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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. Three drawbacks of classroom training
Simulations
Action plans - interviews - questionnaires - focus groups - performance contracts
Review strategies - measure performance - take correction action
High cost - scheduling difficulties - and temporary (unless learners have opportunity to practice)

2. The criteria for determining if a project is appropriate for action learning
Action plans - interviews - questionnaires - focus groups - performance contracts
Charts - graphs
Learner self-concept - Learner prior experience - Readiness to learn - Orientation to learning - and Motivation to learn
Reality - feasibility - authority - and learning opportunities

3. Two influences of great effect on employee motivation
Create safe haven for learning - create a comfortable environment - encourage participation - facilitate more than lecture.
Management - performance
Driving forces - restraining forces - current state - desired state
Matching current - usually high-potential employees - with future roles within the company to systematic prepare them for a future role

4. The two management practices similar to complexity theory
Inputs - outputs - process controls - and resources.
An HTML tag identifying the context of the contents on a website or knowledge base.
Hypothetical
Learning organizations - systems thinking

5. Factors that determine fair use
Rote skills - and prerequisite material
The mid-point of the distribution - 50% of the values are above/below this value
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
Misplacing ownership - misaligning incentives - saving recognition - playing favorites - misspeaking praise

6. The four dimensions of personality per the Myers-Briggs Type Indicator
Benjamin Bloom
DMAIC methodology - IPO model - flowcharting - evaluation models
Extroversion/Introversion - Sensing/Intuition - Thinking/Feeling - Judgment/Perception
A visual tools used to systematically describe actions/behaviors in a sequential flow - including all the steps and tasks for that process flow.

7. Types of Level 5 instruments
Productivity Environmental Preference Survey (PEPS) - Canfield Learning Style Inventory - and Learning Style Questionnaire
Control groups - management estimates - extant data - external studies
Asynchronous
Robert Mager

8. Karl Albrecht's progressive psychological phases of change response
Subject-matter expert
Experiencing - publishing - processing - generalizing - and applying
An effective - structured way that captures people's learning from an experience.
Threat - problem - solution - habit

9. The tasks involved in the implementation phase of strategic development
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
Balanced scorecard
Establish short-term objectives - create an action plan to achieve short-term objectives - allocate resources to the objectives - motivate employees to reach the objectives
Social contexting - contexting - authority - and concept of time

10. Four characteristics of highly motivated clients
Synchrononous occurs at a given time with a live instructor. Asynchronous is self-paced and available at any time.
Balanced scorecard
Breakeven ( ( Program Costs / Investment ) / ( Benefits / Cash Inflow) )
Eager to succeed - open to support - interested in different tactics/methods and trying those out - learning oriented

11. Five technologies that can be used to connect clients to coaches
Solution Implementation
Kurt Lewin's forcefield analysis
Phone - VoIP - online meetings - email - specialized software
Maslow's hierarchy

12. The ability of the same measurement to produce consistent results over time
Reliability
Visual - Auditory - and Kinestethic
External/organizational scans - identify business needs - identify change initiatives - collect data - analyze data - report on the data - design the change initiative
Navigation

13. Cordinal data
Numbers or variables used to rank order a system
Electronic Performance Support System. Software that provides just-in-time help - guidance - coaching - or assistance to improve job performance.
Preparation
Surveys

14. The four quadrants in W.E. (Ned) Herrmann's learning brain model
Upper-left cerebral - lower-left limbic - upper-right cerebral - and lower-right limbic
Surveys
Virtual Reality. Computer-based technology that gives the user a realistic - 3-D - interactive experience that engages as many senses as possible.
Passive - active - empathetic - listening for knowledge - listening for clarification

15. The four areas measured during a training needs assessment
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.
Balanced scorecard
Business needs - performance needs - learning needs - and learner needs
Feedback

16. The process where each member of a group makes their opinions conform to the perceived group consensus
Growth - exploratory - establishment - maintenance - decline
The most frequently occurring value
Control groups - management estimates - extant data - external studies
Groupthink

17. Community of practice
To aid in career planning
A group of people who share a common interest - and are willing to share the experiences of their common interest.
Change is a process not an event. Change management is the process of directing change at each level of an organization.
Solution Selection

18. Covariates
Learning style
The multiple dependent variables in a study with multiple independent variables
Terminal objectives
Audience - behavior - condition - and degree

19. Steps in Pfeiffer and Jones' experiential learning cycle
Experiencing - publishing - processing - generalizing - and applying
Electronic performance support system (EPSS)
Two-aix matrixes - flowcharts - dichotomy - graphic models
Upper-left cerebral - lower-left limbic - upper-right cerebral - and lower-right limbic

20. Three criteria for formative evaluation
Understandable - accurate - functional
Perform a front-end analysis
Learning Content Management System. Software that packages courses and learning materials for print - CD-ROM - and electronic publication.
Failure to partner - failure to consider culture - failure to manage change - and failure to adapt to the client.

21. Level 1 evaluation
Charts - graphs
Productivity Environmental Preference Survey (PEPS) - Canfield Learning Style Inventory - and Learning Style Questionnaire
Reaction
Chat rooms are essentially synchronous (real-time) message boards.

22. Three learner preferences as defined by the VAK model
Opener - bridge - main body - and close
Visual - Auditory - and Kinestethic
The mid-point of the distribution - 50% of the values are above/below this value
Awareness - modeling - targeted interventions - desensitization - training

23. Describe how facilitation differs from training
The extent to which an instrument represents the program's content
Facilitation is used to involve participants - and to help them learn from one another.
Email - whiteboard - bulletin boards - chat rooms - online presentation tools - WIKIs - Blogs - forums - social sites
- measure - analyze - improve - control

24. Information Chunking
Navigation
The process that enables organizations to create short reference materials with relevant information by reducing information into codified - categorized - and reusable content.
A visual tools used to systematically describe actions/behaviors in a sequential flow - including all the steps and tasks for that process flow.
Preparation

25. 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
Information that combined with understanding enables understanding
Knowledge that has been documented - includes books - manuals - training courses - job aids - software rules - databases - etc.
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

26. Discrete
Capture attention - help message to be remembered - establish rapport - build credibility - and build team unity.
External/organizational scans - identify business needs - identify change initiatives - collect data - analyze data - report on the data - design the change initiative
Pareto analysis
A variable in whole number or distinct units (opposed to continuous)

27. The five characteristics of every job that influence employee motivation
Audience - Behavior - Condition - and Degree
Skill variety - task identity - task significance - autonomy - feedback
Adult learning theories - instructional design techniques
Passive - active - empathetic - listening for knowledge - listening for clarification

28. The HPI tool used to collect current performance - learner analysis - and business needs
Growth - exploratory - establishment - maintenance - decline
Chaos is simple systems generating complicated behavior. Complexity is complicated systems generating simple behavior.
Cognitivism
Interviews

29. The seven attributes essential for leadership per Warren Bennis
Technical competence - people skills - conceptual skills - results - taste - judgment - character
Performance records - direct observation - supervisor checklists
Gain understanding or learning objectives - learn the materials - practice the delivery - prepare questions to stimulate learning.
Electronic Performance Support System. Software that provides just-in-time help - guidance - coaching - or assistance to improve job performance.

30. The way a person prefers to learn new content
Learning style
Cost or budget - lesson content - learner background and expectations - time available - and facilities/equipment/materials
Icebreakers do not have to relate to the session materials. Opening exercise introduces the session materials being taught.
Behavorism

31. The three competency elements that constitute most jobs
Competing - accommodating - avoiding - collaborating - and compromising.
Return-on-investment ( (Benefits - Costs) / Costs) * 100
Adult learning theories - instructional design techniques
Managerial/administrative - supervisory - functional

32. The six major factors that influence performance in Gilbert's behavior engineering model
To improve performance by systematically developing human expertise through organizational development and training
Harless' front-end analysis model
Information - resources - incentives/consequences - knowledge and skills - capacity - and motivation.
The process that enables organizations to create short reference materials with relevant information by reducing information into codified - categorized - and reusable content.

33. Four characteristics of tasks that are well-suited for job aids
Something that disrupts the flow of information between source and receiver
Upper-left cerebral - lower-left limbic - upper-right cerebral - and lower-right limbic
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
Low frequency - high complexity - high consequence of error - high probability of change in the future

34. Types of Level 2 instruments
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
Create new hire training - develop behavior-based interview questions - write performance objectives - prepare employees for career progression
Raw and non-contextual - and can exist in forms usable or not
Written tests - oral Q&A - performance tests - role plays

35. Who is credited with the idea that learning objectives should contain a condition statement - a performance statement - and a criterion statement
Focused on fundamental shifts in how people view themselves - and intentional alterations of beliefs and values about the world and themselves
Robert Mager
Audience - Behavior - Condition - and Degree
Opportunity-centered

36. learning object
Two-aix matrixes - flowcharts - dichotomy - graphic models
Reaction
Slides
Self-contained chunk of instructional material

37. The steps of a needs analysis
Information that combined with understanding enables understanding
Chat rooms are essentially synchronous (real-time) message boards.
Brainstorming - case studies - and role plays
External/organizational scans - identify business needs - identify change initiatives - collect data - analyze data - report on the data - design the change initiative

38. What does proxemics refer to?
Self-study guides - job aids - instructor-led materials - technology-delivered training deliverables - assessments
Structures - patterns - events
Multiple intelligences theory
Personal space

39. A computer application that is linked directly to another application to train or guide workers through a task
Electronic performance support system (EPSS)
Proxemics
Discovery - Dream - Design - and Destiny
Eager to succeed - open to support - interested in different tactics/methods and trying those out - learning oriented

40. Describe a chat room
Ideas - processes - procedures - methods of operation - concepts - principles - and discoveries
Visual - Auditory - and Kinestethic
Formative evaluation
Chat rooms are essentially synchronous (real-time) message boards.

41. What is an SME
Information - feedback
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
Subject-matter expert
Data - Information - Knowledge

42. The four most important skills for a coach
Communication - client motivation - self-management - technical skills
Driving forces - restraining forces - current state - desired state
Virtual Reality. Computer-based technology that gives the user a realistic - 3-D - interactive experience that engages as many senses as possible.
Time and resource intensive - undue influence of vocal member(s) - difficult to facilitate with a single facilitator to encourage participation and take notes

43. Three pitfalls of coaching
Monetary impact/ROI
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
Rapid instructional design (RID)
Rote skills

44. The learning domain that focuses on the skills and knowledge relating to an activity such as changing a car's oil
Cognitive
The selection of measurement points which can have a large impact on the research's ability to be generalized
Opener - bridge - main body - and close
Disengagement - disidentification - disorientation - and disenchantment.

45. The tasks involved in the development phase of strategic development
External coaching - internal coaching
Weak manager judgments or experience levels - identified talent shortages - organization culture suports structured programs
Conduct a SWOT - establish strategic goals - develop strategies to achieve the strategic goals
Personal space

46. The topics of the A-B-C-D training development process
Audience - behavior - condition - and degree
Learning Management System. Software that automates administration - tracking - and reporting of learning events (ILT and online).
Multiple intelligences theory
Knowledge - skills - desire - environment - and opportunity

47. The popularizer of the multiple intelligences theory
Cost-effectiveness - accessibility and application - learner access - and self-direction
Understandable - accurate - functional
Knowledge in one's personal memory - includes judgment - insights - experience - know-how - personal beliefs - and personal values.
Howard Gardner

48. The five criteria to measure performance after coaching
Learning
Speed - quantity - quality/accuracy - thoroughness - timeliness
Formulation - Development - Implementation - Evaluation
Evaluation

49. BCR
Benefit-to-cost ratio (Total Benefit / Total Program Cost)
Questions that stimulate discussion
A variable that can have one of two possible values.
Business Analysis

50. Knowledge management
Experiential learning
Performance records - direct observation - supervisor checklists
Focused on fundamental changes to thinking patterns and behaviors
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