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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. The method used to identify the efficiency and effectiveness of employees
Brainstorming - case studies - and role plays
Productivity Environmental Preference Survey (PEPS) - Canfield Learning Style Inventory - and Learning Style Questionnaire
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
Performance audit

2. the meaning of significant - in a statistical context
Electronic performance support system (EPSS)
Failure to partner - failure to consider culture - failure to manage change - and failure to adapt to the client.
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
In statistics - it means probably true

3. The two primary tools for the visual display of quantitative data
Charts - graphs
Performance records - direct observation - supervisor checklists
Benefit-to-cost ratio (Total Benefit / Total Program Cost)
Maslow's hierarchy

4. What is the best thing to do first when a client wants a designer to develop a training to improve declining business process
Learner characteristics like age - educational background - cultural background - learner expectations - and learn motivation to attend
Kurt Lewin's forcefield analysis
Perform a front-end analysis
Results

5. Confounding
An unknown or uncontrolled variable that produces an effect
A variable the influences the dependent variable
The selection of measurement points which can have a large impact on the research's ability to be generalized
Kurt Lewin's forcefield analysis

6. Critical Path
Benjamin Bloom
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
Change is a process not an event. Change management is the process of directing change at each level of an organization.
The minimum time schedule for completing all the tasks in a project with several overlapping or dependent tasks.

7. The purpose of workforce planning
To improve performance by systematically developing human expertise through organizational development and training
Create new hire training - develop behavior-based interview questions - write performance objectives - prepare employees for career progression
Structure
Reaction

8. The type of results produced by quantative methods
Hypothetical
Visual - Auditory - and Kinestethic
Hard data
Job analysis

9. The seven attributes essential for leadership per Warren Bennis
Technical competence - people skills - conceptual skills - results - taste - judgment - character
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
Eager to succeed - open to support - interested in different tactics/methods and trying those out - learning oriented
Request for proposal. A communication from an organization to potential vendors that defines the organizations needs and how to respond to those needs.

10. Two characteristics of distance learning
Meta-evaluation
Personal space
Characteristics of adults as learners (CAL) conceptual framework
Separation of place - time - or both among learners - instructors - and learning resources; Interactions are conducted through one or mode media.

11. The questioning technique that seeks to develop critical thinking and creativity
External and environmental influences
Validity
Socratic questioning
The world is created in conversation

12. The four quadrants in W.E. (Ned) Herrmann's learning brain model
Myer-Briggs Type Indicator (MBTI) - DiSC personality profile
A visual tools used to systematically describe actions/behaviors in a sequential flow - including all the steps and tasks for that process flow.
Upper-left cerebral - lower-left limbic - upper-right cerebral - and lower-right limbic
Monetary impact/ROI

13. Level 3 evaluation
Documentation audit - information system survey - identification of external information sources
Numbers or variables used to classify a system
Results
Mentoring is longer term - and mentors do not have responsibility for participants improvement.

14. Two guiding principles of displaying quantative data in charts and graphs
Control groups - management estimates - extant data - external studies
Learning Content Management System. Software that packages courses and learning materials for print - CD-ROM - and electronic publication.
Scaling and integrity
Pedagogy

15. Five conflict responses
Competing - accommodating - avoiding - collaborating - and compromising.
Initiating - planning - executing - controlling - closing
Virtual Reality. Computer-based technology that gives the user a realistic - 3-D - interactive experience that engages as many senses as possible.
Performance audit

16. Three tools for determining learner preferences
Analytical - amiable - drivers - expressive
Productivity Environmental Preference Survey (PEPS) - Canfield Learning Style Inventory - and Learning Style Questionnaire
Data from archival records - existing records - report - and data
Defining objectives - identifying necessary data - selecting data collection methods - collecting data - analyzing and confirming data - and reporting on the data

17. The three building blocks of knowledge management
An HTML tag identifying the context of the contents on a website or knowledge base.
Data - Information - Knowledge
Theatre style
Audience - Behavior - Condition - and Degree

18. Independent
A variable the influences the dependent variable
Performance Analysis
Data from archival records - existing records - report - and data
Central tendency

19. Three pitfalls of coaching
Scaling and integrity
Agreeing with the client when another response would be better - being judgmental or too rigid - progressing at the wrong pace (too fast/too slow) for the client
Establish short-term objectives - create an action plan to achieve short-term objectives - allocate resources to the objectives - motivate employees to reach the objectives
Create new hire training - develop behavior-based interview questions - write performance objectives - prepare employees for career progression

20. The purpose of an after-action review

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21. The five characteristics of every job that influence employee motivation
Visual - Auditory - and Kinestethic
Rapid instructional design (RID)
Asynchronous
Skill variety - task identity - task significance - autonomy - feedback

22. The reliability test where one test is split into two shorter ones - by randomly assigning test items to one half or the other
Slides
External/organizational scans - identify business needs - identify change initiatives - collect data - analyze data - report on the data - design the change initiative
Change Management
Split-half

23. VR
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.
Separation of place - time - or both among learners - instructors - and learning resources; Interactions are conducted through one or mode media.
Ideas - processes - procedures - methods of operation - concepts - principles - and discoveries

24. CBT
Computer-based training. Any learning event that uses computers as the primary distributions method.
Groupthink
Learner characteristics like age - educational background - cultural background - learner expectations - and learn motivation to attend
A measure of the variability of scores from the mean

25. Four tools and techniques related to six sigma
The process that enables organizations to create short reference materials with relevant information by reducing information into codified - categorized - and reusable content.
DMAIC methodology - IPO model - flowcharting - evaluation models
Discovery - Dream - Design - and Destiny
Control groups - management estimates - extant data - external studies

26. The three tasks of business analysis
Managers are responsible for their own development - executives are responsible for the development of their subordinates - the organization is responsible for providing growth opportunities
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
Surveys
Identify business goals - clarify those goals - determine specificity and measurability of the goals.

27. LCMS
Request for proposal. A communication from an organization to potential vendors that defines the organizations needs and how to respond to those needs.
Pareto analysis
Learning Content Management System. Software that packages courses and learning materials for print - CD-ROM - and electronic publication.
Time and resource intensive - undue influence of vocal member(s) - difficult to facilitate with a single facilitator to encourage participation and take notes

28. The six factors an instructional designer must consider before choosing techniques and training materials
Cost or budget - lesson content - learner background and expectations - time available - and facilities/equipment/materials
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
A variable the influences the dependent variable
A description or design specification for how information should be treated and organized.

29. The final behavioral outcomes of a specific instructional event
Terminal objectives
A variable whose quantification can be broken down into very small units - often called analog (opposed to discrete)
Scaling and integrity
Conduct a SWOT - establish strategic goals - develop strategies to achieve the strategic goals

30. Mentoring
An effective - structured way that captures people's learning from an experience.
Long-term process for performance improvement based on 1-on-1 interactions where mentee retains the responsibility for improvement
Monetary impact/ROI
Return-on-investment ( (Benefits - Costs) / Costs) * 100

31. Contrast mentoring to coaching
Groupthink
The sum of the numbers divided by the total number of values
Action plans - interviews - questionnaires - focus groups - performance contracts
Mentoring is longer term - and mentors do not have responsibility for participants improvement.

32. The theory that matches individual needs to instructional experiences
An unknown or uncontrolled variable that produces an effect
Phone - VoIP - online meetings - email - specialized software
Opportunity-centered
External and environmental influences

33. The factors that are defined during the performance gap analysis
Validity
Driving forces - restraining forces - current state - desired state
Bloom's taxonomy - six sigma - Kepner-Tregoe
Pilot tests - technical reviews - production reviews

34. The five factors that affect human performance
Mentoring is longer term - and mentors do not have responsibility for participants improvement.
Knowledge - skills - desire - environment - and opportunity
Characteristics of adults as learners (CAL) conceptual framework
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

35. The six steps in a training needs assessment
Brainstorming - case studies - and role plays
Electronic Performance Support System. Software that provides just-in-time help - guidance - coaching - or assistance to improve job performance.
Audience - Behavior - Condition - and Degree
Defining objectives - identifying necessary data - selecting data collection methods - collecting data - analyzing and confirming data - and reporting on the data

36. ROI
The process that connects information - education - expertise - and practical application of people in an organization for the purposes of sharing and access.
Image oriented - interactive - immediate - and intimate.
To improve performance by systematically developing human expertise through organizational development and training
Return-on-investment ( (Benefits - Costs) / Costs) * 100

37. The six founding principles of systems thinking
Robert Mager
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
Numbers or variables used to classify a system
Disengagement - disidentification - disorientation - and disenchantment.

38. Two types of coaching situations that primarily differ on the degree of confidentiality and sensitivity
Kurt Lewin's forcefield analysis
Simulations
Control groups - management estimates - extant data - external studies
External coaching - internal coaching

39. The collection of strategies for quickly producing instructional packages
Cognitivism
Accelerated Learning
Rapid instructional design (RID)
Information - resources - incentives/consequences - knowledge and skills - capacity - and motivation.

40. Information Architecture
Weak manager judgments or experience levels - identified talent shortages - organization culture suports structured programs
A description or design specification for how information should be treated and organized.
Evaluation
Long-term process for performance improvement based on 1-on-1 interactions where mentee retains the responsibility for improvement

41. Information
Data that has been given context
Mentoring is longer term - and mentors do not have responsibility for participants improvement.
Performance records - direct observation - supervisor checklists
The minimum time schedule for completing all the tasks in a project with several overlapping or dependent tasks.

42. The mode of training for which classroom training is most effective
Threat - problem - solution - habit
Learning
Psychomotor skills
Written tests - oral Q&A - performance tests - role plays

43. Quantitative
Establish scope - create plan - implement plan - monitor/evaluate/revise plan
A group of people who share a common interest - and are willing to share the experiences of their common interest.
Synchrononous occurs at a given time with a live instructor. Asynchronous is self-paced and available at any time.
Measures of quantity or numbers

44. The methods learning organizations use to create and foster productive learning
Culture - vision - strategy - and structure
Create new hire training - develop behavior-based interview questions - write performance objectives - prepare employees for career progression
Brainstorming - case studies - and role plays
Interviews

45. Four things a coach does
The process that connects information - education - expertise - and practical application of people in an organization for the purposes of sharing and access.
Groupthink
Establish scope - create plan - implement plan - monitor/evaluate/revise plan
Identify performance gaps - gains commitment to learning - constructs practice to close gaps - drives application and reflection to improve competence

46. The four most important skills for a coach
Disengagement - disidentification - disorientation - and disenchantment.
The multiple dependent variables in a study with multiple independent variables
Communication - client motivation - self-management - technical skills
Philosophy of coaching - definition of coaching - standards of ethical coaching conduct - pledge of coaching ethics

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

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48. Four tasks typically done in the job analysis
Management - performance
Create new hire training - develop behavior-based interview questions - write performance objectives - prepare employees for career progression
Change is a process not an event. Change management is the process of directing change at each level of an organization.
Diagnose the problem - generate alternative actions/behaviors - identify consequences for those actions/behaviors

49. Five technologies that can be used to connect clients to coaches
Questionnaires - follow-up interviews - observation checklists
Do not discriminate in any aspect of employment based on disabilities - with reasonable accommodations such as interpreters - reading aids - instructional material modifications - etc.
Phone - VoIP - online meetings - email - specialized software
When the cause of the problem is a lack of knowledge or skills

50. What is an SME
Honesty - fairness - lawfulness - compassion - respect - loyalty - dependability
High cost - scheduling difficulties - and temporary (unless learners have opportunity to practice)
Request for proposal. A communication from an organization to potential vendors that defines the organizations needs and how to respond to those needs.
Subject-matter expert