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 of distance learning
Psychomotor skills
Separation of place - time - or both among learners - instructors - and learning resources; Interactions are conducted through one or mode media.
Questions that check for understanding or test for consensus
Measures looking at opinions - behaviors - and attributes


2. Things feedback to a learner that answered a question should do
Indicate whether response was correct - explain an incorrect response or clarify a correct response - give instructions on how to proceed
Engage learner's attention - present materials as input to brain - practice with ideas and skills - review to create new connections and applications
Diagnose the problem - generate alternative actions/behaviors - identify consequences for those actions/behaviors
Data - Information - Knowledge


3. The tool instructors can leverage from WBT to immediately determine a group's understanding of the material
Performance audit
Experiential learning
Kurt Lewin's forcefield analysis
Polling questions


4. Four tasks typically done in the job analysis
Interview - survey/questionnaire - observation - focus group - work diary/work log
Create new hire training - develop behavior-based interview questions - write performance objectives - prepare employees for career progression
Constraints analysis
The expected range of a measurement


5. The technique - developed by Georgi Lazanov - that uses the instructional application of stimulating the body and mind at peak efficiency to develop super-learning capabilities
Identify organizational values - development mission - develop vision - develop value statements
Slides
Psychomotor skills
Suggestopedia


6. Three process principles of strategic management development that are likely to remain constant across organizations
Managers are responsible for their own development - executives are responsible for the development of their subordinates - the organization is responsible for providing growth opportunities
Simulations
Personal space
Image oriented - interactive - immediate - and intimate.


7. The requirements of the ADA
Monetary impact/ROI
Do not discriminate in any aspect of employment based on disabilities - with reasonable accommodations such as interpreters - reading aids - instructional material modifications - etc.
Productivity Environmental Preference Survey (PEPS) - Canfield Learning Style Inventory - and Learning Style Questionnaire
Learner characteristics like age - educational background - cultural background - learner expectations - and learn motivation to attend


8. The four characteristics of online communication
Pareto analysis
Image oriented - interactive - immediate - and intimate.
Managerial/administrative - supervisory - functional
Sorting - tabulating - and comparing raw to summarized data


9. The four dimensions of personality per the Myers-Briggs Type Indicator
Seels and Glasgow instructional systems design model
Business Analysis
Raw and non-contextual - and can exist in forms usable or not
Extroversion/Introversion - Sensing/Intuition - Thinking/Feeling - Judgment/Perception


10. Four ways to create a learning climate based on Knowles' work
Create safe haven for learning - create a comfortable environment - encourage participation - facilitate more than lecture.
Constraints analysis
Change Management
Business Analysis


11. A method used to evaluation organizational effectiveness beyond financial measures
Balanced scorecard
Sorting - tabulating - and comparing raw to summarized data
An effective - structured way that captures people's learning from an experience.
Request for proposal. A communication from an organization to potential vendors that defines the organizations needs and how to respond to those needs.


12. The learning theory that includes activities like behavioral modeling - simulations - role plays - skill drills - and rewards
Written tests - oral Q&A - performance tests - role plays
Separation of place - time - or both among learners - instructors - and learning resources; Interactions are conducted through one or mode media.
Characteristics of adults as learners (CAL) conceptual framework
Behavorism


13. The facilitation tool that can create just enough tension to get people thinking
Competing - accommodating - avoiding - collaborating - and compromising.
The extent to which an instrument represents the program's content
Questionnaires - follow-up interviews - observation checklists
Silence


14. When is training the appropriate solution to a performance problem
The process that enables organizations to create short reference materials with relevant information by reducing information into codified - categorized - and reusable content.
Misplacing ownership - misaligning incentives - saving recognition - playing favorites - misspeaking praise
Competing - accommodating - avoiding - collaborating - and compromising.
When the cause of the problem is a lack of knowledge or skills


15. The process where each member of a group makes their opinions conform to the perceived group consensus
The process that enables organizations to create short reference materials with relevant information by reducing information into codified - categorized - and reusable content.
Reliability
Groupthink
A measure of the variability of scores from the mean


16. Skills / knowledge areas that SMEs may lack
Adult learning theories - instructional design techniques
Passive - active - empathetic - listening for knowledge - listening for clarification
Thinking about the whole organization - rather than individuals - and looking primarily at processes
Organization - process - and job/performer.


17. Describe noise - in communication theory
Walk towards a participant as they speak
Identify organizational values - development mission - develop vision - develop value statements
Something that disrupts the flow of information between source and receiver
Long-term process for performance improvement based on 1-on-1 interactions where mentee retains the responsibility for improvement


18. An assessment done during formation
Formative evaluation
Learner-centered - content-centered
Personal space
Computer-based training. Any learning event that uses computers as the primary distributions method.


19. Community of practice
An effective - structured way that captures people's learning from an experience.
Feedback
Two-aix matrixes - flowcharts - dichotomy - graphic models
A group of people who share a common interest - and are willing to share the experiences of their common interest.


20. The five characteristics of every job that influence employee motivation
Skill variety - task identity - task significance - autonomy - feedback
Experiencing - publishing - processing - generalizing - and applying
Gain understanding or learning objectives - learn the materials - practice the delivery - prepare questions to stimulate learning.
Cognitivism


21. Types of Level 4 instruments
Performance records - direct observation - supervisor checklists
Electronic Performance Support System. Software that provides just-in-time help - guidance - coaching - or assistance to improve job performance.
Personal space
Solution Implementation


22. VR
A variable in whole number or distinct units (opposed to continuous)
Virtual Reality. Computer-based technology that gives the user a realistic - 3-D - interactive experience that engages as many senses as possible.
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


23. The five elements of learner engagement
Current organization climate - available resources
Experiential learning
Entertainment - interaction - control - usability - and customization
An unknown or uncontrolled variable that produces an effect


24. 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
The process that enables organizations to create short reference materials with relevant information by reducing information into codified - categorized - and reusable content.
L = P + Q + R. Learning - Programmed instruction - Questioning - Reflection
Focused on learning and using new necessary skills through incremental change


25. Four basic components of a process
Diagnose the problem - generate alternative actions/behaviors - identify consequences for those actions/behaviors
Cognitive
Bloom's Taxonomy
Inputs - outputs - process controls - and resources.


26. What does context refer to in designing learning
Learner characteristics like age - educational background - cultural background - learner expectations - and learn motivation to attend
L = P + Q + R. Learning - Programmed instruction - Questioning - Reflection
Learning technologies
External/organizational scans - identify business needs - identify change initiatives - collect data - analyze data - report on the data - design the change initiative


27. The difference between an icebreaker and an opening exercise
Icebreakers do not have to relate to the session materials. Opening exercise introduces the session materials being taught.
Technology - new products - shareholders - financial conditions - system challenges - process challenges - policies
A group of people who share a common interest - and are willing to share the experiences of their common interest.
Reality - feasibility - authority - and learning opportunities


28. An evaluation of an evaluation
Create a vision - communicate the plan - connect the people - congratulate success
Focused on learning and using new necessary skills through incremental change
Meta-evaluation
Behavorism


29. The tasks involved in the implementation phase of strategic development
Data - Information - Knowledge
Synchrononous occurs at a given time with a live instructor. Asynchronous is self-paced and available at any time.
Establish short-term objectives - create an action plan to achieve short-term objectives - allocate resources to the objectives - motivate employees to reach the objectives
The minimum time schedule for completing all the tasks in a project with several overlapping or dependent tasks.


30. Types of Level 1 instruments
The outcome that depends on the independent variable and covariates
Questionnaires - follow-up interviews - observation checklists
Interview - survey/questionnaire - observation - focus group - work diary/work log
Functional context


31. Explicit knowledge
Speed - quantity - quality/accuracy - thoroughness - timeliness
Knowledge that has been documented - includes books - manuals - training courses - job aids - software rules - databases - etc.
Data - Information - Knowledge
Walk towards a participant as they speak


32. The five criteria to measure performance after coaching
Create new hire training - develop behavior-based interview questions - write performance objectives - prepare employees for career progression
Productivity Environmental Preference Survey (PEPS) - Canfield Learning Style Inventory - and Learning Style Questionnaire
Speed - quantity - quality/accuracy - thoroughness - timeliness
Change is a process not an event. Change management is the process of directing change at each level of an organization.


33. The three foundations of action learning

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34. The methods learning organizations use to create and foster productive learning
To systematically plan an organization's future
Howard Gardner
Competing - accommodating - avoiding - collaborating - and compromising.
Culture - vision - strategy - and structure


35. List seven things that cannot be copyrighted
Language - speech - environmental - and psychological
Ideas - processes - procedures - methods of operation - concepts - principles - and discoveries
Ishikawa - fishbone
Simulations


36. The theory that matches individual needs to instructional experiences
Suggestopedia
Structures - patterns - events
Disengagement - disidentification - disorientation - and disenchantment.
Opportunity-centered


37. The two primary tools for the visual display of quantitative data
Upper-left cerebral - lower-left limbic - upper-right cerebral - and lower-right limbic
Charts - graphs
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
Action plans - interviews - questionnaires - focus groups - performance contracts


38. The reliability test where one test is split into two shorter ones - by randomly assigning test items to one half or the other
Speed - quantity - quality/accuracy - thoroughness - timeliness
Sequence
Split-half
Documentation audit - information system survey - identification of external information sources


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

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40. List 10 types of root causes

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41. Data
Opportunity-centered
Pilot tests - technical reviews - production reviews
Raw and non-contextual - and can exist in forms usable or not
Ideas - processes - procedures - methods of operation - concepts - principles - and discoveries


42. The purpose of strategic planning

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43. Two examples of performance support systems
Ishikawa - fishbone
problem - establish action plan - clarify values - identify alternatives - discover probable outcomes - eliminate alternatives systematically - start action
Andragogy - time pressures - goal orientation - previous knowledge and experience - relevent content - levels of motivation - and different learning styles
Job aids - and EPSS


44. Three drawbacks of classroom training
High cost - scheduling difficulties - and temporary (unless learners have opportunity to practice)
Understandable - accurate - functional
Learning Management System. Software that automates administration - tracking - and reporting of learning events (ILT and online).
Subject-matter expert


45. Four stages of transition through M&As
A variable that can have one of two possible values.
Disengagement - disidentification - disorientation - and disenchantment.
Passive - active - empathetic - listening for knowledge - listening for clarification
Benefit-to-cost ratio (Total Benefit / Total Program Cost)


46. Sampling

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47. Double-loop learning
Performance Analysis
Focused on fundamental changes to thinking patterns and behaviors
Problem - action learning group - emphasis on careful questioning and listening - resolution to take action - commitment to learning - group facilitator/learning coach
Change Management


48. EPSS
Electronic Performance Support System. Software that provides just-in-time help - guidance - coaching - or assistance to improve job performance.
Functional context
Central tendency
Audience - Behavior - Condition - and Degree


49. The method used to identify the efficiency and effectiveness of employees
Two-aix matrixes - flowcharts - dichotomy - graphic models
Performance audit
Gain understanding or learning objectives - learn the materials - practice the delivery - prepare questions to stimulate learning.
Computer-based training. Any learning event that uses computers as the primary distributions method.


50. The six major factors that influence performance in Gilbert's behavior engineering model
Andragogy - time pressures - goal orientation - previous knowledge and experience - relevent content - levels of motivation - and different learning styles
Validity
Feedback
Information - resources - incentives/consequences - knowledge and skills - capacity - and motivation.