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Test your basic knowledge |
Certified Professional In Learning And Performance Cplp
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Study First
Subject
:
certifications
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. Mentoring
Change is a process not an event. Change management is the process of directing change at each level of an organization.
HPI uses a results-based - systematic approach - HPI focuses on accomplishments before behavior - Organizations are systems.
Long-term process for performance improvement based on 1-on-1 interactions where mentee retains the responsibility for improvement
Mentoring is longer term - and mentors do not have responsibility for participants improvement.
2. The way a person prefers to learn new content
Learning organizations - systems thinking
Cross-functional - cross-country/international
Learning style
A description or design specification for how information should be treated and organized.
3. The six steps in a training needs assessment
Defining objectives - identifying necessary data - selecting data collection methods - collecting data - analyzing and confirming data - and reporting on the data
Program Evaluation Review Technique. A diagramming technique that enables project managers to estimate a range of task durations by estimating optomistic - pessimistic - and likely durations for each task.
The process that enables organizations to create short reference materials with relevant information by reducing information into codified - categorized - and reusable content.
The expected range of a measurement
4. Three learner preferences as defined by the VAK model
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
Dictatorship - anarchy - democracy
Structures - patterns - events
Visual - Auditory - and Kinestethic
5. Contrast synchronous to asynchronous e-learning
Information - feedback
Functional context
Surveys
Synchrononous occurs at a given time with a live instructor. Asynchronous is self-paced and available at any time.
6. The components of the action learning formula
L = P + Q + R. Learning - Programmed instruction - Questioning - Reflection
Image oriented - interactive - immediate - and intimate.
Facilitation is used to involve participants - and to help them learn from one another.
Numbers or variables used to classify a system
7. The diagnostic model that identifies the performance problem cause - based on cause driving solution
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8. The topics of the A-B-C-D training development process
Scaling and integrity
- measure - analyze - improve - control
Audience - behavior - condition - and degree
Perform a front-end analysis
9. Median
Managers are responsible for their own development - executives are responsible for the development of their subordinates - the organization is responsible for providing growth opportunities
The mid-point of the distribution - 50% of the values are above/below this value
Rote skills - and prerequisite material
Brainstorming - case studies - and role plays
10. Three conditions that warrant multi-rater feedback
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
Presentation software
Weak manager judgments or experience levels - identified talent shortages - organization culture suports structured programs
Email - whiteboard - bulletin boards - chat rooms - online presentation tools - WIKIs - Blogs - forums - social sites
11. Information Chunking
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
A variable the influences the dependent variable
To systematically plan an organization's future
12. The fourth component of the ASTD HPI model
Pilot tests - technical reviews - production reviews
Feedback
Reliability
Solution Selection
13. Level 5 evaluation
Behavior
Reaction
Monetary impact/ROI
Simulations
14. Contrast mentoring to coaching
Behavorism
Measures of quantity or numbers
The world is created in conversation
Mentoring is longer term - and mentors do not have responsibility for participants improvement.
15. Three basic management styles
Knowledge - skills
Learning organizations - systems thinking
Dictatorship - anarchy - democracy
A variable that can have one of two possible values.
16. What is the primary reason for 360-degree feedback
Benjamin Bloom
To aid in career planning
L = P + Q + R. Learning - Programmed instruction - Questioning - Reflection
High cost - scheduling difficulties - and temporary (unless learners have opportunity to practice)
17. Four ways to create a learning climate based on Knowles' work
A variable the influences the dependent variable
Create safe haven for learning - create a comfortable environment - encourage participation - facilitate more than lecture.
Information - resources - incentives/consequences - knowledge and skills - capacity - and motivation.
Audience - Behavior - Condition - and Degree
18. Four phases of succession planning
Establish scope - create plan - implement plan - monitor/evaluate/revise plan
Growth - exploratory - establishment - maintenance - decline
Awareness - modeling - targeted interventions - desensitization - training
Cost-effectiveness - accessibility and application - learner access - and self-direction
19. Change management
Electronic Performance Support System. Software that provides just-in-time help - guidance - coaching - or assistance to improve job performance.
Change is a process not an event. Change management is the process of directing change at each level of an organization.
Competing - accommodating - avoiding - collaborating - and compromising.
Presentation software
20. Exercises that include a form of real-life situation that allows participants to practice is called
Documentation audit - information system survey - identification of external information sources
Simulations
Knowledge in one's personal memory - includes judgment - insights - experience - know-how - personal beliefs - and personal values.
Solution Implementation
21. The processes performance management is primarily concerned with
Data - Information - Knowledge
Developing employees - motivating employees - deploying employees - aligning people to process to increase performance
The mid-point of the distribution - 50% of the values are above/below this value
Awareness - modeling - targeted interventions - desensitization - training
22. The method by which a trainer recognize signs of boredom - disinterest - or lack of understanding
A visual tools used to systematically describe actions/behaviors in a sequential flow - including all the steps and tasks for that process flow.
Self-contained chunk of instructional material
Questions that check for understanding or test for consensus
Observe body language
23. The first component of the ASTD HPI model
Sorting - tabulating - and comparing raw to summarized data
Business Analysis
Interview - survey/questionnaire - observation - focus group - work diary/work log
Robert Mager
24. Mean
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
Do not discriminate in any aspect of employment based on disabilities - with reasonable accommodations such as interpreters - reading aids - instructional material modifications - etc.
The sum of the numbers divided by the total number of values
A group of people who share a common interest - and are willing to share the experiences of their common interest.
25. Closed questions
Focused on fundamental shifts in how people view themselves - and intentional alterations of beliefs and values about the world and themselves
Questions that check for understanding or test for consensus
A description or design specification for how information should be treated and organized.
Balanced scorecard
26. The final behavioral outcomes of a specific instructional event
Return-on-investment ( (Benefits - Costs) / Costs) * 100
Adult learning theories - instructional design techniques
Learning Management System. Software that automates administration - tracking - and reporting of learning events (ILT and online).
Terminal objectives
27. Three tools for determining learner preferences
Learning Management System (LMS)
Capture attention - help message to be remembered - establish rapport - build credibility - and build team unity.
Productivity Environmental Preference Survey (PEPS) - Canfield Learning Style Inventory - and Learning Style Questionnaire
Maslow's hierarchy
28. The three levels of problems in systems thinking
Structures - patterns - events
Asynchronous
High cost - scheduling difficulties - and temporary (unless learners have opportunity to practice)
The process that enables organizations to create short reference materials with relevant information by reducing information into codified - categorized - and reusable content.
29. Four barriers to communication during training delivery
Cause Analysis
Seels and Glasgow instructional systems design model
The selection of measurement points which can have a large impact on the research's ability to be generalized
Language - speech - environmental - and psychological
30. Five stages of Tuckman's team-maturing model
Identify performance gaps - gains commitment to learning - constructs practice to close gaps - drives application and reflection to improve competence
Visual - Auditory - and Kinestethic
Form - storm - norm - perform - and adjourn.
Facilitation is used to involve participants - and to help them learn from one another.
31. The components of the VAK model
Visual - Auditory - and Kinestethic
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
Simulations
Documentation audit - information system survey - identification of external information sources
32. Open questions
Email - whiteboard - bulletin boards - chat rooms - online presentation tools - WIKIs - Blogs - forums - social sites
Facilitation is used to involve participants - and to help them learn from one another.
Developing employees - motivating employees - deploying employees - aligning people to process to increase performance
Questions that stimulate discussion
33. the meaning of significant - in a statistical context
In statistics - it means probably true
Entertainment - interaction - control - usability - and customization
Information - feedback
Psychomotor skills
34. Four cases when a trainer should not use a chart pack
Learning organizations - systems thinking
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.
Sequence
Data from archival records - existing records - report - and data
35. The four areas measured during a training needs assessment
Asynchronous
Gain understanding or learning objectives - learn the materials - practice the delivery - prepare questions to stimulate learning.
Business needs - performance needs - learning needs - and learner needs
Performance audit
36. List six categories of HPI solutions
Characteristics of adults as learners (CAL) conceptual framework
Philosophy of coaching - definition of coaching - standards of ethical coaching conduct - pledge of coaching ethics
Structure and processes - resources - information - knowledge and skills - motives - and wellness.
Request for proposal. A communication from an organization to potential vendors that defines the organizations needs and how to respond to those needs.
37. The three tasks of business analysis
Culture - vision - strategy - and structure
When the cause of the problem is a lack of knowledge or skills
Identify business goals - clarify those goals - determine specificity and measurability of the goals.
Create new hire training - develop behavior-based interview questions - write performance objectives - prepare employees for career progression
38. Knowledge management
Passive - active - empathetic - listening for knowledge - listening for clarification
Learning Management System. Software that automates administration - tracking - and reporting of learning events (ILT and online).
Electronic Performance Support System. Software that provides just-in-time help - guidance - coaching - or assistance to improve job performance.
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
39. Discrete
Defining objectives - identifying necessary data - selecting data collection methods - collecting data - analyzing and confirming data - and reporting on the data
A variable in whole number or distinct units (opposed to continuous)
Central tendency
Eager to succeed - open to support - interested in different tactics/methods and trying those out - learning oriented
40. The factors that are defined during the performance gap analysis
Focused on fundamental changes to thinking patterns and behaviors
Terminal objectives
Ideas - processes - procedures - methods of operation - concepts - principles - and discoveries
Driving forces - restraining forces - current state - desired state
41. Dependent
Job aids - and EPSS
Maslow's hierarchy
Maslow's hierarchy - McGregor's Theory X and Y of management
The outcome that depends on the independent variable and covariates
42. 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.
Focused on learning and using new necessary skills through incremental change
Focused on fundamental shifts in how people view themselves - and intentional alterations of beliefs and values about the world and themselves
Opener - bridge - main body - and close
43. The HPI tool used to collect current performance - learner analysis - and business needs
Interviews
Developing employees - motivating employees - deploying employees - aligning people to process to increase performance
Ideas - processes - procedures - methods of operation - concepts - principles - and discoveries
Groupthink
44. The four dimensions of personality per the Myers-Briggs Type Indicator
Extroversion/Introversion - Sensing/Intuition - Thinking/Feeling - Judgment/Perception
Rote skills - and prerequisite material
Program Evaluation Review Technique. A diagramming technique that enables project managers to estimate a range of task durations by estimating optomistic - pessimistic - and likely durations for each task.
Engage learner's attention - present materials as input to brain - practice with ideas and skills - review to create new connections and applications
45. The tool instructors can leverage from WBT to immediately determine a group's understanding of the material
Behavior
Formative evaluation
Polling questions
Economic - social - political and legislative - workforce - technological - and competitive.
46. Types of formative evaluation
When the cause of the problem is a lack of knowledge or skills
To aid in career planning
Learner characteristics like age - educational background - cultural background - learner expectations - and learn motivation to attend
Pilot tests - technical reviews - production reviews
47. Four characteristics of effective openers
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48. The steps of a needs analysis
Understandable - accurate - functional
Indicate whether response was correct - explain an incorrect response or clarify a correct response - give instructions on how to proceed
External/organizational scans - identify business needs - identify change initiatives - collect data - analyze data - report on the data - design the change initiative
Structure
49. Steps in Pfeiffer and Jones' experiential learning cycle
Maslow's hierarchy - McGregor's Theory X and Y of management
Growth - exploratory - establishment - maintenance - decline
Experiencing - publishing - processing - generalizing - and applying
Harless' front-end analysis model
50. The elements of the 4-D cycle
To improve performance by systematically developing human expertise through organizational development and training
Discovery - Dream - Design - and Destiny
Multiple intelligences theory
Learning technologies