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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. Two characteristics for any coaching program to succeed
Performance Analysis
Change Management
Objectivity - confidentiality
Two-aix matrixes - flowcharts - dichotomy - graphic models

2. The five criteria to measure performance after coaching
Pareto analysis
Weak manager judgments or experience levels - identified talent shortages - organization culture suports structured programs
Benefit-to-cost ratio (Total Benefit / Total Program Cost)
Speed - quantity - quality/accuracy - thoroughness - timeliness

3. PERT
Developing employees - motivating employees - deploying employees - aligning people to process to increase performance
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.
Data from archival records - existing records - report - and data
Capture attention - help message to be remembered - establish rapport - build credibility - and build team unity.

4. What does context refer to in designing learning
Learner characteristics like age - educational background - cultural background - learner expectations - and learn motivation to attend
Control groups - management estimates - extant data - external studies
Identify business goals - clarify those goals - determine specificity and measurability of the goals.
Learner-centered - content-centered

5. The HPI tool that uses the 80/20 rule
L = P + Q + R. Learning - Programmed instruction - Questioning - Reflection
Benefit-to-cost ratio (Total Benefit / Total Program Cost)
Pareto analysis
Diagnose the problem - generate alternative actions/behaviors - identify consequences for those actions/behaviors

6. The instrument where participants rate two contrasting ideas or words by circling points on a line
Numbers or variables used to rank order a system
Capture attention - help message to be remembered - establish rapport - build credibility - and build team unity.
Semantic differential
Socratic questioning

7. The seven basic self-governing behaviors
Pedagogy
Objectivity - confidentiality
Honesty - fairness - lawfulness - compassion - respect - loyalty - dependability
Request for proposal. A communication from an organization to potential vendors that defines the organizations needs and how to respond to those needs.

8. The HPI tool used to collect current performance - learner analysis - and business needs
Change is a process not an event. Change management is the process of directing change at each level of an organization.
A group of people who share a common interest - and are willing to share the experiences of their common interest.
Interviews
Job analysis

9. The purpose of workforce planning
Structures - patterns - events
To improve performance by systematically developing human expertise through organizational development and training
Focused on fundamental changes to thinking patterns and behaviors
Ideas - processes - procedures - methods of operation - concepts - principles - and discoveries

10. Things a forcefield analysis ensures
Adult learning theories - instructional design techniques
No area is overlooked - forces to be used are known - there is time to develop other strategies if the analysis reveals the need
Learning Content Management System. Software that packages courses and learning materials for print - CD-ROM - and electronic publication.
Preparation

11. Dichotomous
A description or design specification for how information should be treated and organized.
A variable that can have one of two possible values.
Focused on fundamental changes to thinking patterns and behaviors
Knowledge - skills

12. What is an SME
Weak manager judgments or experience levels - identified talent shortages - organization culture suports structured programs
A variable that can have one of two possible values.
The process that connects information - education - expertise - and practical application of people in an organization for the purposes of sharing and access.
Subject-matter expert

13. Sequencing and structure are closely related. What is the order in which skills and information are taught
Sequence
Presentation software
Constraints analysis
Convergers - divergers - assimilators - and accommodators

14. Level 1 evaluation
Reaction
Cost or budget - lesson content - learner background and expectations - time available - and facilities/equipment/materials
Diagnose the problem - generate alternative actions/behaviors - identify consequences for those actions/behaviors
An effective - structured way that captures people's learning from an experience.

15. Four stages of accelerated learning

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16. EPSS
Electronic Performance Support System. Software that provides just-in-time help - guidance - coaching - or assistance to improve job performance.
Suggestopedia
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.

17. The process of giving advice or information from one person to another about the usefulness of an event - process or action
External and environmental influences
Language - speech - environmental - and psychological
Documentation audit - information system survey - identification of external information sources
Feedback

18. The tool instructors can leverage from WBT to immediately determine a group's understanding of the material
Polling questions
Rote skills
Business Analysis
Focused on fundamental shifts in how people view themselves - and intentional alterations of beliefs and values about the world and themselves

19. Five mistakes managers can make to negatively impact employee motivation
An unknown or uncontrolled variable that produces an effect
Reliability
Structure and processes - resources - information - knowledge and skills - motives - and wellness.
Misplacing ownership - misaligning incentives - saving recognition - playing favorites - misspeaking praise

20. The phases of strategic development
Formulation - Development - Implementation - Evaluation
Raw and non-contextual - and can exist in forms usable or not
A description or design specification for how information should be treated and organized.
Objectivity - confidentiality

21. RFP
Brainstorming - case studies - and role plays
Sorting - tabulating - and comparing raw to summarized data
Request for proposal. A communication from an organization to potential vendors that defines the organizations needs and how to respond to those needs.
A variable the influences the dependent variable

22. The method a trainer can use to encourage a participant to continue speaking
Documentation audit - information system survey - identification of external information sources
Review of objective and key points - review participant benefits - call participants to action - ask participants if they have any questions.
Walk towards a participant as they speak
Create a vision - communicate the plan - connect the people - congratulate success

23. The second component of the ASTD HPI model
Performance Analysis
Behavorism
Structures - patterns - events
Asynchronous

24. The seventh component of the ASTD HPI model
Reality - feasibility - authority - and learning opportunities
Change Management
No area is overlooked - forces to be used are known - there is time to develop other strategies if the analysis reveals the need
Indicate whether response was correct - explain an incorrect response or clarify a correct response - give instructions on how to proceed

25. Who is credited with the idea that learning objectives should contain a condition statement - a performance statement - and a criterion statement
The most frequently occurring value
To systematically plan an organization's future
Raw and non-contextual - and can exist in forms usable or not
Robert Mager

26. Steps of managing a change project
L = P + Q + R. Learning - Programmed instruction - Questioning - Reflection
Eager to succeed - open to support - interested in different tactics/methods and trying those out - learning oriented
Disengagement - disidentification - disorientation - and disenchantment.
Initiating - planning - executing - controlling - closing

27. learning object
Sorting - tabulating - and comparing raw to summarized data
The extent to which an instrument represents the program's content
Self-contained chunk of instructional material
Behavior

28. The diagnostic model that identifies the performance problem cause - based on cause driving solution

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29. 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
Brainstorming - case studies - and role plays
Experiential learning
Knowledge that has been documented - includes books - manuals - training courses - job aids - software rules - databases - etc.
Bloom's taxonomy - six sigma - Kepner-Tregoe

30. The core belief of appreciative inquiry theory
Psychomotor skills
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
The extent to which an instrument represents the program's content
The world is created in conversation

31. The two primary tools for the visual display of quantitative data
To aid in career planning
Form - storm - norm - perform - and adjourn.
Observe body language
Charts - graphs

32. The kinds of objectives that support the final behavioral outcomes by breaking them down into more manageable chunks
Multiple intelligences theory
Enabling objectives
External/organizational scans - identify business needs - identify change initiatives - collect data - analyze data - report on the data - design the change initiative
Formulation - Development - Implementation - Evaluation

33. Covariates
Navigation
Suggestopedia
Measures looking at opinions - behaviors - and attributes
The multiple dependent variables in a study with multiple independent variables

34. The learning domain that focuses on the skills and knowledge relating to an activity such as changing a car's oil
Measures of quantity or numbers
Cognitive
Two-aix matrixes - flowcharts - dichotomy - graphic models
Enabling objectives

35. The collection of strategies for quickly producing instructional packages
Rapid instructional design (RID)
A collection of code containing instructions for a computer to perform a specific action
The mid-point of the distribution - 50% of the values are above/below this value
Slides

36. The seating arrangement is the least conducive to stimulating group discussion
Pareto analysis
Theatre style
Brainstorming - case studies - and role plays
Identify organizational values - development mission - develop vision - develop value statements

37. The tasks involved in the formulation phase of strategic development
Identify organizational values - development mission - develop vision - develop value statements
Written tests - oral Q&A - performance tests - role plays
No area is overlooked - forces to be used are known - there is time to develop other strategies if the analysis reveals the need
Cause Analysis

38. The method by which a trainer recognize signs of boredom - disinterest - or lack of understanding
Visual - Auditory - and Kinestethic
Scaling and integrity
Observe body language
Information - feedback

39. An evaluation of an evaluation
Performance Analysis
Information - feedback
Icebreakers do not have to relate to the session materials. Opening exercise introduces the session materials being taught.
Meta-evaluation

40. The four characteristics of online communication
Formative evaluation
Image oriented - interactive - immediate - and intimate.
The multiple dependent variables in a study with multiple independent variables
Interview - survey/questionnaire - observation - focus group - work diary/work log

41. Knowledge Mapping
The process that connects information - education - expertise - and practical application of people in an organization for the purposes of sharing and access.
Electronic Performance Support System. Software that provides just-in-time help - guidance - coaching - or assistance to improve job performance.
Initiating - planning - executing - controlling - closing
Low frequency - high complexity - high consequence of error - high probability of change in the future

42. Four characteristics of tasks that are well-suited for job aids
Opportunity-centered
Rote skills
Weak manager judgments or experience levels - identified talent shortages - organization culture suports structured programs
Low frequency - high complexity - high consequence of error - high probability of change in the future

43. Compare/contrast chaos and complexity
External and environmental influences
Chaos is simple systems generating complicated behavior. Complexity is complicated systems generating simple behavior.
Monetary impact/ROI
Suggestopedia

44. The five principles of andragogy
Dictatorship - anarchy - democracy
Managerial/administrative - supervisory - functional
Entertainment - interaction - control - usability - and customization
Learner self-concept - Learner prior experience - Readiness to learn - Orientation to learning - and Motivation to learn

45. Types of synthesis models
Passive - active - empathetic - listening for knowledge - listening for clarification
Two-aix matrixes - flowcharts - dichotomy - graphic models
Observe body language
Walk towards a participant as they speak

46. Mean
Audience - Behavior - Condition - and Degree
Learning style
The sum of the numbers divided by the total number of values
Communication - client motivation - self-management - technical skills

47. Three learner preferences as defined by the VAK model
Visual - Auditory - and Kinestethic
The outcome that depends on the independent variable and covariates
Silence
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

48. The components of the VAK model
Monetary impact/ROI
Visual - Auditory - and Kinestethic
Identify organizational values - development mission - develop vision - develop value statements
An HTML tag identifying the context of the contents on a website or knowledge base.

49. Exercises that include a form of real-life situation that allows participants to practice is called
Howard Gardner
Hypothetical
Simulations
Create new hire training - develop behavior-based interview questions - write performance objectives - prepare employees for career progression

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

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