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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 criteria for formative evaluation
Create a vision - communicate the plan - connect the people - congratulate success
Self-study guides - job aids - instructor-led materials - technology-delivered training deliverables - assessments
Understandable - accurate - functional
Knowledge - skills - desire - environment - and opportunity

2. The two mechanisms the chaos and complexity theory focus on
Language - speech - environmental - and psychological
Information - feedback
DMAIC methodology - IPO model - flowcharting - evaluation models
Request for proposal. A communication from an organization to potential vendors that defines the organizations needs and how to respond to those needs.

3. learning object
Self-contained chunk of instructional material
Entertainment - interaction - control - usability - and customization
Solution Implementation
Maslow's hierarchy - McGregor's Theory X and Y of management

4. Five conflict responses
A variable that can have one of two possible values.
Identify business goals - clarify those goals - determine specificity and measurability of the goals.
Questions that check for understanding or test for consensus
Competing - accommodating - avoiding - collaborating - and compromising.

5. List seven principles of adult learning
Andragogy - time pressures - goal orientation - previous knowledge and experience - relevent content - levels of motivation - and different learning styles
Kurt Lewin's forcefield analysis
Likert scale
HPI uses a results-based - systematic approach - HPI focuses on accomplishments before behavior - Organizations are systems.

6. Two circumstances where e-learning is particularly useful
The expected range of a measurement
Structure
Identify business goals - clarify those goals - determine specificity and measurability of the goals.
Rote skills - and prerequisite material

7. Double-loop learning
Inputs - outputs - process controls - and resources.
Focused on fundamental changes to thinking patterns and behaviors
Information - resources - incentives/consequences - knowledge and skills - capacity - and motivation.
When the cause of the problem is a lack of knowledge or skills

8. The final behavioral outcomes of a specific instructional event
Terminal objectives
Job analysis
Solution Implementation
Speed - quantity - quality/accuracy - thoroughness - timeliness

9. Exercises that include a form of real-life situation that allows participants to practice is called
Simulations
Thinking about the whole organization - rather than individuals - and looking primarily at processes
Mentoring is longer term - and mentors do not have responsibility for participants improvement.
Identify business goals - clarify those goals - determine specificity and measurability of the goals.

10. The process of giving advice or information from one person to another about the usefulness of an event - process or action
Feedback
High cost - scheduling difficulties - and temporary (unless learners have opportunity to practice)
Sequence
Gain understanding or learning objectives - learn the materials - practice the delivery - prepare questions to stimulate learning.

11. Cordinal data
Numbers or variables used to rank order a system
Low frequency - high complexity - high consequence of error - high probability of change in the future
A group of people who share a common interest - and are willing to share the experiences of their common interest.
Information - resources - incentives/consequences - knowledge and skills - capacity - and motivation.

12. Examples of internal factors that influence an organization
A measure of the variability of scores from the mean
Surveys
Discovery - Dream - Design - and Destiny
Technology - new products - shareholders - financial conditions - system challenges - process challenges - policies

13. Three basic management styles
Learning
Thinking about the whole organization - rather than individuals - and looking primarily at processes
Dictatorship - anarchy - democracy
An HTML tag identifying the context of the contents on a website or knowledge base.

14. Types of Level 5 instruments
Rich data - comparable data across interviews with proper construction of interview protocol - and adds depth to quantative methods
Robert Mager
Written tests - oral Q&A - performance tests - role plays
Control groups - management estimates - extant data - external studies

15. Three learner preferences as defined by the VAK model
Visual - Auditory - and Kinestethic
Hypothetical
Computer-based training. Any learning event that uses computers as the primary distributions method.
Something that disrupts the flow of information between source and receiver

16. Compare/contrast chaos and complexity
Passive - active - empathetic - listening for knowledge - listening for clarification
Benjamin Bloom
Silence
Chaos is simple systems generating complicated behavior. Complexity is complicated systems generating simple behavior.

17. What does context refer to in designing learning
Cross-functional - cross-country/international
When the cause of the problem is a lack of knowledge or skills
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
Learner characteristics like age - educational background - cultural background - learner expectations - and learn motivation to attend

18. Steps of managing a change project
Long-term process for performance improvement based on 1-on-1 interactions where mentee retains the responsibility for improvement
Silence
Initiating - planning - executing - controlling - closing
Ishikawa - fishbone

19. Software that automates the administration of training
Learning Management System (LMS)
The world is created in conversation
Opportunity-centered
Chat rooms are essentially synchronous (real-time) message boards.

20. The six factors an instructional designer must consider before choosing techniques and training materials
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
Ideas - processes - procedures - methods of operation - concepts - principles - and discoveries
- measure - analyze - improve - control
Cost or budget - lesson content - learner background and expectations - time available - and facilities/equipment/materials

21. The e-Learning techniques allows learners to personally assess what can be learned - the value of the content - and the difficulty of the content
Something that disrupts the flow of information between source and receiver
Preparation
Rehersal
Navigation

22. BCR
Benefit-to-cost ratio (Total Benefit / Total Program Cost)
External coaching - internal coaching
Learning organizations - systems thinking
Formative evaluation

23. The second component of the ASTD HPI model
Performance Analysis
Asynchronous
Something that disrupts the flow of information between source and receiver
Formative evaluation

24. Karl Albrecht's progressive psychological phases of change response
Entertainment - interaction - control - usability - and customization
Threat - problem - solution - habit
A variable the influences the dependent variable
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

25. The technique trainers should use when they want to use the revelation technique
Presentation software
Rehersal
Driving forces - restraining forces - current state - desired state
Measures looking at opinions - behaviors - and attributes

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

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27. Describe a chat room
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
Discovery - Dream - Design - and Destiny
Email - whiteboard - bulletin boards - chat rooms - online presentation tools - WIKIs - Blogs - forums - social sites
Chat rooms are essentially synchronous (real-time) message boards.

28. Sampling

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29. The two criteria that learners must demonstrate before leaving performance-based training (PBT)
Identify business goals - clarify those goals - determine specificity and measurability of the goals.
Knowledge - skills
Icebreakers do not have to relate to the session materials. Opening exercise introduces the session materials being taught.
Create safe haven for learning - create a comfortable environment - encourage participation - facilitate more than lecture.

30. Five mistakes managers can make to negatively impact employee motivation
Low frequency - high complexity - high consequence of error - high probability of change in the future
The expected range of a measurement
Misplacing ownership - misaligning incentives - saving recognition - playing favorites - misspeaking praise
Feedback

31. Examples of collaborative software
Email - whiteboard - bulletin boards - chat rooms - online presentation tools - WIKIs - Blogs - forums - social sites
Reality - feasibility - authority - and learning opportunities
Solution Selection
Focused on fundamental changes to thinking patterns and behaviors

32. Explicit knowledge
Balanced scorecard
Communication - client motivation - self-management - technical skills
Knowledge that has been documented - includes books - manuals - training courses - job aids - software rules - databases - etc.
High cost - scheduling difficulties - and temporary (unless learners have opportunity to practice)

33. Types of synthesis models
Sorting - tabulating - and comparing raw to summarized data
Two-aix matrixes - flowcharts - dichotomy - graphic models
Learner-centered - content-centered
Request for proposal. A communication from an organization to potential vendors that defines the organizations needs and how to respond to those needs.

34. The term for the relationship of people's positions in space
Technical competence - people skills - conceptual skills - results - taste - judgment - character
Preparation
Analytical - amiable - drivers - expressive
Proxemics

35. Levels of listening
Formative evaluation
Passive - active - empathetic - listening for knowledge - listening for clarification
Create a vision - communicate the plan - connect the people - congratulate success
Questions that check for understanding or test for consensus

36. The methods learning organizations use to create and foster productive learning
Self-contained chunk of instructional material
Culture - vision - strategy - and structure
Create a vision - communicate the plan - connect the people - congratulate success
Groupthink

37. Describe noise - in communication theory
Interviews
Performance records - direct observation - supervisor checklists
Business Analysis
Something that disrupts the flow of information between source and receiver

38. Four common mistakes HPI professionals make in selecting - designing - and implementing interventions
Failure to partner - failure to consider culture - failure to manage change - and failure to adapt to the client.
Technology - new products - shareholders - financial conditions - system challenges - process challenges - policies
Solution Implementation
Convergers - divergers - assimilators - and accommodators

39. The five factors that affect human performance
Knowledge - skills - desire - environment - and opportunity
Technical competence - people skills - conceptual skills - results - taste - judgment - character
Questionnaires - follow-up interviews - observation checklists
Multiple intelligences theory

40. The four components of a learning objective
Awareness - modeling - targeted interventions - desensitization - training
Audience - Behavior - Condition - and Degree
The expected range of a measurement
Competing - accommodating - avoiding - collaborating - and compromising.

41. Standard deviation
Raw and non-contextual - and can exist in forms usable or not
Results
A measure of the variability of scores from the mean
Bloom's taxonomy - six sigma - Kepner-Tregoe

42. The core belief of appreciative inquiry theory
The world is created in conversation
Benefit-to-cost ratio (Total Benefit / Total Program Cost)
Structure
Engage learner's attention - present materials as input to brain - practice with ideas and skills - review to create new connections and applications

43. The collection of strategies for quickly producing instructional packages
Review of objective and key points - review participant benefits - call participants to action - ask participants if they have any questions.
Data - Information - Knowledge
Identify performance gaps - gains commitment to learning - constructs practice to close gaps - drives application and reflection to improve competence
Rapid instructional design (RID)

44. The analysis that serves as a reality check to identify a project's limiting factors
Rapid instructional design (RID)
Terminal objectives
Constraints analysis
Adult learning theories - instructional design techniques

45. The requirements of the ADA
Identify organizational values - development mission - develop vision - develop value statements
Diagnose the problem - generate alternative actions/behaviors - identify consequences for those actions/behaviors
Do not discriminate in any aspect of employment based on disabilities - with reasonable accommodations such as interpreters - reading aids - instructional material modifications - etc.
Experiential learning

46. The purpose of an after-action review

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47. The tasks involved in the implementation phase of strategic development
Managers are responsible for their own development - executives are responsible for the development of their subordinates - the organization is responsible for providing growth opportunities
Establish short-term objectives - create an action plan to achieve short-term objectives - allocate resources to the objectives - motivate employees to reach the objectives
Observe body language
Learner self-concept - Learner prior experience - Readiness to learn - Orientation to learning - and Motivation to learn

48. Four basic components of a process
Convergers - divergers - assimilators - and accommodators
Learning style
Inputs - outputs - process controls - and resources.
Thinking about the whole organization - rather than individuals - and looking primarily at processes

49. Four steps to prepare for training delivery
Numbers or variables used to rank order a system
Gain understanding or learning objectives - learn the materials - practice the delivery - prepare questions to stimulate learning.
Rote skills - and prerequisite material
Management - performance

50. The four areas measured during a training needs assessment
Multiple intelligences theory
Feedback
Silence
Business needs - performance needs - learning needs - and learner needs