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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.
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1. Level 4 evaluation
Behavior
Identify organizational values - development mission - develop vision - develop value statements
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.

2. The fifth component of the ASTD HPI model
Preparation
Indicate whether response was correct - explain an incorrect response or clarify a correct response - give instructions on how to proceed
Reaction
Solution Implementation

3. The tasks involved in the evaluation phase of strategic development
Managers are responsible for their own development - executives are responsible for the development of their subordinates - the organization is responsible for providing growth opportunities
Reality - feasibility - authority - and learning opportunities
Maslow's hierarchy - McGregor's Theory X and Y of management
Review strategies - measure performance - take correction action

4. Knowledge management
Semantic differential
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
Psychomotor skills
Formulation - Development - Implementation - Evaluation

5. Two characteristics for any coaching program to succeed
Theatre style
Establish short-term objectives - create an action plan to achieve short-term objectives - allocate resources to the objectives - motivate employees to reach the objectives
Subject-matter expert
Objectivity - confidentiality

6. Change management
Psychomotor skills
A visual tools used to systematically describe actions/behaviors in a sequential flow - including all the steps and tasks for that process flow.
To improve performance by systematically developing human expertise through organizational development and training
Change is a process not an event. Change management is the process of directing change at each level of an organization.

7. Three drawbacks of classroom training
Harless' front-end analysis model
Determine business impact - improve the design of the learning experience - determine the content's adequacy
High cost - scheduling difficulties - and temporary (unless learners have opportunity to practice)
Pilot tests - technical reviews - production reviews

8. The factors that are defined during the performance gap analysis
Driving forces - restraining forces - current state - desired state
Questions that stimulate discussion
Myer-Briggs Type Indicator (MBTI) - DiSC personality profile
Job aids - and EPSS

9. The purposes of training evaluation

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10. Knowledge
DMAIC methodology - IPO model - flowcharting - evaluation models
Information that combined with understanding enables understanding
Capture attention - help message to be remembered - establish rapport - build credibility - and build team unity.
Pareto analysis

11. The three levels that - when in harmony - work to optimal performance in the Rummler and Brache's model
Audience - behavior - condition - and degree
The most frequently occurring value
Organization - process - and job/performer.
Behavior

12. The seven attributes essential for leadership per Warren Bennis
A description or design specification for how information should be treated and organized.
To improve performance by systematically developing human expertise through organizational development and training
Technical competence - people skills - conceptual skills - results - taste - judgment - character
Indicate whether response was correct - explain an incorrect response or clarify a correct response - give instructions on how to proceed

13. The six factors an instructional designer must consider before choosing techniques and training materials
Cost-effectiveness - accessibility and application - learner access - and self-direction
Cost or budget - lesson content - learner background and expectations - time available - and facilities/equipment/materials
Myer-Briggs Type Indicator (MBTI) - DiSC personality profile
Multiple intelligences theory

14. The components of the action learning formula
Facilitators establish the initial mood or climate of the class experience - and clarify the purpose of individuals as well as the general purposes of the group
L = P + Q + R. Learning - Programmed instruction - Questioning - Reflection
Measures of quantity or numbers
Myer-Briggs Type Indicator (MBTI) - DiSC personality profile

15. Two guiding principles of displaying quantative data in charts and graphs
Business Analysis
Scaling and integrity
A variable in whole number or distinct units (opposed to continuous)
Benjamin Bloom

16. Discrete
An effective - structured way that captures people's learning from an experience.
Speed - quantity - quality/accuracy - thoroughness - timeliness
Sequence
A variable in whole number or distinct units (opposed to continuous)

17. The tasks involved in the formulation phase of strategic development
Technology - new products - shareholders - financial conditions - system challenges - process challenges - policies
Robert Mager
Andragogy - time pressures - goal orientation - previous knowledge and experience - relevent content - levels of motivation - and different learning styles
Identify organizational values - development mission - develop vision - develop value statements

18. The five characteristics of every job that influence employee motivation
Maslow's hierarchy - McGregor's Theory X and Y of management
Skill variety - task identity - task significance - autonomy - feedback
Terminal objectives
Communication - client motivation - self-management - technical skills

19. The six steps in a training needs assessment
Scaling and integrity
Defining objectives - identifying necessary data - selecting data collection methods - collecting data - analyzing and confirming data - and reporting on the data
Relevance - inquiry - freedom - connectedness - reception - empowerment - play
Growth - exploratory - establishment - maintenance - decline

20. Two characteristics of distance learning
When the cause of the problem is a lack of knowledge or skills
Image oriented - interactive - immediate - and intimate.
Competing - accommodating - avoiding - collaborating - and compromising.
Separation of place - time - or both among learners - instructors - and learning resources; Interactions are conducted through one or mode media.

21. List 10 types of root causes

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22. Median
Philosophy of coaching - definition of coaching - standards of ethical coaching conduct - pledge of coaching ethics
Knowledge that has been documented - includes books - manuals - training courses - job aids - software rules - databases - etc.
The mid-point of the distribution - 50% of the values are above/below this value
Simulations

23. Mean
Groupthink
Identify business goals - clarify those goals - determine specificity and measurability of the goals.
The sum of the numbers divided by the total number of values
Audience - behavior - condition - and degree

24. Types of Level 3 instruments
Information - resources - incentives/consequences - knowledge and skills - capacity - and motivation.
Communication - client motivation - self-management - technical skills
Action plans - interviews - questionnaires - focus groups - performance contracts
Audience - Behavior - Condition - and Degree

25. The ability of the same measurement to produce consistent results over time
Evaluation
Eager to succeed - open to support - interested in different tactics/methods and trying those out - learning oriented
Reliability
Ginzberg's theory

26. A computer application that is linked directly to another application to train or guide workers through a task
Electronic performance support system (EPSS)
Enabling objectives
The extent to which an instrument represents the program's content
Rehersal

27. Five job analysis methods
Interview - survey/questionnaire - observation - focus group - work diary/work log
Websites where users post questions - thoughts and observations - and can reply to other users postings of the same
Socratic questioning
The most frequently occurring value

28. Predictive validity
The extent to which an instrument predicts future results
Formative evaluation
Social contexting - contexting - authority - and concept of time
Presentation software

29. Four characteristics of tasks that are well-suited for job aids
Ishikawa - fishbone
Low frequency - high complexity - high consequence of error - high probability of change in the future
Bloom's taxonomy - six sigma - Kepner-Tregoe
A variable the influences the dependent variable

30. Three disadvantages of focus groups
Phone - VoIP - online meetings - email - specialized software
Passive - active - empathetic - listening for knowledge - listening for clarification
Proxemics
Time and resource intensive - undue influence of vocal member(s) - difficult to facilitate with a single facilitator to encourage participation and take notes

31. The other names for a cause-and-effect diagram
Silence
Cognitive
Change is a process not an event. Change management is the process of directing change at each level of an organization.
Ishikawa - fishbone

32. The first component of the ASTD HPI model
Business Analysis
The expected range of a measurement
Enabling objectives
A variable in whole number or distinct units (opposed to continuous)

33. List seven things that cannot be copyrighted
Business needs - performance needs - learning needs - and learner needs
Ideas - processes - procedures - methods of operation - concepts - principles - and discoveries
Slides
Economic - social - political and legislative - workforce - technological - and competitive.

34. The five criteria to measure performance after coaching
Groupthink
Documentation audit - information system survey - identification of external information sources
Speed - quantity - quality/accuracy - thoroughness - timeliness
Engage learner's attention - present materials as input to brain - practice with ideas and skills - review to create new connections and applications

35. Five technologies that can be used to connect clients to coaches
Understandable - accurate - functional
Asynchronous
Visual - Auditory - and Kinestethic
Phone - VoIP - online meetings - email - specialized software

36. EPSS
Experiencing - publishing - processing - generalizing - and applying
Electronic Performance Support System. Software that provides just-in-time help - guidance - coaching - or assistance to improve job performance.
Measures looking at opinions - behaviors - and attributes
Business needs - performance needs - learning needs - and learner needs

37. Four stages of transition through M&As
Knowledge - skills - desire - environment - and opportunity
Socratic questioning
The outcome that depends on the independent variable and covariates
Disengagement - disidentification - disorientation - and disenchantment.

38. the meaning of significant - in a statistical context
Subject-matter expert
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
Navigation
In statistics - it means probably true

39. Three tools for determining learner preferences
Learning Management System. Software that automates administration - tracking - and reporting of learning events (ILT and online).
Productivity Environmental Preference Survey (PEPS) - Canfield Learning Style Inventory - and Learning Style Questionnaire
A description or design specification for how information should be treated and organized.
Reaction

40. Level 3 evaluation
Computer-based training. Any learning event that uses computers as the primary distributions method.
Results
Change is a process not an event. Change management is the process of directing change at each level of an organization.
Likert scale

41. 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.
Learning Management System (LMS)
Personal space
Navigation

42. Mode
Experiential learning
Awareness - modeling - targeted interventions - desensitization - training
The most frequently occurring value
Measures of quantity or numbers

43. Five ways to use storytelling
The expected range of a measurement
Learner-centered - content-centered
Capture attention - help message to be remembered - establish rapport - build credibility - and build team unity.
A group of people who share a common interest - and are willing to share the experiences of their common interest.

44. The two mechanisms the chaos and complexity theory focus on
Information - feedback
Audience - Behavior - Condition - and Degree
External and environmental influences
Enabling objectives

45. Continuous
Matching current - usually high-potential employees - with future roles within the company to systematic prepare them for a future role
A variable whose quantification can be broken down into very small units - often called analog (opposed to discrete)
Extroversion/Introversion - Sensing/Intuition - Thinking/Feeling - Judgment/Perception
Management - performance

46. Four elements of an effective oral presentation
Philosophy of coaching - definition of coaching - standards of ethical coaching conduct - pledge of coaching ethics
External/organizational scans - identify business needs - identify change initiatives - collect data - analyze data - report on the data - design the change initiative
Opener - bridge - main body - and close
Change is a process not an event. Change management is the process of directing change at each level of an organization.

47. Qualitative
A variable the influences the dependent variable
Mentoring is longer term - and mentors do not have responsibility for participants improvement.
High cost - scheduling difficulties - and temporary (unless learners have opportunity to practice)
Measures looking at opinions - behaviors - and attributes

48. The mode of training for which classroom training is most effective
Questions that check for understanding or test for consensus
Psychomotor skills
Numbers or variables used to classify a system
Entertainment - interaction - control - usability - and customization

49. The four most important skills for a coach
Audience - Behavior - Condition - and Degree
Language - speech - environmental - and psychological
Synchrononous occurs at a given time with a live instructor. Asynchronous is self-paced and available at any time.
Communication - client motivation - self-management - technical skills

50. The characteristics of a complex system
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
Icebreakers do not have to relate to the session materials. Opening exercise introduces the session materials being taught.
Benefit-to-cost ratio (Total Benefit / Total Program Cost)
Experiential learning

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