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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. Steps in Pfeiffer and Jones' experiential learning cycle
Control groups - management estimates - extant data - external studies
Determine business impact - improve the design of the learning experience - determine the content's adequacy
Experiencing - publishing - processing - generalizing - and applying
Data that has been given context

2. The e-Learning techniques allows learners to personally assess what can be learned - the value of the content - and the difficulty of the content
Solution Implementation
Navigation
The extent to which an instrument represents the program's content
Computer-based training. Any learning event that uses computers as the primary distributions method.

3. 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
A collection of code containing instructions for a computer to perform a specific action
Maslow's hierarchy
Management - performance

4. The five stages of D. E. Super's developmental framework
The expected range of a measurement
Experiencing - publishing - processing - generalizing - and applying
Growth - exploratory - establishment - maintenance - decline
Synchrononous occurs at a given time with a live instructor. Asynchronous is self-paced and available at any time.

5. Single-loop learning
Focused on learning and using new necessary skills through incremental change
The multiple dependent variables in a study with multiple independent variables
Ginzberg's theory
Time and resource intensive - undue influence of vocal member(s) - difficult to facilitate with a single facilitator to encourage participation and take notes

6. The second component of the ASTD HPI model
A collection of code containing instructions for a computer to perform a specific action
Pedagogy
Problem - action learning group - emphasis on careful questioning and listening - resolution to take action - commitment to learning - group facilitator/learning coach
Performance Analysis

7. 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
Growth - exploratory - establishment - maintenance - decline
The selection of measurement points which can have a large impact on the research's ability to be generalized
Seels and Glasgow instructional systems design model
Walk towards a participant as they speak

8. The seventh component of the ASTD HPI model
Change Management
Accelerated Learning
The minimum time schedule for completing all the tasks in a project with several overlapping or dependent tasks.
Evaluation

9. Four things a coach does
Pilot tests - technical reviews - production reviews
Seels and Glasgow instructional systems design model
Identify performance gaps - gains commitment to learning - constructs practice to close gaps - drives application and reflection to improve competence
The most frequently occurring value

10. Describe a chat room
Socratic questioning
Chat rooms are essentially synchronous (real-time) message boards.
Behavorism
Formative evaluation

11. The three building blocks of knowledge management
Bloom's Taxonomy
Data - Information - Knowledge
Benjamin Bloom
Identify business goals - clarify those goals - determine specificity and measurability of the goals.

12. Four personal social styles per Harvey Robbins
Behavorism
Robert Mager
Theatre style
Analytical - amiable - drivers - expressive

13. The criteria for determining if a project is appropriate for action learning
Focused on fundamental shifts in how people view themselves - and intentional alterations of beliefs and values about the world and themselves
Reality - feasibility - authority - and learning opportunities
Thinking about the whole organization - rather than individuals - and looking primarily at processes
Bloom's Taxonomy

14. The purpose of strategic planning

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15. The way a person prefers to learn new content
Preparation
Learning style
Capture attention - reveal trainer's style - raise participant's comfort level - introduce the topic of the presentation.
Psychomotor skills

16. Three conditions that warrant multi-rater feedback
Reliability
Pareto analysis
Business needs - performance needs - learning needs - and learner needs
Weak manager judgments or experience levels - identified talent shortages - organization culture suports structured programs

17. succession planning
Discovery - Dream - Design - and Destiny
Solution Implementation
Matching current - usually high-potential employees - with future roles within the company to systematic prepare them for a future role
Multiple intelligences theory

18. List six external factors that may affect an organization
The world is created in conversation
Documentation audit - information system survey - identification of external information sources
Economic - social - political and legislative - workforce - technological - and competitive.
An unknown or uncontrolled variable that produces an effect

19. Level 4 evaluation
Groupthink
Developing employees - motivating employees - deploying employees - aligning people to process to increase performance
Behavior
Proxemics

20. Two types of coaching situations that primarily differ on the degree of confidentiality and sensitivity
Behavior
Walk towards a participant as they speak
External coaching - internal coaching
Something that disrupts the flow of information between source and receiver

21. Critical Path
Likert scale
Enabling objectives
The minimum time schedule for completing all the tasks in a project with several overlapping or dependent tasks.
Split-half

22. Contrast mentoring to coaching
Mentoring is longer term - and mentors do not have responsibility for participants improvement.
Passive - active - empathetic - listening for knowledge - listening for clarification
Disengagement - disidentification - disorientation - and disenchantment.
Pareto analysis

23. The seven basic self-governing behaviors
Honesty - fairness - lawfulness - compassion - respect - loyalty - dependability
Performance records - direct observation - supervisor checklists
Hypothetical
Chat rooms are essentially synchronous (real-time) message boards.

24. Things feedback to a learner that answered a question should do
Productivity Environmental Preference Survey (PEPS) - Canfield Learning Style Inventory - and Learning Style Questionnaire
Indicate whether response was correct - explain an incorrect response or clarify a correct response - give instructions on how to proceed
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
Data - Information - Knowledge

25. Three tasks for knowledge mapping
Knowledge that has been documented - includes books - manuals - training courses - job aids - software rules - databases - etc.
problem - establish action plan - clarify values - identify alternatives - discover probable outcomes - eliminate alternatives systematically - start action
Documentation audit - information system survey - identification of external information sources
Numbers or variables used to classify a system

26. The six factors an instructional designer must consider before choosing techniques and training materials
Understandable - accurate - functional
Cost or budget - lesson content - learner background and expectations - time available - and facilities/equipment/materials
Learning Management System (LMS)
Cross-functional - cross-country/international

27. BCR
Benefit-to-cost ratio (Total Benefit / Total Program Cost)
Focused on fundamental changes to thinking patterns and behaviors
Passive - active - empathetic - listening for knowledge - listening for clarification
Focused on learning and using new necessary skills through incremental change

28. 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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29. The method used to identify the efficiency and effectiveness of employees
Eager to succeed - open to support - interested in different tactics/methods and trying those out - learning oriented
Productivity Environmental Preference Survey (PEPS) - Canfield Learning Style Inventory - and Learning Style Questionnaire
Performance audit
Matching current - usually high-potential employees - with future roles within the company to systematic prepare them for a future role

30. Malcolm Knowles' work tipped the instructional systems design scale. The two ends of that scale
Organization - process - and job/performer.
Chaos is simple systems generating complicated behavior. Complexity is complicated systems generating simple behavior.
Learner-centered - content-centered
Learning style

31. Types of synthesis models
The selection of measurement points which can have a large impact on the research's ability to be generalized
Two-aix matrixes - flowcharts - dichotomy - graphic models
Cause Analysis
Thinking about the whole organization - rather than individuals - and looking primarily at processes

32. Four steps to prepare for training delivery
Meta-evaluation
Perform a front-end analysis
Learning style
Gain understanding or learning objectives - learn the materials - practice the delivery - prepare questions to stimulate learning.

33. Community of practice
In statistics - it means probably true
Matching current - usually high-potential employees - with future roles within the company to systematic prepare them for a future role
A group of people who share a common interest - and are willing to share the experiences of their common interest.
Semantic differential

34. Systems thinking
Self-contained chunk of instructional material
Thinking about the whole organization - rather than individuals - and looking primarily at processes
Matching current - usually high-potential employees - with future roles within the company to systematic prepare them for a future role
Weak manager judgments or experience levels - identified talent shortages - organization culture suports structured programs

35. Level 2 evaluation
Inputs - outputs - process controls - and resources.
Learning
Analytical - amiable - drivers - expressive
Socratic questioning

36. Four variables that effect how members of a culture think and express themselves
Seels and Glasgow instructional systems design model
Opener - bridge - main body - and close
Awareness - modeling - targeted interventions - desensitization - training
Social contexting - contexting - authority - and concept of time

37. The four Cs of change
Presentation software
Job aids - and EPSS
Create a vision - communicate the plan - connect the people - congratulate success
Focused on fundamental shifts in how people view themselves - and intentional alterations of beliefs and values about the world and themselves

38. Examples of collaborative software
Raw and non-contextual - and can exist in forms usable or not
Learning Management System. Software that automates administration - tracking - and reporting of learning events (ILT and online).
Email - whiteboard - bulletin boards - chat rooms - online presentation tools - WIKIs - Blogs - forums - social sites
Behavior

39. Tacit knowledge

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40. Predictive validity
Data - Information - Knowledge
Business Analysis
The extent to which an instrument predicts future results
Navigation

41. Four tools and techniques related to six sigma
DMAIC methodology - IPO model - flowcharting - evaluation models
Experiential learning
Passive - active - empathetic - listening for knowledge - listening for clarification
Data from archival records - existing records - report - and data

42. The factors that are defined during the performance gap analysis
Driving forces - restraining forces - current state - desired state
Speed - quantity - quality/accuracy - thoroughness - timeliness
Disengagement - disidentification - disorientation - and disenchantment.
Scaling and integrity

43. EPSS
Entertainment - interaction - control - usability - and customization
Electronic Performance Support System. Software that provides just-in-time help - guidance - coaching - or assistance to improve job performance.
Request for proposal. A communication from an organization to potential vendors that defines the organizations needs and how to respond to those needs.
Charts - graphs

44. Exercises that include a form of real-life situation that allows participants to practice is called
Simulations
Formative evaluation
A variable whose quantification can be broken down into very small units - often called analog (opposed to discrete)
Electronic performance support system (EPSS)

45. The type of results produced by quantative methods
Hard data
Numbers or variables used to classify a system
Results
L = P + Q + R. Learning - Programmed instruction - Questioning - Reflection

46. 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
Inputs - outputs - process controls - and resources.
Information - feedback
Brainstorming - case studies - and role plays
Suggestopedia

47. The seven characteristics of good dialog
Structure
Scaling and integrity
Relevance - inquiry - freedom - connectedness - reception - empowerment - play
Matching current - usually high-potential employees - with future roles within the company to systematic prepare them for a future role

48. The questioning technique that seeks to develop critical thinking and creativity
Gain understanding or learning objectives - learn the materials - practice the delivery - prepare questions to stimulate learning.
Sequence
Ginzberg's theory
Socratic questioning

49. Four activites to consider when closing a presentation
Review of objective and key points - review participant benefits - call participants to action - ask participants if they have any questions.
Matching current - usually high-potential employees - with future roles within the company to systematic prepare them for a future role
Form - storm - norm - perform - and adjourn.
Ginzberg's theory

50. The third component of the ASTD HPI model
Questions that check for understanding or test for consensus
Electronic Performance Support System. Software that provides just-in-time help - guidance - coaching - or assistance to improve job performance.
Two-aix matrixes - flowcharts - dichotomy - graphic models
Cause Analysis