower-right limbic
Misplacing ownership - misaligning incentives - saving recognition - playing favorites - misspeaking praise


16. Level 1 evaluation
Reaction
A description or design specification for how information should be treated and organized.
Extroversion/Introversion - Sensing/Intuition - Thinking/Feeling - Judgment/Perception
Cognitive


17. Three tools for determining learner preferences
Opener - bridge - main body - and close
Rote skills - and prerequisite material
Matching current - usually high-potential employees - with future roles within the company to systematic prepare them for a future role
Productivity Environmental Preference Survey (PEPS) - Canfield Learning Style Inventory - and Learning Style Questionnaire


18. The linear scale use to rate statements and attitudes
Likert scale
Productivity Environmental Preference Survey (PEPS) - Canfield Learning Style Inventory - and Learning Style Questionnaire
Management - performance
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


19. ROI
Return-on-investment ( (Benefits - Costs) / Costs) * 100
problem - establish action plan - clarify values - identify alternatives - discover probable outcomes - eliminate alternatives systematically - start action
To systematically plan an organization's future
Economic - social - political and legislative - workforce - technological - and competitive.


20. Dependent
Synchrononous occurs at a given time with a live instructor. Asynchronous is self-paced and available at any time.
The outcome that depends on the independent variable and covariates
Meta-evaluation
Experiencing - publishing - processing - generalizing - and applying


21. succession planning
Matching current - usually high-potential employees - with future roles within the company to systematic prepare them for a future role
An unknown or uncontrolled variable that produces an effect
Learning Management System. Software that automates administration - tracking - and reporting of learning events (ILT and online).
Managers are responsible for their own development - executives are responsible for the development of their subordinates - the organization is responsible for providing growth opportunities


22. Predictive validity
Presentation software
Navigation
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
The extent to which an instrument predicts future results


23. Level 2 evaluation
Performance records - direct observation - supervisor checklists
Learning
The selection of measurement points which can have a large impact on the research's ability to be generalized
The expected range of a measurement


24. The method used to identify the efficiency and effectiveness of employees
Identify organizational values - development mission - develop vision - develop value statements
Performance audit
Speed - quantity - quality/accuracy - thoroughness - timeliness
Cognitivism


25. The criteria for determining if a project is appropriate for action learning
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.
Reality - feasibility - authority - and learning opportunities
Sorting - tabulating - and comparing raw to summarized data
Speed - quantity - quality/accuracy - thoroughness - timeliness


26. Five technologies that can be used to connect clients to coaches
Websites where users post questions - thoughts and observations - and can reply to other users postings of the same
Long-term process for performance improvement based on 1-on-1 interactions where mentee retains the responsibility for improvement
Reaction
Phone - VoIP - online meetings - email - specialized software


27. The measure that is defined by mean - median - and mode
Feedback
Defining objectives - identifying necessary data - selecting data collection methods - collecting data - analyzing and confirming data - and reporting on the data
An effective - structured way that captures people's learning from an experience.
Central tendency


28. Malcolm Knowles' work tipped the instructional systems design scale. The two ends of that scale
Learner-centered - content-centered
Psychomotor skills
Learner characteristics like age - educational background - cultural background - learner expectations - and learn motivation to attend
Business needs - performance needs - learning needs - and learner needs


29. The type of question - often starting with 'what if ...' - that is used to get learners to thinking freely
Performance audit
Identify organizational values - development mission - develop vision - develop value statements
Seels and Glasgow instructional systems design model
Hypothetical


30. Critical Path
The minimum time schedule for completing all the tasks in a project with several overlapping or dependent tasks.
Observe body language
Pareto analysis
Learner-centered - content-centered


31. The phases of strategic development
Managerial/administrative - supervisory - functional
Phone - VoIP - online meetings - email - specialized software
Formulation - Development - Implementation - Evaluation
Interview - survey/questionnaire - observation - focus group - work diary/work log


32. The purpose of an after-action review

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33. Level 3 evaluation
Results
Current organization climate - available resources
Learner characteristics like age - educational background - cultural background - learner expectations - and learn motivation to attend
Learning style


34. Four tasks typically done in the job analysis
Learner-centered - content-centered
Conduct a SWOT - establish strategic goals - develop strategies to achieve the strategic goals
Design
Create new hire training - develop behavior-based interview questions - write performance objectives - prepare employees for career progression


35. The learning domain that focuses on the skills and knowledge relating to an activity such as changing a car's oil
Cognitive
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
Gain understanding or learning objectives - learn the materials - practice the delivery - prepare questions to stimulate learning.
Learner self-concept - Learner prior experience - Readiness to learn - Orientation to learning - and Motivation to learn


36. Types of formative evaluation
Create new hire training - develop behavior-based interview questions - write performance objectives - prepare employees for career progression
A variable whose quantification can be broken down into very small units - often called analog (opposed to discrete)
Pilot tests - technical reviews - production reviews
The extent to which an instrument represents the program's content


37. Information
Interview - survey/questionnaire - observation - focus group - work diary/work log
Structure
Navigation
Data that has been given context


38. The reliability test where one test is split into two shorter ones - by randomly assigning test items to one half or the other
Focused on fundamental changes to thinking patterns and behaviors
Breakeven ( ( Program Costs / Investment ) / ( Benefits / Cash Inflow) )
Psychomotor skills
Split-half


39. The learning theory that attempts to involve the left and right hemispheres of the brain to make learning more natural
Data from archival records - existing records - report - and data
Split-half
Chaos is simple systems generating complicated behavior. Complexity is complicated systems generating simple behavior.
Accelerated Learning


40. The system that uses knowledge - skills - and attitudes (KSAs) to describe three types of learning

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41. Examples of courseware
Slides
Hard data
Self-study guides - job aids - instructor-led materials - technology-delivered training deliverables - assessments
Philosophy of coaching - definition of coaching - standards of ethical coaching conduct - pledge of coaching ethics


42. Mentoring
Capture attention - help message to be remembered - establish rapport - build credibility - and build team unity.
Feedback
Long-term process for performance improvement based on 1-on-1 interactions where mentee retains the responsibility for improvement
Personal space


43. 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
Cross-functional - cross-country/international
Conduct a SWOT - establish strategic goals - develop strategies to achieve the strategic goals
Phone - VoIP - online meetings - email - specialized software


44. The way a person prefers to learn new content
Eager to succeed - open to support - interested in different tactics/methods and trying those out - learning oriented
Learning style
Surveys
Learner-centered - content-centered


45. Types of Level 3 instruments
Questions that stimulate discussion
Kurt Lewin's forcefield analysis
Action plans - interviews - questionnaires - focus groups - performance contracts
Weak manager judgments or experience levels - identified talent shortages - organization culture suports structured programs


46. Knowledge Mapping
Something that disrupts the flow of information between source and receiver
The process that connects information - education - expertise - and practical application of people in an organization for the purposes of sharing and access.
Defining objectives - identifying necessary data - selecting data collection methods - collecting data - analyzing and confirming data - and reporting on the data
Subject-matter expert


47. Examples of internal factors that influence an organization
The process that connects information - education - expertise - and practical application of people in an organization for the purposes of sharing and access.
Questions that stimulate discussion
Technology - new products - shareholders - financial conditions - system challenges - process challenges - policies
Learning Content Management System. Software that packages courses and learning materials for print - CD-ROM - and electronic publication.


48. The model (a pyramid) from bottom to top is: physiology - safety - belongingness - esteem - and self-actualization

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49. The guidelines Carl Rogers describes as critical elements to remember in adult learning situations
External/organizational scans - identify business needs - identify change initiatives - collect data - analyze data - report on the data - design the change initiative
Kurt Lewin's forcefield analysis
Chat rooms are essentially synchronous (real-time) message boards.
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


50. The collection of strategies for quickly producing instructional packages
Rapid instructional design (RID)
Passive - active - empathetic - listening for knowledge - listening for clarification
Job aids - and EPSS
Disengagement - disidentification - disorientation - and disenchantment.