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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. Two theories of motivation for coaching

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2. The type of results produced by quantative methods
Functional context
Polling questions
Hard data
Dictatorship - anarchy - democracy

3. Single-loop learning
Language - speech - environmental - and psychological
Focused on learning and using new necessary skills through incremental change
Opportunity-centered
Engage learner's attention - present materials as input to brain - practice with ideas and skills - review to create new connections and applications

4. Four steps to prepare for training delivery
Philosophy of coaching - definition of coaching - standards of ethical coaching conduct - pledge of coaching ethics
Identify organizational values - development mission - develop vision - develop value statements
Groupthink
Gain understanding or learning objectives - learn the materials - practice the delivery - prepare questions to stimulate learning.

5. Explicit knowledge
Something that disrupts the flow of information between source and receiver
Culture - vision - strategy - and structure
Cost-effectiveness - accessibility and application - learner access - and self-direction
Knowledge that has been documented - includes books - manuals - training courses - job aids - software rules - databases - etc.

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

7. Three conditions that warrant multi-rater feedback
Focused on learning and using new necessary skills through incremental change
Weak manager judgments or experience levels - identified talent shortages - organization culture suports structured programs
Cause Analysis
Surveys

8. Predictive validity
Establish short-term objectives - create an action plan to achieve short-term objectives - allocate resources to the objectives - motivate employees to reach the objectives
Pilot tests - technical reviews - production reviews
The extent to which an instrument predicts future results
Ideas - processes - procedures - methods of operation - concepts - principles - and discoveries

9. The three major tasks of analyzing data
Rehersal
High cost - scheduling difficulties - and temporary (unless learners have opportunity to practice)
Terminal objectives
Sorting - tabulating - and comparing raw to summarized data

10. Level 1 evaluation
Reaction
Defining objectives - identifying necessary data - selecting data collection methods - collecting data - analyzing and confirming data - and reporting on the data
Rote skills
Economic - social - political and legislative - workforce - technological - and competitive.

11. What is an SME
Slides
Phone - VoIP - online meetings - email - specialized software
Job analysis
Subject-matter expert

12. The components of the action learning formula
Measures of quantity or numbers
L = P + Q + R. Learning - Programmed instruction - Questioning - Reflection
Identify performance gaps - gains commitment to learning - constructs practice to close gaps - drives application and reflection to improve competence
Data - Information - Knowledge

13. scripting
Simulations
A collection of code containing instructions for a computer to perform a specific action
To aid in career planning
A variable the influences the dependent variable

14. List six categories of HPI solutions
Weak manager judgments or experience levels - identified talent shortages - organization culture suports structured programs
Discovery - Dream - Design - and Destiny
Structure and processes - resources - information - knowledge and skills - motives - and wellness.
The extent to which an instrument predicts future results

15. Three advantages of interviews as a data gathering technique
Thinking about the whole organization - rather than individuals - and looking primarily at processes
Rich data - comparable data across interviews with proper construction of interview protocol - and adds depth to quantative methods
Action plans - interviews - questionnaires - focus groups - performance contracts
Scaling and integrity

16. The third component of the ASTD HPI model
Pedagogy
Cause Analysis
Performance Analysis
Data that has been given context

17. The phases of strategic development
Formulation - Development - Implementation - Evaluation
Electronic performance support system (EPSS)
Something that disrupts the flow of information between source and receiver
Andragogy - time pressures - goal orientation - previous knowledge and experience - relevent content - levels of motivation - and different learning styles

18. Four basic components of a process
Maslow's hierarchy
Accelerated Learning
Inputs - outputs - process controls - and resources.
When the cause of the problem is a lack of knowledge or skills

19. The topics of the A-B-C-D training development process
Organization - process - and job/performer.
Audience - behavior - condition - and degree
Constraints analysis
Action plans - interviews - questionnaires - focus groups - performance contracts

20. ROI
Business Analysis
Maslow's hierarchy
The mid-point of the distribution - 50% of the values are above/below this value
Return-on-investment ( (Benefits - Costs) / Costs) * 100

21. The type of learning that E-Learning is outstanding for teaching because it has infinite patience
Rote skills
Chat rooms are essentially synchronous (real-time) message boards.
Cost or budget - lesson content - learner background and expectations - time available - and facilities/equipment/materials
Create a vision - communicate the plan - connect the people - congratulate success

22. Two characteristics for any coaching program to succeed
Objectivity - confidentiality
External and environmental influences
Ideas - processes - procedures - methods of operation - concepts - principles - and discoveries
A description or design specification for how information should be treated and organized.

23. The seven steps in Krumboltz's DECIDES model
Performance Analysis
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
External/organizational scans - identify business needs - identify change initiatives - collect data - analyze data - report on the data - design the change initiative
problem - establish action plan - clarify values - identify alternatives - discover probable outcomes - eliminate alternatives systematically - start action

24. Open questions
Failure to partner - failure to consider culture - failure to manage change - and failure to adapt to the client.
Questions that stimulate discussion
Meta-evaluation
Enabling objectives

25. What does proxemics refer to?
Personal space
Solution Implementation
Analytical - amiable - drivers - expressive
Perform a front-end analysis

26. Factors that determine fair use
Something that disrupts the flow of information between source and receiver
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
Facilitation is used to involve participants - and to help them learn from one another.
Rote skills

27. Covariates
The multiple dependent variables in a study with multiple independent variables
Charts - graphs
Electronic Performance Support System. Software that provides just-in-time help - guidance - coaching - or assistance to improve job performance.
Knowledge - skills - desire - environment - and opportunity

28. The six founding principles of systems thinking
Kurt Lewin's forcefield analysis
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
Enabling objectives
Communication - client motivation - self-management - technical skills

29. Level 4 evaluation
Conduct a SWOT - establish strategic goals - develop strategies to achieve the strategic goals
Behavior
Sequence
problem - establish action plan - clarify values - identify alternatives - discover probable outcomes - eliminate alternatives systematically - start action

30. Four variables that effect how members of a culture think and express themselves
Social contexting - contexting - authority - and concept of time
A group of people who share a common interest - and are willing to share the experiences of their common interest.
Thinking about the whole organization - rather than individuals - and looking primarily at processes
Economic - social - political and legislative - workforce - technological - and competitive.

31. The two mechanisms the chaos and complexity theory focus on
Awareness - modeling - targeted interventions - desensitization - training
Raw and non-contextual - and can exist in forms usable or not
Information - feedback
The mid-point of the distribution - 50% of the values are above/below this value

32. The method used to identify the efficiency and effectiveness of employees
Bloom's Taxonomy
Engage learner's attention - present materials as input to brain - practice with ideas and skills - review to create new connections and applications
Performance audit
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

33. Data
Learner self-concept - Learner prior experience - Readiness to learn - Orientation to learning - and Motivation to learn
Raw and non-contextual - and can exist in forms usable or not
Ginzberg's theory
Honesty - fairness - lawfulness - compassion - respect - loyalty - dependability

34. The linear scale use to rate statements and attitudes
Developing employees - motivating employees - deploying employees - aligning people to process to increase performance
Cost-effectiveness - accessibility and application - learner access - and self-direction
Data that has been given context
Likert scale

35. The processes performance management is primarily concerned with
Developing employees - motivating employees - deploying employees - aligning people to process to increase performance
Structure
Rehersal
Rote skills

36. The collection of strategies for quickly producing instructional packages
Groupthink
Establish short-term objectives - create an action plan to achieve short-term objectives - allocate resources to the objectives - motivate employees to reach the objectives
Rapid instructional design (RID)
Learner self-concept - Learner prior experience - Readiness to learn - Orientation to learning - and Motivation to learn

37. Three drawbacks of classroom training
Solution Implementation
Asynchronous
Chaos is simple systems generating complicated behavior. Complexity is complicated systems generating simple behavior.
High cost - scheduling difficulties - and temporary (unless learners have opportunity to practice)

38. The type of question - often starting with 'what if ...' - that is used to get learners to thinking freely
Formulation - Development - Implementation - Evaluation
Websites where users post questions - thoughts and observations - and can reply to other users postings of the same
Visual - Auditory - and Kinestethic
Hypothetical

39. The final behavioral outcomes of a specific instructional event
Terminal objectives
Driving forces - restraining forces - current state - desired state
Ideas - processes - procedures - methods of operation - concepts - principles - and discoveries
Performance audit

40. The first component of the ASTD HPI model
Business Analysis
Cause Analysis
The world is created in conversation
Determine business impact - improve the design of the learning experience - determine the content's adequacy

41. 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
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
Seels and Glasgow instructional systems design model
Technical competence - people skills - conceptual skills - results - taste - judgment - character
Rich data - comparable data across interviews with proper construction of interview protocol - and adds depth to quantative methods

42. Five stages of Tuckman's team-maturing model
Information that combined with understanding enables understanding
Thinking about the whole organization - rather than individuals - and looking primarily at processes
Return-on-investment ( (Benefits - Costs) / Costs) * 100
Form - storm - norm - perform - and adjourn.

43. The five stages of D. E. Super's developmental framework
Behavior
Growth - exploratory - establishment - maintenance - decline
Split-half
Rapid instructional design (RID)

44. The measure that is defined by mean - median - and mode
Central tendency
Managerial/administrative - supervisory - functional
Reliability
Synchrononous occurs at a given time with a live instructor. Asynchronous is self-paced and available at any time.

45. Level 2 evaluation
Understandable - accurate - functional
Learning
Review strategies - measure performance - take correction action
Establish scope - create plan - implement plan - monitor/evaluate/revise plan

46. Five approaches to facilitate inclusion
Managerial/administrative - supervisory - functional
Audience - behavior - condition - and degree
Awareness - modeling - targeted interventions - desensitization - training
Synchrononous occurs at a given time with a live instructor. Asynchronous is self-paced and available at any time.

47. Things a forcefield analysis ensures
The mid-point of the distribution - 50% of the values are above/below this value
A description or design specification for how information should be treated and organized.
Hard data
No area is overlooked - forces to be used are known - there is time to develop other strategies if the analysis reveals the need

48. The seventh component of the ASTD HPI model
Two-aix matrixes - flowcharts - dichotomy - graphic models
Change Management
- measure - analyze - improve - control
Sequence

49. The method by which a trainer recognize signs of boredom - disinterest - or lack of understanding
Observe body language
Focused on learning and using new necessary skills through incremental change
Identify business goals - clarify those goals - determine specificity and measurability of the goals.
An HTML tag identifying the context of the contents on a website or knowledge base.

50. Four phases of succession planning
Mentoring is longer term - and mentors do not have responsibility for participants improvement.
Self-contained chunk of instructional material
Establish scope - create plan - implement plan - monitor/evaluate/revise plan
Reaction