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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. Describe a chat room
Low frequency - high complexity - high consequence of error - high probability of change in the future
In statistics - it means probably true
Chat rooms are essentially synchronous (real-time) message boards.
Determine business impact - improve the design of the learning experience - determine the content's adequacy

2. The process of giving advice or information from one person to another about the usefulness of an event - process or action
Feedback
Rehersal
Behavorism
Brainstorming - case studies - and role plays

3. The HPI tool used to collect current performance - learner analysis - and business needs
Interviews
Written tests - oral Q&A - performance tests - role plays
Bloom's Taxonomy
Understandable - accurate - functional

4. Two influences of great effect on employee motivation
Formulation - Development - Implementation - Evaluation
Management - performance
Inputs - outputs - process controls - and resources.
Split-half

5. Steps of managing a change project
Balanced scorecard
Questions that check for understanding or test for consensus
Initiating - planning - executing - controlling - closing
Identify organizational values - development mission - develop vision - develop value statements

6. Mean
The outcome that depends on the independent variable and covariates
The sum of the numbers divided by the total number of values
Organization - process - and job/performer.
Kurt Lewin's forcefield analysis

7. Examples of internal factors that influence an organization
A group of people who share a common interest - and are willing to share the experiences of their common interest.
The sum of the numbers divided by the total number of values
Technology - new products - shareholders - financial conditions - system challenges - process challenges - policies
Reliability

8. What is an SME
Asynchronous
Subject-matter expert
Visual - Auditory - and Kinestethic
Computer-based training. Any learning event that uses computers as the primary distributions method.

9. Four tasks typically done in the job analysis
Change Management
Raw and non-contextual - and can exist in forms usable or not
Create new hire training - develop behavior-based interview questions - write performance objectives - prepare employees for career progression
Pedagogy

10. The learning theory that attempts to involve the left and right hemispheres of the brain to make learning more natural
Initiating - planning - executing - controlling - closing
Ginzberg's theory
Accelerated Learning
Perform a front-end analysis

11. Three process principles of strategic management development that are likely to remain constant across organizations
Opener - bridge - main body - and close
Managers are responsible for their own development - executives are responsible for the development of their subordinates - the organization is responsible for providing growth opportunities
Matching current - usually high-potential employees - with future roles within the company to systematic prepare them for a future role
Feedback

12. The three levels that - when in harmony - work to optimal performance in the Rummler and Brache's model
Rote skills
Weak manager judgments or experience levels - identified talent shortages - organization culture suports structured programs
problem - establish action plan - clarify values - identify alternatives - discover probable outcomes - eliminate alternatives systematically - start action
Organization - process - and job/performer.

13. The mode of training for which classroom training is most effective
Solution Implementation
Pilot tests - technical reviews - production reviews
Numbers or variables used to rank order a system
Psychomotor skills

14. Continuous
Do not discriminate in any aspect of employment based on disabilities - with reasonable accommodations such as interpreters - reading aids - instructional material modifications - etc.
Misplacing ownership - misaligning incentives - saving recognition - playing favorites - misspeaking praise
Managers are responsible for their own development - executives are responsible for the development of their subordinates - the organization is responsible for providing growth opportunities
A variable whose quantification can be broken down into very small units - often called analog (opposed to discrete)

15. The learning domain that focuses on the skills and knowledge relating to an activity such as changing a car's oil
Breakeven ( ( Program Costs / Investment ) / ( Benefits / Cash Inflow) )
Design
Cross-functional - cross-country/international
Cognitive

16. Five technologies that can be used to connect clients to coaches
A group of people who share a common interest - and are willing to share the experiences of their common interest.
Phone - VoIP - online meetings - email - specialized software
Rapid instructional design (RID)
Electronic Performance Support System. Software that provides just-in-time help - guidance - coaching - or assistance to improve job performance.

17. The four dimensions of personality per the Myers-Briggs Type Indicator
A description or design specification for how information should be treated and organized.
Socratic questioning
Extroversion/Introversion - Sensing/Intuition - Thinking/Feeling - Judgment/Perception
Email - whiteboard - bulletin boards - chat rooms - online presentation tools - WIKIs - Blogs - forums - social sites

18. The components of the action learning formula
Reaction
External/organizational scans - identify business needs - identify change initiatives - collect data - analyze data - report on the data - design the change initiative
L = P + Q + R. Learning - Programmed instruction - Questioning - Reflection
Learning organizations - systems thinking

19. The five factors that affect human performance
Simulations
Questionnaires - follow-up interviews - observation checklists
Knowledge - skills - desire - environment - and opportunity
Surveys

20. The three levels of problems in systems thinking
Structures - patterns - events
Asynchronous
Myer-Briggs Type Indicator (MBTI) - DiSC personality profile
The outcome that depends on the independent variable and covariates

21. Independent
Icebreakers do not have to relate to the session materials. Opening exercise introduces the session materials being taught.
A variable the influences the dependent variable
Opportunity-centered
Written tests - oral Q&A - performance tests - role plays

22. EPSS
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
Electronic Performance Support System. Software that provides just-in-time help - guidance - coaching - or assistance to improve job performance.
To systematically plan an organization's future
Cognitive

23. Change management
To improve performance by systematically developing human expertise through organizational development and training
Identify performance gaps - gains commitment to learning - constructs practice to close gaps - drives application and reflection to improve competence
Change is a process not an event. Change management is the process of directing change at each level of an organization.
Learning organizations - systems thinking

24. The measure that is defined by mean - median - and mode
Central tendency
Communication - client motivation - self-management - technical skills
Learning technologies
Create new hire training - develop behavior-based interview questions - write performance objectives - prepare employees for career progression

25. The purposes of training evaluation

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26. The three parts of the problem-solving model
Relevance - inquiry - freedom - connectedness - reception - empowerment - play
Diagnose the problem - generate alternative actions/behaviors - identify consequences for those actions/behaviors
The expected range of a measurement
Experiential learning

27. The phases of strategic development
Formulation - Development - Implementation - Evaluation
Learner self-concept - Learner prior experience - Readiness to learn - Orientation to learning - and Motivation to learn
Brainstorming - case studies - and role plays
Capture attention - help message to be remembered - establish rapport - build credibility - and build team unity.

28. DMAIC
Action plans - interviews - questionnaires - focus groups - performance contracts
- measure - analyze - improve - control
The mid-point of the distribution - 50% of the values are above/below this value
Two-aix matrixes - flowcharts - dichotomy - graphic models

29. Describe noise - in communication theory
Accelerated Learning
Myer-Briggs Type Indicator (MBTI) - DiSC personality profile
Something that disrupts the flow of information between source and receiver
Simulations

30. What is the primary reason for 360-degree feedback
Walk towards a participant as they speak
Terminal objectives
To aid in career planning
Objectivity - confidentiality

31. A method used to evaluation organizational effectiveness beyond financial measures
Language - speech - environmental - and psychological
Balanced scorecard
Synchrononous occurs at a given time with a live instructor. Asynchronous is self-paced and available at any time.
An unknown or uncontrolled variable that produces an effect

32. The framework developed by Patricia Cross to describe some differences between adult and child learners
Low frequency - high complexity - high consequence of error - high probability of change in the future
Business Analysis
Characteristics of adults as learners (CAL) conceptual framework
Mentoring is longer term - and mentors do not have responsibility for participants improvement.

33. The analysis that serves as a reality check to identify a project's limiting factors
Constraints analysis
Return-on-investment ( (Benefits - Costs) / Costs) * 100
An HTML tag identifying the context of the contents on a website or knowledge base.
Speed - quantity - quality/accuracy - thoroughness - timeliness

34. The sixth component of the ASTD HPI model
Evaluation
Feedback
Passive - active - empathetic - listening for knowledge - listening for clarification
Hypothetical

35. The theory that matches individual needs to instructional experiences
Cost-effectiveness - accessibility and application - learner access - and self-direction
Opportunity-centered
Reality - feasibility - authority - and learning opportunities
Numbers or variables used to rank order a system

36. Types of Level 2 instruments
DMAIC methodology - IPO model - flowcharting - evaluation models
Focused on fundamental shifts in how people view themselves - and intentional alterations of beliefs and values about the world and themselves
Adult learning theories - instructional design techniques
Written tests - oral Q&A - performance tests - role plays

37. What does context refer to in designing learning
Establish scope - create plan - implement plan - monitor/evaluate/revise plan
Perform a front-end analysis
A group of people who share a common interest - and are willing to share the experiences of their common interest.
Learner characteristics like age - educational background - cultural background - learner expectations - and learn motivation to attend

38. The facilitation tool that can create just enough tension to get people thinking
Something that disrupts the flow of information between source and receiver
To improve performance by systematically developing human expertise through organizational development and training
An unknown or uncontrolled variable that produces an effect
Silence

39. The fourth component of the ASTD HPI model
Analytical - amiable - drivers - expressive
A variable the influences the dependent variable
Solution Selection
Technology - new products - shareholders - financial conditions - system challenges - process challenges - policies

40. Knowledge Mapping
Conduct a SWOT - establish strategic goals - develop strategies to achieve the strategic goals
The process that connects information - education - expertise - and practical application of people in an organization for the purposes of sharing and access.
Chaos is simple systems generating complicated behavior. Complexity is complicated systems generating simple behavior.
Groupthink

41. The purpose of workforce planning
To improve performance by systematically developing human expertise through organizational development and training
Knowledge that has been documented - includes books - manuals - training courses - job aids - software rules - databases - etc.
Synchrononous occurs at a given time with a live instructor. Asynchronous is self-paced and available at any time.
Problem - action learning group - emphasis on careful questioning and listening - resolution to take action - commitment to learning - group facilitator/learning coach

42. What is the best thing to do first when a client wants a designer to develop a training to improve declining business process
Surveys
Self-study guides - job aids - instructor-led materials - technology-delivered training deliverables - assessments
Perform a front-end analysis
Eager to succeed - open to support - interested in different tactics/methods and trying those out - learning oriented

43. The three major tasks of analyzing data
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
Phone - VoIP - online meetings - email - specialized software
Identify organizational values - development mission - develop vision - develop value statements
Sorting - tabulating - and comparing raw to summarized data

44. Karl Albrecht's progressive psychological phases of change response
Current organization climate - available resources
The multiple dependent variables in a study with multiple independent variables
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
Threat - problem - solution - habit

45. Four stages of transition through M&As
Disengagement - disidentification - disorientation - and disenchantment.
Job aids - and EPSS
Knowledge that has been documented - includes books - manuals - training courses - job aids - software rules - databases - etc.
Visual - Auditory - and Kinestethic

46. List David Kolk's four learning styles
Reality - feasibility - authority - and learning opportunities
Convergers - divergers - assimilators - and accommodators
Written tests - oral Q&A - performance tests - role plays
Focused on fundamental changes to thinking patterns and behaviors

47. Five approaches to facilitate inclusion
Seels and Glasgow instructional systems design model
Computer-based training. Any learning event that uses computers as the primary distributions method.
Harless' front-end analysis model
Awareness - modeling - targeted interventions - desensitization - training

48. Four characteristics of effective openers

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49. Level 5 evaluation
Eager to succeed - open to support - interested in different tactics/methods and trying those out - learning oriented
Balanced scorecard
Monetary impact/ROI
Asynchronous

50. The method where instruction is provided in a self-directed format that is available at all times - even with a facilitator is not online
Learning style
Asynchronous
Presentation software
Learner-centered - content-centered