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. Community of practice
Growth - exploratory - establishment - maintenance - decline
Philosophy of coaching - definition of coaching - standards of ethical coaching conduct - pledge of coaching ethics
A group of people who share a common interest - and are willing to share the experiences of their common interest.
Image oriented - interactive - immediate - and intimate.


2. The six steps in a training needs assessment
Learning
Questions that check for understanding or test for consensus
Perform a front-end analysis
Defining objectives - identifying necessary data - selecting data collection methods - collecting data - analyzing and confirming data - and reporting on the data


3. Five conflict responses
Learning Management System. Software that automates administration - tracking - and reporting of learning events (ILT and online).
Competing - accommodating - avoiding - collaborating - and compromising.
Business needs - performance needs - learning needs - and learner needs
Passive - active - empathetic - listening for knowledge - listening for clarification


4. The three levels that - when in harmony - work to optimal performance in the Rummler and Brache's model
Interview - survey/questionnaire - observation - focus group - work diary/work log
Organization - process - and job/performer.
Functional context
Opportunity-centered


5. The final behavioral outcomes of a specific instructional event
Focused on fundamental shifts in how people view themselves - and intentional alterations of beliefs and values about the world and themselves
Terminal objectives
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.
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.


6. Change management
Electronic Performance Support System. Software that provides just-in-time help - guidance - coaching - or assistance to improve job performance.
Performance Analysis
Change is a process not an event. Change management is the process of directing change at each level of an organization.
Slides


7. Types of Level 5 instruments
Validity
Experiencing - publishing - processing - generalizing - and applying
An effective - structured way that captures people's learning from an experience.
Control groups - management estimates - extant data - external studies


8. The process of giving advice or information from one person to another about the usefulness of an event - process or action
Feedback
Initiating - planning - executing - controlling - closing
Upper-left cerebral - lower-left limbic - upper-right cerebral - and lower-right limbic
Virtual Reality. Computer-based technology that gives the user a realistic - 3-D - interactive experience that engages as many senses as possible.


9. Four tools and techniques related to six sigma
External coaching - internal coaching
Subject-matter expert
DMAIC methodology - IPO model - flowcharting - evaluation models
An HTML tag identifying the context of the contents on a website or knowledge base.


10. The facilitation tool that can create just enough tension to get people thinking
Determine business impact - improve the design of the learning experience - determine the content's adequacy
Silence
Learning Management System (LMS)
Productivity Environmental Preference Survey (PEPS) - Canfield Learning Style Inventory - and Learning Style Questionnaire


11. The purpose of workforce planning
To improve performance by systematically developing human expertise through organizational development and training
Enabling objectives
Upper-left cerebral - lower-left limbic - upper-right cerebral - and lower-right limbic
A measure of the variability of scores from the mean


12. Three pitfalls of coaching
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
Maslow's hierarchy
Brainstorming - case studies - and role plays
Time and resource intensive - undue influence of vocal member(s) - difficult to facilitate with a single facilitator to encourage participation and take notes


13. Two theories of motivation for coaching

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14. The fifth component of the ASTD HPI model
The expected range of a measurement
The minimum time schedule for completing all the tasks in a project with several overlapping or dependent tasks.
Solution Implementation
Job aids - and EPSS


15. Two characteristics of distance learning
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
Learning
Structure
Separation of place - time - or both among learners - instructors - and learning resources; Interactions are conducted through one or mode media.


16. Two guiding principles of displaying quantative data in charts and graphs
Visual - Auditory - and Kinestethic
Documentation audit - information system survey - identification of external information sources
Scaling and integrity
Time and resource intensive - undue influence of vocal member(s) - difficult to facilitate with a single facilitator to encourage participation and take notes


17. What is the best thing to do first when a client wants a designer to develop a training to improve declining business process
Learning
Maslow's hierarchy
Perform a front-end analysis
Presentation software


18. Four benefits of web-based training
Cost-effectiveness - accessibility and application - learner access - and self-direction
Electronic Performance Support System. Software that provides just-in-time help - guidance - coaching - or assistance to improve job performance.
Suggestopedia
Growth - exploratory - establishment - maintenance - decline


19. Four characteristics of effective openers

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20. The other names for a cause-and-effect diagram
Honesty - fairness - lawfulness - compassion - respect - loyalty - dependability
Ishikawa - fishbone
The sum of the numbers divided by the total number of values
Engage learner's attention - present materials as input to brain - practice with ideas and skills - review to create new connections and applications


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

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22. Types of Level 3 instruments
Action plans - interviews - questionnaires - focus groups - performance contracts
Formative evaluation
Managers are responsible for their own development - executives are responsible for the development of their subordinates - the organization is responsible for providing growth opportunities
Organization - process - and job/performer.


23. The first component of the ASTD HPI model
L = P + Q + R. Learning - Programmed instruction - Questioning - Reflection
Business Analysis
Communication - client motivation - self-management - technical skills
Low frequency - high complexity - high consequence of error - high probability of change in the future


24. The four areas measured during a training needs assessment
Charts - graphs
Business needs - performance needs - learning needs - and learner needs
A collection of code containing instructions for a computer to perform a specific action
Long-term process for performance improvement based on 1-on-1 interactions where mentee retains the responsibility for improvement


25. Information Chunking
Learner self-concept - Learner prior experience - Readiness to learn - Orientation to learning - and Motivation to learn
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 process that enables organizations to create short reference materials with relevant information by reducing information into codified - categorized - and reusable content.
Understandable - accurate - functional


26. Single-loop learning
Performance audit
Eager to succeed - open to support - interested in different tactics/methods and trying those out - learning oriented
Two-aix matrixes - flowcharts - dichotomy - graphic models
Focused on learning and using new necessary skills through incremental change


27. The third component of the ASTD HPI model
Andragogy - time pressures - goal orientation - previous knowledge and experience - relevent content - levels of motivation - and different learning styles
Cause Analysis
Information - feedback
Robert Mager


28. Three tasks for knowledge mapping
Results
Multiple intelligences theory
Documentation audit - information system survey - identification of external information sources
Charts - graphs


29. The philosophy of teaching focusing on the instructor rather than the participant - and is generally used to in reference to teaching children
Pedagogy
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
Robert Mager
Questionnaires - follow-up interviews - observation checklists


30. The five characteristics of every job that influence employee motivation
The whole is more than the sum of the parts - patterns are everywhere in the system - cause and effect is never simple - history does and does not repeat itself - change come from chaos - the future can and cannot be predicted
Image oriented - interactive - immediate - and intimate.
Cost-effectiveness - accessibility and application - learner access - and self-direction
Skill variety - task identity - task significance - autonomy - feedback


31. Two types of coaching situations that primarily differ on the degree of confidentiality and sensitivity
Job aids - and EPSS
Cause Analysis
External coaching - internal coaching
Indicate whether response was correct - explain an incorrect response or clarify a correct response - give instructions on how to proceed


32. The purpose of strategic planning

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33. The process where each member of a group makes their opinions conform to the perceived group consensus
Groupthink
Reaction
Multiple intelligences theory
Data that has been given context


34. Qualitative
Numbers or variables used to classify a system
Experiencing - publishing - processing - generalizing - and applying
Indicate whether response was correct - explain an incorrect response or clarify a correct response - give instructions on how to proceed
Measures looking at opinions - behaviors - and attributes


35. The two mechanisms the chaos and complexity theory focus on
Identify business goals - clarify those goals - determine specificity and measurability of the goals.
Questions that stimulate discussion
A measure of the variability of scores from the mean
Information - feedback


36. DMAIC
Passive - active - empathetic - listening for knowledge - listening for clarification
Learner-centered - content-centered
- measure - analyze - improve - control
Central tendency


37. Content validity

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38. The tasks involved in the formulation phase of strategic development
The outcome that depends on the independent variable and covariates
Identify organizational values - development mission - develop vision - develop value statements
No area is overlooked - forces to be used are known - there is time to develop other strategies if the analysis reveals the need
Visual - Auditory - and Kinestethic


39. Four common mistakes HPI professionals make in selecting - designing - and implementing interventions
Initiating - planning - executing - controlling - closing
Surveys
A measure of the variability of scores from the mean
Failure to partner - failure to consider culture - failure to manage change - and failure to adapt to the client.


40. The linear scale use to rate statements and attitudes
Charts - graphs
Likert scale
Bloom's taxonomy - six sigma - Kepner-Tregoe
Audience - behavior - condition - and degree


41. The collection of strategies for quickly producing instructional packages
Cross-functional - cross-country/international
Learner characteristics like age - educational background - cultural background - learner expectations - and learn motivation to attend
Review strategies - measure performance - take correction action
Rapid instructional design (RID)


42. The method where instruction is provided in a self-directed format that is available at all times - even with a facilitator is not online
Asynchronous
Behavior
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
Learning Management System (LMS)


43. The seven basic self-governing behaviors
Chat rooms are essentially synchronous (real-time) message boards.
Productivity Environmental Preference Survey (PEPS) - Canfield Learning Style Inventory - and Learning Style Questionnaire
Meta-evaluation
Honesty - fairness - lawfulness - compassion - respect - loyalty - dependability


44. The e-Learning techniques allows learners to personally assess what can be learned - the value of the content - and the difficulty of the content
Measures of quantity or numbers
No area is overlooked - forces to be used are known - there is time to develop other strategies if the analysis reveals the need
Navigation
Interviews


45. Level 5 evaluation
Monetary impact/ROI
Job analysis
Gain understanding or learning objectives - learn the materials - practice the delivery - prepare questions to stimulate learning.
A variable that can have one of two possible values.


46. The seven attributes essential for leadership per Warren Bennis
Computer-based training. Any learning event that uses computers as the primary distributions method.
Accelerated Learning
Technical competence - people skills - conceptual skills - results - taste - judgment - character
The world is created in conversation


47. The way a person prefers to learn new content
Accelerated Learning
Interviews
Objectivity - confidentiality
Learning style


48. Contrast synchronous to asynchronous e-learning
Cost-effectiveness - accessibility and application - learner access - and self-direction
Formulation - Development - Implementation - Evaluation
Functional context
Synchrononous occurs at a given time with a live instructor. Asynchronous is self-paced and available at any time.


49. Four elements of an effective oral presentation
Opener - bridge - main body - and close
Formative evaluation
Facilitation is used to involve participants - and to help them learn from one another.
- measure - analyze - improve - control


50. The topics of the A-B-C-D training development process
The extent to which an instrument represents the program's content
The most frequently occurring value
Experiencing - publishing - processing - generalizing - and applying
Audience - behavior - condition - and degree