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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. List David Kolk's four learning styles
Convergers - divergers - assimilators - and accommodators
Awareness - modeling - targeted interventions - desensitization - training
Structures - patterns - events
Productivity Environmental Preference Survey (PEPS) - Canfield Learning Style Inventory - and Learning Style Questionnaire

2. Two theories of motivation for coaching

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3. The final behavioral outcomes of a specific instructional event
Accelerated Learning
Chaos is simple systems generating complicated behavior. Complexity is complicated systems generating simple behavior.
Terminal objectives
Create safe haven for learning - create a comfortable environment - encourage participation - facilitate more than lecture.

4. 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.
Information - resources - incentives/consequences - knowledge and skills - capacity - and motivation.
Cognitivism
Communication - client motivation - self-management - technical skills

5. The four characteristics of online communication
Learning Management System. Software that automates administration - tracking - and reporting of learning events (ILT and online).
Extroversion/Introversion - Sensing/Intuition - Thinking/Feeling - Judgment/Perception
Asynchronous
Image oriented - interactive - immediate - and intimate.

6. The five stages of D. E. Super's developmental framework
Growth - exploratory - establishment - maintenance - decline
Matching current - usually high-potential employees - with future roles within the company to systematic prepare them for a future role
Charts - graphs
Do not discriminate in any aspect of employment based on disabilities - with reasonable accommodations such as interpreters - reading aids - instructional material modifications - etc.

7. Four things a coach does
Identify performance gaps - gains commitment to learning - constructs practice to close gaps - drives application and reflection to improve competence
Learning Management System (LMS)
Long-term process for performance improvement based on 1-on-1 interactions where mentee retains the responsibility for improvement
Raw and non-contextual - and can exist in forms usable or not

8. Double-loop learning
To aid in career planning
The process that enables organizations to create short reference materials with relevant information by reducing information into codified - categorized - and reusable content.
Gain understanding or learning objectives - learn the materials - practice the delivery - prepare questions to stimulate learning.
Focused on fundamental changes to thinking patterns and behaviors

9. Two circumstances where e-learning is particularly useful
An HTML tag identifying the context of the contents on a website or knowledge base.
Rote skills - and prerequisite material
Questions that stimulate discussion
Eager to succeed - open to support - interested in different tactics/methods and trying those out - learning oriented

10. The purpose of strategic planning

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11. The first component of the ASTD HPI model
Managers are responsible for their own development - executives are responsible for the development of their subordinates - the organization is responsible for providing growth opportunities
Silence
Charts - graphs
Business Analysis

12. Confounding
Discovery - Dream - Design - and Destiny
Long-term process for performance improvement based on 1-on-1 interactions where mentee retains the responsibility for improvement
Formulation - Development - Implementation - Evaluation
An unknown or uncontrolled variable that produces an effect

13. The tasks involved in the formulation phase of strategic development
Electronic performance support system (EPSS)
Diagnose the problem - generate alternative actions/behaviors - identify consequences for those actions/behaviors
Identify organizational values - development mission - develop vision - develop value statements
Review of objective and key points - review participant benefits - call participants to action - ask participants if they have any questions.

14. Mentoring
Analytical - amiable - drivers - expressive
The mid-point of the distribution - 50% of the values are above/below this value
Long-term process for performance improvement based on 1-on-1 interactions where mentee retains the responsibility for improvement
Structure

15. The instrument where participants rate two contrasting ideas or words by circling points on a line
Semantic differential
Gain understanding or learning objectives - learn the materials - practice the delivery - prepare questions to stimulate learning.
The extent to which an instrument represents the program's content
Action plans - interviews - questionnaires - focus groups - performance contracts

16. Predictive validity
Identify business goals - clarify those goals - determine specificity and measurability of the goals.
Visual - Auditory - and Kinestethic
The extent to which an instrument predicts future results
Managers are responsible for their own development - executives are responsible for the development of their subordinates - the organization is responsible for providing growth opportunities

17. Two types of personality inventory instruments
Myer-Briggs Type Indicator (MBTI) - DiSC personality profile
Experiential learning
Opportunity-centered
A group of people who share a common interest - and are willing to share the experiences of their common interest.

18. Community of practice
A group of people who share a common interest - and are willing to share the experiences of their common interest.
Characteristics of adults as learners (CAL) conceptual framework
The extent to which an instrument represents the program's content
A measure of the variability of scores from the mean

19. What does proxemics refer to?
Personal space
Convergers - divergers - assimilators - and accommodators
Ginzberg's theory
To improve performance by systematically developing human expertise through organizational development and training

20. Types of formative evaluation
Capture attention - reveal trainer's style - raise participant's comfort level - introduce the topic of the presentation.
Discovery - Dream - Design - and Destiny
Pilot tests - technical reviews - production reviews
The mid-point of the distribution - 50% of the values are above/below this value

21. Process Map
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.
Self-study guides - job aids - instructor-led materials - technology-delivered training deliverables - assessments
A visual tools used to systematically describe actions/behaviors in a sequential flow - including all the steps and tasks for that process flow.
A variable whose quantification can be broken down into very small units - often called analog (opposed to discrete)

22. Qualitative
Measures looking at opinions - behaviors - and attributes
Request for proposal. A communication from an organization to potential vendors that defines the organizations needs and how to respond to those needs.
Knowledge - skills - desire - environment - and opportunity
Eager to succeed - open to support - interested in different tactics/methods and trying those out - learning oriented

23. The theory that matches individual needs to instructional experiences
Change is a process not an event. Change management is the process of directing change at each level of an organization.
The process that connects information - education - expertise - and practical application of people in an organization for the purposes of sharing and access.
Opportunity-centered
Solution Selection

24. The tool instructors can leverage from WBT to immediately determine a group's understanding of the material
Data that has been given context
Review of objective and key points - review participant benefits - call participants to action - ask participants if they have any questions.
The world is created in conversation
Polling questions

25. Level 2 evaluation
A variable the influences the dependent variable
Measures looking at opinions - behaviors - and attributes
Cause Analysis
Learning

26. The seven characteristics of good dialog
Synchrononous occurs at a given time with a live instructor. Asynchronous is self-paced and available at any time.
Driving forces - restraining forces - current state - desired state
HPI uses a results-based - systematic approach - HPI focuses on accomplishments before behavior - Organizations are systems.
Relevance - inquiry - freedom - connectedness - reception - empowerment - play

27. The tasks involved in the implementation phase of strategic development
Focused on fundamental shifts in how people view themselves - and intentional alterations of beliefs and values about the world and themselves
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
Solution Implementation
Establish short-term objectives - create an action plan to achieve short-term objectives - allocate resources to the objectives - motivate employees to reach the objectives

28. The seating arrangement is the least conducive to stimulating group discussion
Theatre style
Managers are responsible for their own development - executives are responsible for the development of their subordinates - the organization is responsible for providing growth opportunities
Create safe haven for learning - create a comfortable environment - encourage participation - facilitate more than lecture.
In statistics - it means probably true

29. The five characteristics of every job that influence employee motivation
Skill variety - task identity - task significance - autonomy - feedback
Focused on learning and using new necessary skills through incremental change
Ishikawa - fishbone
Websites where users post questions - thoughts and observations - and can reply to other users postings of the same

30. The system that uses knowledge - skills - and attitudes (KSAs) to describe three types of learning

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31. Three basic management styles
Structure and processes - resources - information - knowledge and skills - motives - and wellness.
Separation of place - time - or both among learners - instructors - and learning resources; Interactions are conducted through one or mode media.
Simulations
Dictatorship - anarchy - democracy

32. Four tools and techniques related to six sigma
Monetary impact/ROI
DMAIC methodology - IPO model - flowcharting - evaluation models
Focused on learning and using new necessary skills through incremental change
Written tests - oral Q&A - performance tests - role plays

33. The topics of the A-B-C-D training development process
Knowledge - skills - desire - environment - and opportunity
Business needs - performance needs - learning needs - and learner needs
Audience - behavior - condition - and degree
Theatre style

34. Change management
Focused on learning and using new necessary skills through incremental change
Driving forces - restraining forces - current state - desired state
Change is a process not an event. Change management is the process of directing change at each level of an organization.
Information - resources - incentives/consequences - knowledge and skills - capacity - and motivation.

35. Discrete
A variable in whole number or distinct units (opposed to continuous)
Benjamin Bloom
To improve performance by systematically developing human expertise through organizational development and training
Speed - quantity - quality/accuracy - thoroughness - timeliness

36. What is an SME
The process that enables organizations to create short reference materials with relevant information by reducing information into codified - categorized - and reusable content.
Subject-matter expert
Discovery - Dream - Design - and Destiny
Central tendency

37. The linear scale use to rate statements and attitudes
Identify organizational values - development mission - develop vision - develop value statements
Characteristics of adults as learners (CAL) conceptual framework
Likert scale
Honesty - fairness - lawfulness - compassion - respect - loyalty - dependability

38. Four basic components of a process
Perform a front-end analysis
To aid in career planning
Opener - bridge - main body - and close
Inputs - outputs - process controls - and resources.

39. The sixth component of the ASTD HPI model
Capture attention - reveal trainer's style - raise participant's comfort level - introduce the topic of the presentation.
Management - performance
Evaluation
In statistics - it means probably true

40. The type of learning that E-Learning is outstanding for teaching because it has infinite patience
Speed - quantity - quality/accuracy - thoroughness - timeliness
No area is overlooked - forces to be used are known - there is time to develop other strategies if the analysis reveals the need
Rote skills
Request for proposal. A communication from an organization to potential vendors that defines the organizations needs and how to respond to those needs.

41. The mode of training for which classroom training is most effective
Learning technologies
Psychomotor skills
External/organizational scans - identify business needs - identify change initiatives - collect data - analyze data - report on the data - design the change initiative
Competing - accommodating - avoiding - collaborating - and compromising.

42. A method used to evaluation organizational effectiveness beyond financial measures
The world is created in conversation
Balanced scorecard
Evaluation
Reaction

43. The components of the action learning formula
Culture - vision - strategy - and structure
L = P + Q + R. Learning - Programmed instruction - Questioning - Reflection
Slides
Learner characteristics like age - educational background - cultural background - learner expectations - and learn motivation to attend

44. Karl Albrecht's progressive psychological phases of change response
Reaction
Threat - problem - solution - habit
Managerial/administrative - supervisory - functional
Business Analysis

45. The analysis that serves as a reality check to identify a project's limiting factors
Performance records - direct observation - supervisor checklists
Bloom's Taxonomy
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
Constraints analysis

46. Four elements of an effective oral presentation
Opener - bridge - main body - and close
Kurt Lewin's forcefield analysis
Engage learner's attention - present materials as input to brain - practice with ideas and skills - review to create new connections and applications
Time and resource intensive - undue influence of vocal member(s) - difficult to facilitate with a single facilitator to encourage participation and take notes

47. Two characteristics for any coaching program to succeed
Time and resource intensive - undue influence of vocal member(s) - difficult to facilitate with a single facilitator to encourage participation and take notes
Subject-matter expert
Bloom's taxonomy - six sigma - Kepner-Tregoe
Objectivity - confidentiality

48. Dichotomous
A variable that can have one of two possible values.
Problem - action learning group - emphasis on careful questioning and listening - resolution to take action - commitment to learning - group facilitator/learning coach
Hypothetical
The process that connects information - education - expertise - and practical application of people in an organization for the purposes of sharing and access.

49. Contrast mentoring to coaching
A measure of the variability of scores from the mean
Mentoring is longer term - and mentors do not have responsibility for participants improvement.
Business Analysis
No area is overlooked - forces to be used are known - there is time to develop other strategies if the analysis reveals the need

50. Mean
Initiating - planning - executing - controlling - closing
Visual - Auditory - and Kinestethic
The sum of the numbers divided by the total number of values
Data from archival records - existing records - report - and data