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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. Three process principles of strategic management development that are likely to remain constant across organizations
Managers are responsible for their own development - executives are responsible for the development of their subordinates - the organization is responsible for providing growth opportunities
Failure to partner - failure to consider culture - failure to manage change - and failure to adapt to the client.
Cognitive
Bloom's taxonomy - six sigma - Kepner-Tregoe

2. The collection of strategies for quickly producing instructional packages
Reality - feasibility - authority - and learning opportunities
A variable the influences the dependent variable
Rapid instructional design (RID)
Likert scale

3. Four tasks typically done in the job analysis
Driving forces - restraining forces - current state - desired state
No area is overlooked - forces to be used are known - there is time to develop other strategies if the analysis reveals the need
A visual tools used to systematically describe actions/behaviors in a sequential flow - including all the steps and tasks for that process flow.
Create new hire training - develop behavior-based interview questions - write performance objectives - prepare employees for career progression

4. The technique trainers should use when a presentation is formal and should present a professional image
A variable whose quantification can be broken down into very small units - often called analog (opposed to discrete)
Information - feedback
Slides
Separation of place - time - or both among learners - instructors - and learning resources; Interactions are conducted through one or mode media.

5. The reliability test where one test is split into two shorter ones - by randomly assigning test items to one half or the other
A measure of the variability of scores from the mean
Audience - Behavior - Condition - and Degree
Split-half
An unknown or uncontrolled variable that produces an effect

6. Three disadvantages of focus groups
Time and resource intensive - undue influence of vocal member(s) - difficult to facilitate with a single facilitator to encourage participation and take notes
Brainstorming - case studies - and role plays
Visual - Auditory - and Kinestethic
Technology - new products - shareholders - financial conditions - system challenges - process challenges - policies

7. The linear scale use to rate statements and attitudes
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
Icebreakers do not have to relate to the session materials. Opening exercise introduces the session materials being taught.
Likert scale
Defining objectives - identifying necessary data - selecting data collection methods - collecting data - analyzing and confirming data - and reporting on the data

8. Three conditions that warrant multi-rater feedback
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.
Weak manager judgments or experience levels - identified talent shortages - organization culture suports structured programs
Managerial/administrative - supervisory - functional

9. 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
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.
Identify business goals - clarify those goals - determine specificity and measurability of the goals.
Split-half

10. The seating arrangement is the least conducive to stimulating group discussion
L = P + Q + R. Learning - Programmed instruction - Questioning - Reflection
Benjamin Bloom
Theatre style
Enabling objectives

11. List 10 types of root causes

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12. Dependent
Split-half
Learning technologies
The outcome that depends on the independent variable and covariates
Breakeven ( ( Program Costs / Investment ) / ( Benefits / Cash Inflow) )

13. Three learner preferences as defined by the VAK model
Rote skills
Visual - Auditory - and Kinestethic
The mid-point of the distribution - 50% of the values are above/below this value
Personal space

14. Describe a chat room
Chat rooms are essentially synchronous (real-time) message boards.
Scaling and integrity
Entertainment - interaction - control - usability - and customization
Technology - new products - shareholders - financial conditions - system challenges - process challenges - policies

15. scripting
Relevance - inquiry - freedom - connectedness - reception - empowerment - play
Validity
A collection of code containing instructions for a computer to perform a specific action
Maslow's hierarchy - McGregor's Theory X and Y of management

16. The type of results produced by quantative methods
Social contexting - contexting - authority - and concept of time
Hard data
Upper-left cerebral - lower-left limbic - upper-right cerebral - and lower-right limbic
Focused on fundamental changes to thinking patterns and behaviors

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

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18. The steps of a needs analysis
Knowledge in one's personal memory - includes judgment - insights - experience - know-how - personal beliefs - and personal values.
External/organizational scans - identify business needs - identify change initiatives - collect data - analyze data - report on the data - design the change initiative
Learning technologies
Central tendency

19. Cordinal data
Numbers or variables used to rank order a system
Action plans - interviews - questionnaires - focus groups - performance contracts
Numbers or variables used to classify a system
Business needs - performance needs - learning needs - and learner needs

20. VR
Self-contained chunk of instructional material
Behavorism
The process that connects information - education - expertise - and practical application of people in an organization for the purposes of sharing and access.
Virtual Reality. Computer-based technology that gives the user a realistic - 3-D - interactive experience that engages as many senses as possible.

21. succession planning
Behavior
Matching current - usually high-potential employees - with future roles within the company to systematic prepare them for a future role
Visual - Auditory - and Kinestethic
Ideas - processes - procedures - methods of operation - concepts - principles - and discoveries

22. The method used to identify the efficiency and effectiveness of employees
Reality - feasibility - authority - and learning opportunities
Speed - quantity - quality/accuracy - thoroughness - timeliness
Performance audit
External/organizational scans - identify business needs - identify change initiatives - collect data - analyze data - report on the data - design the change initiative

23. The methods learning organizations use to create and foster productive learning
External coaching - internal coaching
Culture - vision - strategy - and structure
Suggestopedia
Pedagogy

24. Extant
Likert scale
Data from archival records - existing records - report - and data
Thinking about the whole organization - rather than individuals - and looking primarily at processes
Written tests - oral Q&A - performance tests - role plays

25. An evaluation of an evaluation
Meta-evaluation
An HTML tag identifying the context of the contents on a website or knowledge base.
Business Analysis
Learning technologies

26. Three tools for determining learner preferences
External/organizational scans - identify business needs - identify change initiatives - collect data - analyze data - report on the data - design the change initiative
Productivity Environmental Preference Survey (PEPS) - Canfield Learning Style Inventory - and Learning Style Questionnaire
Create a vision - communicate the plan - connect the people - congratulate success
Establish scope - create plan - implement plan - monitor/evaluate/revise plan

27. The five characteristics of every job that influence employee motivation
Establish short-term objectives - create an action plan to achieve short-term objectives - allocate resources to the objectives - motivate employees to reach the objectives
Seels and Glasgow instructional systems design model
L = P + Q + R. Learning - Programmed instruction - Questioning - Reflection
Skill variety - task identity - task significance - autonomy - feedback

28. Standard deviation
A variable that can have one of two possible values.
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
A measure of the variability of scores from the mean

29. The fourth component of the ASTD HPI model
Evaluation
Interview - survey/questionnaire - observation - focus group - work diary/work log
Harless' front-end analysis model
Solution Selection

30. Types of formative evaluation
No area is overlooked - forces to be used are known - there is time to develop other strategies if the analysis reveals the need
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
Pilot tests - technical reviews - production reviews
Learning

31. When is training the appropriate solution to a performance problem
Focused on fundamental changes to thinking patterns and behaviors
When the cause of the problem is a lack of knowledge or skills
Convergers - divergers - assimilators - and accommodators
To improve performance by systematically developing human expertise through organizational development and training

32. EPSS
Electronic Performance Support System. Software that provides just-in-time help - guidance - coaching - or assistance to improve job performance.
Knowledge in one's personal memory - includes judgment - insights - experience - know-how - personal beliefs - and personal values.
Bloom's Taxonomy
Behavior

33. The theory that matches individual needs to instructional experiences
Thinking about the whole organization - rather than individuals - and looking primarily at processes
Eager to succeed - open to support - interested in different tactics/methods and trying those out - learning oriented
Rapid instructional design (RID)
Opportunity-centered

34. The seven characteristics of good dialog
Competing - accommodating - avoiding - collaborating - and compromising.
Learner-centered - content-centered
Time and resource intensive - undue influence of vocal member(s) - difficult to facilitate with a single facilitator to encourage participation and take notes
Relevance - inquiry - freedom - connectedness - reception - empowerment - play

35. Four stages of transition through M&As
Electronic performance support system (EPSS)
Reaction
Disengagement - disidentification - disorientation - and disenchantment.
Data that has been given context

36. The type of question - often starting with 'what if ...' - that is used to get learners to thinking freely
Indicate whether response was correct - explain an incorrect response or clarify a correct response - give instructions on how to proceed
The process that connects information - education - expertise - and practical application of people in an organization for the purposes of sharing and access.
Hypothetical
The extent to which an instrument represents the program's content

37. Qualitative
Measures looking at opinions - behaviors - and attributes
Identify business goals - clarify those goals - determine specificity and measurability of the goals.
Observe body language
In statistics - it means probably true

38. Four barriers to communication during training delivery
Language - speech - environmental - and psychological
Feedback
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
Disengagement - disidentification - disorientation - and disenchantment.

39. RFP
Convergers - divergers - assimilators - and accommodators
Language - speech - environmental - and psychological
Request for proposal. A communication from an organization to potential vendors that defines the organizations needs and how to respond to those needs.
Kurt Lewin's forcefield analysis

40. Nominal data
Numbers or variables used to classify a system
An unknown or uncontrolled variable that produces an effect
Managerial/administrative - supervisory - functional
External/organizational scans - identify business needs - identify change initiatives - collect data - analyze data - report on the data - design the change initiative

41. Single-loop learning
Focused on learning and using new necessary skills through incremental change
Opportunity-centered
Cause Analysis
Written tests - oral Q&A - performance tests - role plays

42. Data
Raw and non-contextual - and can exist in forms usable or not
Virtual Reality. Computer-based technology that gives the user a realistic - 3-D - interactive experience that engages as many senses as possible.
Job analysis
Identify performance gaps - gains commitment to learning - constructs practice to close gaps - drives application and reflection to improve competence

43. The other names for a cause-and-effect diagram
A visual tools used to systematically describe actions/behaviors in a sequential flow - including all the steps and tasks for that process flow.
Ishikawa - fishbone
Benjamin Bloom
HPI uses a results-based - systematic approach - HPI focuses on accomplishments before behavior - Organizations are systems.

44. The six steps in a training needs assessment
Defining objectives - identifying necessary data - selecting data collection methods - collecting data - analyzing and confirming data - and reporting on the data
Focused on learning and using new necessary skills through incremental change
Economic - social - political and legislative - workforce - technological - and competitive.
Upper-left cerebral - lower-left limbic - upper-right cerebral - and lower-right limbic

45. Two influences of great effect on employee motivation
Rich data - comparable data across interviews with proper construction of interview protocol - and adds depth to quantative methods
Management - performance
Brainstorming - case studies - and role plays
Business Analysis

46. The tasks involved in the implementation phase of strategic development
Form - storm - norm - perform - and adjourn.
Harless' front-end analysis model
Convergers - divergers - assimilators - and accommodators
Establish short-term objectives - create an action plan to achieve short-term objectives - allocate resources to the objectives - motivate employees to reach the objectives

47. The system that uses knowledge - skills - and attitudes (KSAs) to describe three types of learning

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48. Two types of job rotations
Ishikawa - fishbone
Observe body language
Rich data - comparable data across interviews with proper construction of interview protocol - and adds depth to quantative methods
Cross-functional - cross-country/international

49. The second component of the ASTD HPI model
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
Establish short-term objectives - create an action plan to achieve short-term objectives - allocate resources to the objectives - motivate employees to reach the objectives
Performance Analysis
Current organization climate - available resources

50. The five elements of learner engagement
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
Entertainment - interaction - control - usability - and customization
Rote skills - and prerequisite material
Terminal objectives