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Certified Professional In Learning And Performance Cplp

Instructions:

Answer 50 questions in 15 minutes.
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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. Four characteristics of highly motivated clients
Eager to succeed - open to support - interested in different tactics/methods and trying those out - learning oriented
Evaluation
Opener - bridge - main body - and close
Focused on fundamental changes to thinking patterns and behaviors

2. The three parts of the problem-solving model
Learning style
Questions that check for understanding or test for consensus
Diagnose the problem - generate alternative actions/behaviors - identify consequences for those actions/behaviors
Central tendency

3. The tasks involved in the development phase of strategic development
Relevance - inquiry - freedom - connectedness - reception - empowerment - play
Experiencing - publishing - processing - generalizing - and applying
Conduct a SWOT - establish strategic goals - develop strategies to achieve the strategic goals
Learner characteristics like age - educational background - cultural background - learner expectations - and learn motivation to attend

4. The way a person prefers to learn new content
Electronic Performance Support System. Software that provides just-in-time help - guidance - coaching - or assistance to improve job performance.
Problem - action learning group - emphasis on careful questioning and listening - resolution to take action - commitment to learning - group facilitator/learning coach
Learning style
Learner-centered - content-centered

5. Three conditions that warrant multi-rater feedback
Weak manager judgments or experience levels - identified talent shortages - organization culture suports structured programs
Electronic Performance Support System. Software that provides just-in-time help - guidance - coaching - or assistance to improve job performance.
Rote skills - and prerequisite material
Job analysis

6. LMS
Solution Implementation
Learning Management System. Software that automates administration - tracking - and reporting of learning events (ILT and online).
Reliability
Developing employees - motivating employees - deploying employees - aligning people to process to increase performance

7. Three learner preferences as defined by the VAK model
Icebreakers do not have to relate to the session materials. Opening exercise introduces the session materials being taught.
Observe body language
Visual - Auditory - and Kinestethic
Competing - accommodating - avoiding - collaborating - and compromising.

8. The two management practices similar to complexity theory
Learning organizations - systems thinking
Subject-matter expert
Structures - patterns - events
Preparation

9. The third component of the ASTD HPI model
Pareto analysis
Navigation
Cause Analysis
Suggestopedia

10. A computer application that is linked directly to another application to train or guide workers through a task
Technical competence - people skills - conceptual skills - results - taste - judgment - character
Psychomotor skills
Language - speech - environmental - and psychological
Electronic performance support system (EPSS)

11. The components of the action learning formula
Misplacing ownership - misaligning incentives - saving recognition - playing favorites - misspeaking praise
Form - storm - norm - perform - and adjourn.
L = P + Q + R. Learning - Programmed instruction - Questioning - Reflection
In statistics - it means probably true

12. Four stages of accelerated learning

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13. The seventh component of the ASTD HPI model
Conduct a SWOT - establish strategic goals - develop strategies to achieve the strategic goals
Upper-left cerebral - lower-left limbic - upper-right cerebral - and lower-right limbic
Change Management
External coaching - internal coaching

14. 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
Experiential learning
Characteristics of adults as learners (CAL) conceptual framework
An effective - structured way that captures people's learning from an experience.
Interviews

15. Four steps to prepare for training delivery
Communication - client motivation - self-management - technical skills
Gain understanding or learning objectives - learn the materials - practice the delivery - prepare questions to stimulate learning.
Dictatorship - anarchy - democracy
Driving forces - restraining forces - current state - desired state

16. List seven things that cannot be copyrighted
Create new hire training - develop behavior-based interview questions - write performance objectives - prepare employees for career progression
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
Ideas - processes - procedures - methods of operation - concepts - principles - and discoveries
Learning style

17. The process where each member of a group makes their opinions conform to the perceived group consensus
Developing employees - motivating employees - deploying employees - aligning people to process to increase performance
Groupthink
A measure of the variability of scores from the mean
Thinking about the whole organization - rather than individuals - and looking primarily at processes

18. Types of formative evaluation
Pilot tests - technical reviews - production reviews
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
Synchrononous occurs at a given time with a live instructor. Asynchronous is self-paced and available at any time.
The extent to which an instrument predicts future results

19. Independent
Cost-effectiveness - accessibility and application - learner access - and self-direction
The mid-point of the distribution - 50% of the values are above/below this value
A variable the influences the dependent variable
Preparation

20. The six founding principles of systems thinking
Two-aix matrixes - flowcharts - dichotomy - graphic models
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
Silence
The multiple dependent variables in a study with multiple independent variables

21. Four basic components of a process
Synchrononous occurs at a given time with a live instructor. Asynchronous is self-paced and available at any time.
Validity
Business Analysis
Inputs - outputs - process controls - and resources.

22. The HPI tool that uses the 80/20 rule
Meta-evaluation
Disengagement - disidentification - disorientation - and disenchantment.
Pareto analysis
Formulation - Development - Implementation - Evaluation

23. The second component of the ASTD HPI model
Performance Analysis
Rapid instructional design (RID)
Low frequency - high complexity - high consequence of error - high probability of change in the future
Proxemics

24. The HPI tool that can gather both qualitative and quantitative data
HPI uses a results-based - systematic approach - HPI focuses on accomplishments before behavior - Organizations are systems.
Surveys
An effective - structured way that captures people's learning from an experience.
Productivity Environmental Preference Survey (PEPS) - Canfield Learning Style Inventory - and Learning Style Questionnaire

25. Things a forcefield analysis ensures
Interview - survey/questionnaire - observation - focus group - work diary/work log
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
No area is overlooked - forces to be used are known - there is time to develop other strategies if the analysis reveals the need
Matching current - usually high-potential employees - with future roles within the company to systematic prepare them for a future role

26. The final behavioral outcomes of a specific instructional event
Hard data
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
Focused on fundamental changes to thinking patterns and behaviors
Terminal objectives

27. The three competency elements that constitute most jobs
Learner-centered - content-centered
Managerial/administrative - supervisory - functional
A collection of code containing instructions for a computer to perform a specific action
Objectivity - confidentiality

28. The technique - developed by Georgi Lazanov - that uses the instructional application of stimulating the body and mind at peak efficiency to develop super-learning capabilities
Measures looking at opinions - behaviors - and attributes
Electronic performance support system (EPSS)
Business needs - performance needs - learning needs - and learner needs
Suggestopedia

29. Content validity

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30. Cordinal data
Reliability
Self-contained chunk of instructional material
Numbers or variables used to rank order a system
Conduct a SWOT - establish strategic goals - develop strategies to achieve the strategic goals

31. The five criteria to measure performance after coaching
Speed - quantity - quality/accuracy - thoroughness - timeliness
Learning
A variable the influences the dependent variable
Presentation software

32. Contrast synchronous to asynchronous e-learning
Productivity Environmental Preference Survey (PEPS) - Canfield Learning Style Inventory - and Learning Style Questionnaire
A variable in whole number or distinct units (opposed to continuous)
Create new hire training - develop behavior-based interview questions - write performance objectives - prepare employees for career progression
Synchrononous occurs at a given time with a live instructor. Asynchronous is self-paced and available at any time.

33. The components of the VAK model
Matching current - usually high-potential employees - with future roles within the company to systematic prepare them for a future role
Measures looking at opinions - behaviors - and attributes
Business Analysis
Visual - Auditory - and Kinestethic

34. An evaluation of an evaluation
Psychomotor skills
Meta-evaluation
Passive - active - empathetic - listening for knowledge - listening for clarification
Benjamin Bloom

35. Four personal social styles per Harvey Robbins
Analytical - amiable - drivers - expressive
Separation of place - time - or both among learners - instructors - and learning resources; Interactions are conducted through one or mode media.
Opportunity-centered
Howard Gardner

36. The methods learning organizations use to create and foster productive learning
Data that has been given context
Culture - vision - strategy - and structure
Navigation
Dictatorship - anarchy - democracy

37. The two mechanisms the chaos and complexity theory focus on
Information - feedback
Philosophy of coaching - definition of coaching - standards of ethical coaching conduct - pledge of coaching ethics
The selection of measurement points which can have a large impact on the research's ability to be generalized
The extent to which an instrument represents the program's content

38. Double-loop learning
Focused on fundamental changes to thinking patterns and behaviors
Disengagement - disidentification - disorientation - and disenchantment.
Bloom's taxonomy - six sigma - Kepner-Tregoe
A measure of the variability of scores from the mean

39. Covariates
Measures of quantity or numbers
Benjamin Bloom
The multiple dependent variables in a study with multiple independent variables
The mid-point of the distribution - 50% of the values are above/below this value

40. Nominal data
Groupthink
Form - storm - norm - perform - and adjourn.
Numbers or variables used to classify a system
The expected range of a measurement

41. The three building blocks of knowledge management
Data - Information - Knowledge
A variable the influences the dependent variable
Time and resource intensive - undue influence of vocal member(s) - difficult to facilitate with a single facilitator to encourage participation and take notes
Navigation

42. Three process principles of strategic management development that are likely to remain constant across organizations
Groupthink
Change Management
Reality - feasibility - authority - and learning opportunities
Managers are responsible for their own development - executives are responsible for the development of their subordinates - the organization is responsible for providing growth opportunities

43. The method used to identify all duties - responsibilities - and tasks that make up a single job function or role
Audience - Behavior - Condition - and Degree
Inputs - outputs - process controls - and resources.
Knowledge in one's personal memory - includes judgment - insights - experience - know-how - personal beliefs - and personal values.
Job analysis

44. Software that automates the administration of training
Data that has been given context
Learning Management System (LMS)
Objectivity - confidentiality
Weak manager judgments or experience levels - identified talent shortages - organization culture suports structured programs

45. The phases of strategic development
Formulation - Development - Implementation - Evaluation
Evaluation
To systematically plan an organization's future
Passive - active - empathetic - listening for knowledge - listening for clarification

46. The reliability test where one test is split into two shorter ones - by randomly assigning test items to one half or the other
Split-half
The expected range of a measurement
Formulation - Development - Implementation - Evaluation
Something that disrupts the flow of information between source and receiver

47. The purpose of workforce planning
Reality - feasibility - authority - and learning opportunities
When the cause of the problem is a lack of knowledge or skills
To improve performance by systematically developing human expertise through organizational development and training
Cognitive

48. Knowledge management
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
Characteristics of adults as learners (CAL) conceptual framework
Capture attention - reveal trainer's style - raise participant's comfort level - introduce the topic of the presentation.
A description or design specification for how information should be treated and organized.

49. Extant
Data from archival records - existing records - report - and data
Questions that check for understanding or test for consensus
Pareto analysis
Review strategies - measure performance - take correction action

50. The seating arrangement is the least conducive to stimulating group discussion
Culture - vision - strategy - and structure
Learning Management System. Software that automates administration - tracking - and reporting of learning events (ILT and online).
Virtual Reality. Computer-based technology that gives the user a realistic - 3-D - interactive experience that engages as many senses as possible.
Theatre style

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