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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. Explicit knowledge
Audience - behavior - condition - and degree
Capture attention - reveal trainer's style - raise participant's comfort level - introduce the topic of the presentation.
Knowledge that has been documented - includes books - manuals - training courses - job aids - software rules - databases - etc.
Form - storm - norm - perform - and adjourn.

2. Single-loop learning
The mid-point of the distribution - 50% of the values are above/below this value
Growth - exploratory - establishment - maintenance - decline
Focused on learning and using new necessary skills through incremental change
Formulation - Development - Implementation - Evaluation

3. What does proxemics refer to?
Personal space
Results
Pilot tests - technical reviews - production reviews
Presentation software

4. Two circumstances where e-learning is particularly useful
Pareto analysis
Results
Rote skills - and prerequisite material
Failure to partner - failure to consider culture - failure to manage change - and failure to adapt to the client.

5. Four basic components of a process
Sequence
Inputs - outputs - process controls - and resources.
The extent to which an instrument predicts future results
Communication - client motivation - self-management - technical skills

6. 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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7. When is training the appropriate solution to a performance problem
When the cause of the problem is a lack of knowledge or skills
Computer-based training. Any learning event that uses computers as the primary distributions method.
Opener - bridge - main body - and close
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

8. The learning theory that includes activities like behavioral modeling - simulations - role plays - skill drills - and rewards
Behavorism
Discovery - Dream - Design - and Destiny
Ishikawa - fishbone
Productivity Environmental Preference Survey (PEPS) - Canfield Learning Style Inventory - and Learning Style Questionnaire

9. Level 1 evaluation
Reaction
Upper-left cerebral - lower-left limbic - upper-right cerebral - and lower-right limbic
Seels and Glasgow instructional systems design model
Determine business impact - improve the design of the learning experience - determine the content's adequacy

10. Process Map
Reality - feasibility - authority - and learning opportunities
Maslow's hierarchy - McGregor's Theory X and Y of management
Performance records - direct observation - supervisor checklists
A visual tools used to systematically describe actions/behaviors in a sequential flow - including all the steps and tasks for that process flow.

11. The tasks involved in the evaluation phase of strategic development
The extent to which an instrument predicts future results
Performance audit
Review strategies - measure performance - take correction action
Solution Implementation

12. Describe a chat room
Chat rooms are essentially synchronous (real-time) message boards.
The extent to which an instrument predicts future results
Initiating - planning - executing - controlling - closing
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

13. Four characteristics of effective openers

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14. The questioning technique that seeks to develop critical thinking and creativity
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
Socratic questioning
Cognitivism
Knowledge in one's personal memory - includes judgment - insights - experience - know-how - personal beliefs - and personal values.

15. Types of synthesis models
Cause Analysis
Driving forces - restraining forces - current state - desired state
Learning style
Two-aix matrixes - flowcharts - dichotomy - graphic models

16. The four parts of the International Federation's (ICF) ethical standards
Objectivity - confidentiality
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
Philosophy of coaching - definition of coaching - standards of ethical coaching conduct - pledge of coaching ethics
Visual - Auditory - and Kinestethic

17. The technique trainers should use when they want to use the revelation technique
Feedback
Learning technologies
Terminal objectives
Presentation software

18. The method by which a trainer recognize signs of boredom - disinterest - or lack of understanding
Dictatorship - anarchy - democracy
Solution Selection
Observe body language
Simulations

19. Double-loop learning
A variable whose quantification can be broken down into very small units - often called analog (opposed to discrete)
No area is overlooked - forces to be used are known - there is time to develop other strategies if the analysis reveals the need
Focused on fundamental changes to thinking patterns and behaviors
Ginzberg's theory

20. learning object
Review of objective and key points - review participant benefits - call participants to action - ask participants if they have any questions.
Self-contained chunk of instructional material
Information that combined with understanding enables understanding
Problem - action learning group - emphasis on careful questioning and listening - resolution to take action - commitment to learning - group facilitator/learning coach

21. Level 3 evaluation
Results
Computer-based training. Any learning event that uses computers as the primary distributions method.
Ginzberg's theory
Capture attention - reveal trainer's style - raise participant's comfort level - introduce the topic of the presentation.

22. List seven principles of adult learning
Andragogy - time pressures - goal orientation - previous knowledge and experience - relevent content - levels of motivation - and different learning styles
Something that disrupts the flow of information between source and receiver
Solution Implementation
Speed - quantity - quality/accuracy - thoroughness - timeliness

23. Sequencing and structure are closely related. What refers to the relationship among skills and topics
An unknown or uncontrolled variable that produces an effect
Understandable - accurate - functional
Information that combined with understanding enables understanding
Structure

24. The five principles of andragogy
Numbers or variables used to classify a system
Learner self-concept - Learner prior experience - Readiness to learn - Orientation to learning - and Motivation to learn
External and environmental influences
Technology - new products - shareholders - financial conditions - system challenges - process challenges - policies

25. The second component of the ASTD HPI model
The multiple dependent variables in a study with multiple independent variables
Performance Analysis
Review of objective and key points - review participant benefits - call participants to action - ask participants if they have any questions.
External coaching - internal coaching

26. Two characteristics for any coaching program to succeed
Design
Scaling and integrity
Objectivity - confidentiality
Learning Management System. Software that automates administration - tracking - and reporting of learning events (ILT and online).

27. The two primary tools for the visual display of quantitative data
Form - storm - norm - perform - and adjourn.
Theatre style
To systematically plan an organization's future
Charts - graphs

28. List six categories of HPI solutions
Chat rooms are essentially synchronous (real-time) message boards.
Technical competence - people skills - conceptual skills - results - taste - judgment - character
Validity
Structure and processes - resources - information - knowledge and skills - motives - and wellness.

29. Two characteristics of distance learning
Separation of place - time - or both among learners - instructors - and learning resources; Interactions are conducted through one or mode media.
Suggestopedia
Dictatorship - anarchy - democracy
Job aids - and EPSS

30. The sixth component of the ASTD HPI model
Personal space
Evaluation
To improve performance by systematically developing human expertise through organizational development and training
Cognitive

31. LCMS
Learning Content Management System. Software that packages courses and learning materials for print - CD-ROM - and electronic publication.
Honesty - fairness - lawfulness - compassion - respect - loyalty - dependability
Cost-effectiveness - accessibility and application - learner access - and self-direction
Evaluation

32. An assessment done during formation
Websites where users post questions - thoughts and observations - and can reply to other users postings of the same
Upper-left cerebral - lower-left limbic - upper-right cerebral - and lower-right limbic
Formative evaluation
Learner-centered - content-centered

33. Types of Level 2 instruments
Phone - VoIP - online meetings - email - specialized software
Gain understanding or learning objectives - learn the materials - practice the delivery - prepare questions to stimulate learning.
Honesty - fairness - lawfulness - compassion - respect - loyalty - dependability
Written tests - oral Q&A - performance tests - role plays

34. Quantitative
Measures of quantity or numbers
Breakeven ( ( Program Costs / Investment ) / ( Benefits / Cash Inflow) )
Room size or number of participants is too large - when trainer wants to be more formal - when trainer has illegible handwriting - when the trainer presents the same program regularly.
Socratic questioning

35. The factors that are defined during the performance gap analysis
Driving forces - restraining forces - current state - desired state
Questionnaires - follow-up interviews - observation checklists
Disengagement - disidentification - disorientation - and disenchantment.
Constraints analysis

36. BCR
Andragogy - time pressures - goal orientation - previous knowledge and experience - relevent content - levels of motivation - and different learning styles
The extent to which an instrument represents the program's content
Accelerated Learning
Benefit-to-cost ratio (Total Benefit / Total Program Cost)

37. The six interactive and interdependent components of an action learning program
Problem - action learning group - emphasis on careful questioning and listening - resolution to take action - commitment to learning - group facilitator/learning coach
Rich data - comparable data across interviews with proper construction of interview protocol - and adds depth to quantative methods
Cognitive
Growth - exploratory - establishment - maintenance - decline

38. The e-Learning techniques allows learners to personally assess what can be learned - the value of the content - and the difficulty of the content
Navigation
Awareness - modeling - targeted interventions - desensitization - training
Communication - client motivation - self-management - technical skills
The mid-point of the distribution - 50% of the values are above/below this value

39. Five approaches to facilitate inclusion
Awareness - modeling - targeted interventions - desensitization - training
Weak manager judgments or experience levels - identified talent shortages - organization culture suports structured programs
Facilitation is used to involve participants - and to help them learn from one another.
Rich data - comparable data across interviews with proper construction of interview protocol - and adds depth to quantative methods

40. Three tasks for knowledge mapping
Documentation audit - information system survey - identification of external information sources
Learning
Create safe haven for learning - create a comfortable environment - encourage participation - facilitate more than lecture.
Evaluation

41. The components of the VAK model
Initiating - planning - executing - controlling - closing
Validity
Visual - Auditory - and Kinestethic
Rote skills

42. Standard deviation
A measure of the variability of scores from the mean
Knowledge in one's personal memory - includes judgment - insights - experience - know-how - personal beliefs - and personal values.
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
Entertainment - interaction - control - usability - and customization

43. 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
Long-term process for performance improvement based on 1-on-1 interactions where mentee retains the responsibility for improvement
Solution Implementation
Cost-effectiveness - accessibility and application - learner access - and self-direction
Seels and Glasgow instructional systems design model

44. 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.
Central tendency
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
A variable in whole number or distinct units (opposed to continuous)

45. Discrete
A variable in whole number or distinct units (opposed to continuous)
Email - whiteboard - bulletin boards - chat rooms - online presentation tools - WIKIs - Blogs - forums - social sites
Numbers or variables used to classify a system
Data that has been given context

46. The five factors that affect human performance
The multiple dependent variables in a study with multiple independent variables
A visual tools used to systematically describe actions/behaviors in a sequential flow - including all the steps and tasks for that process flow.
Knowledge - skills - desire - environment - and opportunity
The sum of the numbers divided by the total number of values

47. Two guiding principles of displaying quantative data in charts and graphs
Subject-matter expert
Scaling and integrity
Current organization climate - available resources
Knowledge - skills

48. Five technologies that can be used to connect clients to coaches
Phone - VoIP - online meetings - email - specialized software
An effective - structured way that captures people's learning from an experience.
Identify performance gaps - gains commitment to learning - constructs practice to close gaps - drives application and reflection to improve competence
Low frequency - high complexity - high consequence of error - high probability of change in the future

49. Change management
Change is a process not an event. Change management is the process of directing change at each level of an organization.
Performance records - direct observation - supervisor checklists
Design
Productivity Environmental Preference Survey (PEPS) - Canfield Learning Style Inventory - and Learning Style Questionnaire

50. The six steps in a training needs assessment
Skill variety - task identity - task significance - autonomy - feedback
Management - performance
Defining objectives - identifying necessary data - selecting data collection methods - collecting data - analyzing and confirming data - and reporting on the data
Reaction