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 six steps in a training needs assessment
A description or design specification for how information should be treated and organized.
The mid-point of the distribution - 50% of the values are above/below this value
Defining objectives - identifying necessary data - selecting data collection methods - collecting data - analyzing and confirming data - and reporting on the data
Learning Management System (LMS)


2. Four stages of transition through M&As
Electronic Performance Support System. Software that provides just-in-time help - guidance - coaching - or assistance to improve job performance.
Management - performance
Disengagement - disidentification - disorientation - and disenchantment.
The extent to which an instrument represents the program's content


3. Contrast synchronous to asynchronous e-learning
Synchrononous occurs at a given time with a live instructor. Asynchronous is self-paced and available at any time.
The process that enables organizations to create short reference materials with relevant information by reducing information into codified - categorized - and reusable content.
Learning Management System (LMS)
Structure


4. The ability of the same measurement to produce consistent results over time
Terminal objectives
Harless' front-end analysis model
Reliability
Subject-matter expert


5. Three learner preferences as defined by the VAK model
Pedagogy
Learning organizations - systems thinking
The expected range of a measurement
Visual - Auditory - and Kinestethic


6. Meta-tag
An HTML tag identifying the context of the contents on a website or knowledge base.
Silence
Passive - active - empathetic - listening for knowledge - listening for clarification
Learning technologies


7. The theory that describes a person starting at age 18 - moving from career exploration to a series of events including educational specialization that leads to a career path and a final career commitment

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8. The four Cs of change
Mentoring is longer term - and mentors do not have responsibility for participants improvement.
Create a vision - communicate the plan - connect the people - congratulate success
Simulations
A group of people who share a common interest - and are willing to share the experiences of their common interest.


9. The process that measures if the practitioner measured what they intended to measure
Validity
Learner characteristics like age - educational background - cultural background - learner expectations - and learn motivation to attend
Learning style
Identify business goals - clarify those goals - determine specificity and measurability of the goals.


10. The four components of a learning objective
Knowledge - skills - desire - environment - and opportunity
Audience - Behavior - Condition - and Degree
Economic - social - political and legislative - workforce - technological - and competitive.
Driving forces - restraining forces - current state - desired state


11. The process where each member of a group makes their opinions conform to the perceived group consensus
A group of people who share a common interest - and are willing to share the experiences of their common interest.
Formative evaluation
Developing employees - motivating employees - deploying employees - aligning people to process to increase performance
Groupthink


12. The method used to identify all duties - responsibilities - and tasks that make up a single job function or role
Design
Learning Content Management System. Software that packages courses and learning materials for print - CD-ROM - and electronic publication.
Job analysis
No area is overlooked - forces to be used are known - there is time to develop other strategies if the analysis reveals the need


13. Four tasks typically done in the job analysis
Synchrononous occurs at a given time with a live instructor. Asynchronous is self-paced and available at any time.
Create new hire training - develop behavior-based interview questions - write performance objectives - prepare employees for career progression
Action plans - interviews - questionnaires - focus groups - performance contracts
Subject-matter expert


14. Describe a message board
Email - whiteboard - bulletin boards - chat rooms - online presentation tools - WIKIs - Blogs - forums - social sites
Bloom's taxonomy - six sigma - Kepner-Tregoe
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


15. The popularizer of the multiple intelligences theory
Howard Gardner
Electronic performance support system (EPSS)
Rehersal
Presentation software


16. Three drawbacks of classroom training
Learner self-concept - Learner prior experience - Readiness to learn - Orientation to learning - and Motivation to learn
High cost - scheduling difficulties - and temporary (unless learners have opportunity to practice)
Current organization climate - available resources
Managers are responsible for their own development - executives are responsible for the development of their subordinates - the organization is responsible for providing growth opportunities


17. Mean
Synchrononous occurs at a given time with a live instructor. Asynchronous is self-paced and available at any time.
Pilot tests - technical reviews - production reviews
Seels and Glasgow instructional systems design model
The sum of the numbers divided by the total number of values


18. EPSS
Rote skills - and prerequisite material
Electronic Performance Support System. Software that provides just-in-time help - guidance - coaching - or assistance to improve job performance.
Sequence
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


19. Levels of listening
Benefit-to-cost ratio (Total Benefit / Total Program Cost)
Passive - active - empathetic - listening for knowledge - listening for clarification
Inputs - outputs - process controls - and resources.
External/organizational scans - identify business needs - identify change initiatives - collect data - analyze data - report on the data - design the change initiative


20. List seven things that cannot be copyrighted
Discovery - Dream - Design - and Destiny
The mid-point of the distribution - 50% of the values are above/below this value
Extroversion/Introversion - Sensing/Intuition - Thinking/Feeling - Judgment/Perception
Ideas - processes - procedures - methods of operation - concepts - principles - and discoveries


21. Types of Level 3 instruments
Analytical - amiable - drivers - expressive
Maslow's hierarchy - McGregor's Theory X and Y of management
Action plans - interviews - questionnaires - focus groups - performance contracts
Sequence


22. Five ways to use storytelling
Capture attention - help message to be remembered - establish rapport - build credibility - and build team unity.
Image oriented - interactive - immediate - and intimate.
A variable in whole number or distinct units (opposed to continuous)
Analytical - amiable - drivers - expressive


23. The phases of strategic development
Return-on-investment ( (Benefits - Costs) / Costs) * 100
Learning style
Constraints analysis
Formulation - Development - Implementation - Evaluation


24. Two circumstances where e-learning is particularly useful
Rote skills - and prerequisite material
A collection of code containing instructions for a computer to perform a specific action
Social contexting - contexting - authority - and concept of time
Extroversion/Introversion - Sensing/Intuition - Thinking/Feeling - Judgment/Perception


25. The three major tasks of analyzing data
Conduct a SWOT - establish strategic goals - develop strategies to achieve the strategic goals
Reality - feasibility - authority - and learning opportunities
Sorting - tabulating - and comparing raw to summarized data
Andragogy - time pressures - goal orientation - previous knowledge and experience - relevent content - levels of motivation - and different learning styles


26. The purpose of an after-action review

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27. Quantitative
Measures of quantity or numbers
Honesty - fairness - lawfulness - compassion - respect - loyalty - dependability
The outcome that depends on the independent variable and covariates
Feedback


28. Qualitative
Chat rooms are essentially synchronous (real-time) message boards.
Measures looking at opinions - behaviors - and attributes
Behavorism
Gain understanding or learning objectives - learn the materials - practice the delivery - prepare questions to stimulate learning.


29. Sequencing and structure are closely related. What is the order in which skills and information are taught
Learning
Surveys
Matching current - usually high-potential employees - with future roles within the company to systematic prepare them for a future role
Sequence


30. Four characteristics of effective openers

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31. List six external factors that may affect an organization
Economic - social - political and legislative - workforce - technological - and competitive.
Personal space
Developing employees - motivating employees - deploying employees - aligning people to process to increase performance
The mid-point of the distribution - 50% of the values are above/below this value


32. An evaluation of an evaluation
Charts - graphs
Meta-evaluation
To improve performance by systematically developing human expertise through organizational development and training
To systematically plan an organization's future


33. The way of learning that stresses experience and reflection - and uses an inductive learning process that takes a learner through five stages: experiencing - publishing - processing - generalizing - and applying
Maslow's hierarchy - McGregor's Theory X and Y of management
Experiential learning
Brainstorming - case studies - and role plays
Split-half


34. The five principles of andragogy
Objectivity - confidentiality
Data - Information - Knowledge
Learner self-concept - Learner prior experience - Readiness to learn - Orientation to learning - and Motivation to learn
Indicate whether response was correct - explain an incorrect response or clarify a correct response - give instructions on how to proceed


35. The type of question - often starting with 'what if ...' - that is used to get learners to thinking freely
Hypothetical
Request for proposal. A communication from an organization to potential vendors that defines the organizations needs and how to respond to those needs.
Mentoring is longer term - and mentors do not have responsibility for participants improvement.
The mid-point of the distribution - 50% of the values are above/below this value


36. Three tasks for knowledge mapping
Enabling objectives
Discovery - Dream - Design - and Destiny
Documentation audit - information system survey - identification of external information sources
Chat rooms are essentially synchronous (real-time) message boards.


37. The purposes of training evaluation

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38. Four characteristics of highly motivated clients
Eager to succeed - open to support - interested in different tactics/methods and trying those out - learning oriented
Raw and non-contextual - and can exist in forms usable or not
Maslow's hierarchy
The sum of the numbers divided by the total number of values


39. The HPI tool used to collect current performance - learner analysis - and business needs
Phone - VoIP - online meetings - email - specialized software
Driving forces - restraining forces - current state - desired state
Interviews
Design


40. The two mechanisms the chaos and complexity theory focus on
Information - feedback
Measures of quantity or numbers
Semantic differential
Organization - process - and job/performer.


41. What is the primary reason for 360-degree feedback
Monetary impact/ROI
Create a vision - communicate the plan - connect the people - congratulate success
To aid in career planning
No right or final answers - cause and effect not related to space and time - all solutions require careful consideration - behavior gets worse before it gets better - all systems have limits - foresight benefits the organization


42. Malcolm Knowles' work tipped the instructional systems design scale. The two ends of that scale
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
Learner-centered - content-centered
Solution Selection
Navigation


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

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44. Training that related to actual job circumstances
Reliability
Functional context
Focused on fundamental changes to thinking patterns and behaviors
Engage learner's attention - present materials as input to brain - practice with ideas and skills - review to create new connections and applications


45. Things feedback to a learner that answered a question should do
Do not discriminate in any aspect of employment based on disabilities - with reasonable accommodations such as interpreters - reading aids - instructional material modifications - etc.
Cross-functional - cross-country/international
Slides
Indicate whether response was correct - explain an incorrect response or clarify a correct response - give instructions on how to proceed


46. Skills / knowledge areas that SMEs may lack
Results
Knowledge that has been documented - includes books - manuals - training courses - job aids - software rules - databases - etc.
Adult learning theories - instructional design techniques
Rapid instructional design (RID)


47. The use of electronic technologies to deliver information and facilitate the development of skills
Learning technologies
Behavior
Simulations
Self-contained chunk of instructional material


48. The three competency elements that constitute most jobs
Cognitivism
Job aids - and EPSS
Managerial/administrative - supervisory - functional
Results


49. The method where instruction is provided in a self-directed format that is available at all times - even with a facilitator is not online
Asynchronous
Personal space
A variable the influences the dependent variable
Matching current - usually high-potential employees - with future roles within the company to systematic prepare them for a future role


50. Five stages of Tuckman's team-maturing model
Separation of place - time - or both among learners - instructors - and learning resources; Interactions are conducted through one or mode media.
Audience - Behavior - Condition - and Degree
Engage learner's attention - present materials as input to brain - practice with ideas and skills - review to create new connections and applications
Form - storm - norm - perform - and adjourn.