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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. The steps in the outsourcing process
Gain understanding or learning objectives - learn the materials - practice the delivery - prepare questions to stimulate learning.
Subject-matter expert
Action plans - interviews - questionnaires - focus groups - performance contracts
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

2. scripting
No area is overlooked - forces to be used are known - there is time to develop other strategies if the analysis reveals the need
Design
A collection of code containing instructions for a computer to perform a specific action
Inputs - outputs - process controls - and resources.

3. The technique trainers should use when they want to use the revelation technique
Rote skills
Interviews
Perform a front-end analysis
Presentation software

4. Independent
A variable the influences the dependent variable
To improve performance by systematically developing human expertise through organizational development and training
High cost - scheduling difficulties - and temporary (unless learners have opportunity to practice)
Self-study guides - job aids - instructor-led materials - technology-delivered training deliverables - assessments

5. The method a trainer can use to encourage a participant to continue speaking
Perform a front-end analysis
Relevance - inquiry - freedom - connectedness - reception - empowerment - play
Walk towards a participant as they speak
Pareto analysis

6. Two guiding principles of displaying quantative data in charts and graphs
Electronic Performance Support System. Software that provides just-in-time help - guidance - coaching - or assistance to improve job performance.
Interviews
Scaling and integrity
To aid in career planning

7. The four components of a learning objective
Harless' front-end analysis model
Formulation - Development - Implementation - Evaluation
L = P + Q + R. Learning - Programmed instruction - Questioning - Reflection
Audience - Behavior - Condition - and Degree

8. Mean
Chat rooms are essentially synchronous (real-time) message boards.
The sum of the numbers divided by the total number of values
Pilot tests - technical reviews - production reviews
Numbers or variables used to classify a system

9. Information Architecture
Program Evaluation Review Technique. A diagramming technique that enables project managers to estimate a range of task durations by estimating optomistic - pessimistic - and likely durations for each task.
A description or design specification for how information should be treated and organized.
Diagnose the problem - generate alternative actions/behaviors - identify consequences for those actions/behaviors
Facilitation is used to involve participants - and to help them learn from one another.

10. the meaning of significant - in a statistical context
Formative evaluation
Create safe haven for learning - create a comfortable environment - encourage participation - facilitate more than lecture.
In statistics - it means probably true
The process that enables organizations to create short reference materials with relevant information by reducing information into codified - categorized - and reusable content.

11. Level 5 evaluation
External coaching - internal coaching
Feedback
Monetary impact/ROI
Robert Mager

12. What is an SME
Learning Management System. Software that automates administration - tracking - and reporting of learning events (ILT and online).
Subject-matter expert
Performance audit
Opener - bridge - main body - and close

13. Data
Howard Gardner
Robert Mager
Productivity Environmental Preference Survey (PEPS) - Canfield Learning Style Inventory - and Learning Style Questionnaire
Raw and non-contextual - and can exist in forms usable or not

14. The type of question - often starting with 'what if ...' - that is used to get learners to thinking freely
Electronic performance support system (EPSS)
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
Establish short-term objectives - create an action plan to achieve short-term objectives - allocate resources to the objectives - motivate employees to reach the objectives
Hypothetical

15. Two types of job rotations
Cross-functional - cross-country/international
Conduct a SWOT - establish strategic goals - develop strategies to achieve the strategic goals
A measure of the variability of scores from the mean
Learner self-concept - Learner prior experience - Readiness to learn - Orientation to learning - and Motivation to learn

16. Three tasks for knowledge mapping
Documentation audit - information system survey - identification of external information sources
Audience - behavior - condition - and degree
The world is created in conversation
A group of people who share a common interest - and are willing to share the experiences of their common interest.

17. PERT
High cost - scheduling difficulties - and temporary (unless learners have opportunity to practice)
Program Evaluation Review Technique. A diagramming technique that enables project managers to estimate a range of task durations by estimating optomistic - pessimistic - and likely durations for each task.
Numbers or variables used to classify a system
Chat rooms are essentially synchronous (real-time) message boards.

18. Three learner preferences as defined by the VAK model
Problem - action learning group - emphasis on careful questioning and listening - resolution to take action - commitment to learning - group facilitator/learning coach
Visual - Auditory - and Kinestethic
Self-contained chunk of instructional material
Current organization climate - available resources

19. Information Chunking
The process that enables organizations to create short reference materials with relevant information by reducing information into codified - categorized - and reusable content.
Program Evaluation Review Technique. A diagramming technique that enables project managers to estimate a range of task durations by estimating optomistic - pessimistic - and likely durations for each task.
Pedagogy
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

20. Community of practice
Suggestopedia
Central tendency
Characteristics of adults as learners (CAL) conceptual framework
A group of people who share a common interest - and are willing to share the experiences of their common interest.

21. The technique that should account for 50% of the preparation for a presentation
Validity
The world is created in conversation
Information - feedback
Rehersal

22. The three parts of the problem-solving model
Diagnose the problem - generate alternative actions/behaviors - identify consequences for those actions/behaviors
Proxemics
Performance records - direct observation - supervisor checklists
Performance Analysis

23. Types of Level 4 instruments
Performance records - direct observation - supervisor checklists
Productivity Environmental Preference Survey (PEPS) - Canfield Learning Style Inventory - and Learning Style Questionnaire
Identify business goals - clarify those goals - determine specificity and measurability of the goals.
Cognitive

24. The analysis that identifies forces that maintain the status quo - and the approaches to allow change

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25. Training that related to actual job circumstances
Structure and processes - resources - information - knowledge and skills - motives - and wellness.
Functional context
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
Knowledge - skills

26. Three examples of active training techniques
The outcome that depends on the independent variable and covariates
Brainstorming - case studies - and role plays
Chat rooms are essentially synchronous (real-time) message boards.
Focused on fundamental shifts in how people view themselves - and intentional alterations of beliefs and values about the world and themselves

27. Double-loop learning
The outcome that depends on the independent variable and covariates
Bloom's Taxonomy
Identify performance gaps - gains commitment to learning - constructs practice to close gaps - drives application and reflection to improve competence
Focused on fundamental changes to thinking patterns and behaviors

28. The fourth component of the ASTD HPI model
Weak manager judgments or experience levels - identified talent shortages - organization culture suports structured programs
Cross-functional - cross-country/international
Solution Selection
Rote skills

29. The e-Learning techniques allows learners to personally assess what can be learned - the value of the content - and the difficulty of the content
Rote skills
Cost or budget - lesson content - learner background and expectations - time available - and facilities/equipment/materials
Numbers or variables used to rank order a system
Navigation

30. The final behavioral outcomes of a specific instructional event
Current organization climate - available resources
Objectivity - confidentiality
Technical competence - people skills - conceptual skills - results - taste - judgment - character
Terminal objectives

31. What is the primary reason for 360-degree feedback
Knowledge - skills - desire - environment - and opportunity
Speed - quantity - quality/accuracy - thoroughness - timeliness
To aid in career planning
The sum of the numbers divided by the total number of values

32. The six founding principles of systems thinking
Behavior
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
Learning Management System (LMS)
Split-half

33. Level 4 evaluation
The multiple dependent variables in a study with multiple independent variables
Failure to partner - failure to consider culture - failure to manage change - and failure to adapt to the client.
Pedagogy
Behavior

34. The instructional design model is based on the assumptions that design happens in a context of project management that establishes roles - tasks - timelines - budgets - checkpoints - and supervisory procedures
Monetary impact/ROI
Seels and Glasgow instructional systems design model
DMAIC methodology - IPO model - flowcharting - evaluation models
Psychomotor skills

35. The learning domain that focuses on the skills and knowledge relating to an activity such as changing a car's oil
Cognitive
Return-on-investment ( (Benefits - Costs) / Costs) * 100
Simulations
Managers are responsible for their own development - executives are responsible for the development of their subordinates - the organization is responsible for providing growth opportunities

36. Steps in Pfeiffer and Jones' experiential learning cycle
Reality - feasibility - authority - and learning opportunities
To systematically plan an organization's future
Experiencing - publishing - processing - generalizing - and applying
HPI uses a results-based - systematic approach - HPI focuses on accomplishments before behavior - Organizations are systems.

37. The reliability test where one test is split into two shorter ones - by randomly assigning test items to one half or the other
Initiating - planning - executing - controlling - closing
Facilitation is used to involve participants - and to help them learn from one another.
Split-half
Written tests - oral Q&A - performance tests - role plays

38. The fifth component of the ASTD HPI model
Solution Implementation
Balanced scorecard
Characteristics of adults as learners (CAL) conceptual framework
Performance Analysis

39. The tasks involved in the evaluation phase of strategic development
Personal space
Organization - process - and job/performer.
Review strategies - measure performance - take correction action
Scaling and integrity

40. Exercises that include a form of real-life situation that allows participants to practice is called
Learner characteristics like age - educational background - cultural background - learner expectations - and learn motivation to attend
Mentoring is longer term - and mentors do not have responsibility for participants improvement.
Simulations
Hard data

41. Describe how facilitation differs from training
Personal space
Technical competence - people skills - conceptual skills - results - taste - judgment - character
Likert scale
Facilitation is used to involve participants - and to help them learn from one another.

42. Types of Level 3 instruments
Solution Implementation
When the cause of the problem is a lack of knowledge or skills
Email - whiteboard - bulletin boards - chat rooms - online presentation tools - WIKIs - Blogs - forums - social sites
Action plans - interviews - questionnaires - focus groups - performance contracts

43. The analysis that serves as a reality check to identify a project's limiting factors
When the cause of the problem is a lack of knowledge or skills
Identify organizational values - development mission - develop vision - develop value statements
Constraints analysis
Request for proposal. A communication from an organization to potential vendors that defines the organizations needs and how to respond to those needs.

44. The topics of the A-B-C-D training development process
Misplacing ownership - misaligning incentives - saving recognition - playing favorites - misspeaking praise
Audience - behavior - condition - and degree
Data that has been given context
Understandable - accurate - functional

45. Closed questions
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
Questions that check for understanding or test for consensus
An unknown or uncontrolled variable that produces an effect
Measures of quantity or numbers

46. Level 2 evaluation
Do not discriminate in any aspect of employment based on disabilities - with reasonable accommodations such as interpreters - reading aids - instructional material modifications - etc.
Cognitivism
Economic - social - political and legislative - workforce - technological - and competitive.
Learning

47. Critical Path
Hard data
Growth - exploratory - establishment - maintenance - decline
The minimum time schedule for completing all the tasks in a project with several overlapping or dependent tasks.
Awareness - modeling - targeted interventions - desensitization - training

48. Types of synthesis models
The extent to which an instrument predicts future results
Knowledge - skills
Two-aix matrixes - flowcharts - dichotomy - graphic models
Theatre style

49. The technique trainers should use when a presentation is formal and should present a professional image
Slides
Performance audit
Websites where users post questions - thoughts and observations - and can reply to other users postings of the same
Managers are responsible for their own development - executives are responsible for the development of their subordinates - the organization is responsible for providing growth opportunities

50. Five job analysis methods
Identify performance gaps - gains commitment to learning - constructs practice to close gaps - drives application and reflection to improve competence
Interview - survey/questionnaire - observation - focus group - work diary/work log
Brainstorming - case studies - and role plays
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