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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. Contrast synchronous to asynchronous e-learning
Managers are responsible for their own development - executives are responsible for the development of their subordinates - the organization is responsible for providing growth opportunities
Time and resource intensive - undue influence of vocal member(s) - difficult to facilitate with a single facilitator to encourage participation and take notes
Questionnaires - follow-up interviews - observation checklists
Synchrononous occurs at a given time with a live instructor. Asynchronous is self-paced and available at any time.

2. Five approaches to facilitate inclusion
Awareness - modeling - targeted interventions - desensitization - training
Visual - Auditory - and Kinestethic
Discovery - Dream - Design - and Destiny
Cost-effectiveness - accessibility and application - learner access - and self-direction

3. The tell approach to learning - based on the theory that learning occurs through exposure to logically presented information - usually involving lecture
Cognitivism
Business needs - performance needs - learning needs - and learner needs
Do not discriminate in any aspect of employment based on disabilities - with reasonable accommodations such as interpreters - reading aids - instructional material modifications - etc.
Managers are responsible for their own development - executives are responsible for the development of their subordinates - the organization is responsible for providing growth opportunities

4. The instructional design model is based on the assumptions that design happens in a context of project management that establishes roles - tasks - timelines - budgets - checkpoints - and supervisory procedures
The process that connects information - education - expertise - and practical application of people in an organization for the purposes of sharing and access.
Business Analysis
Technology - new products - shareholders - financial conditions - system challenges - process challenges - policies
Seels and Glasgow instructional systems design model

5. The six founding principles of systems thinking
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
Visual - Auditory - and Kinestethic
The most frequently occurring value
Measures looking at opinions - behaviors - and attributes

6. Confidence interval
Threat - problem - solution - habit
Design
The expected range of a measurement
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

7. Steps of managing a change project
Determine business impact - improve the design of the learning experience - determine the content's adequacy
Knowledge in one's personal memory - includes judgment - insights - experience - know-how - personal beliefs - and personal values.
Initiating - planning - executing - controlling - closing
Characteristics of adults as learners (CAL) conceptual framework

8. The first component of the ASTD HPI model
Opportunity-centered
Business Analysis
Pareto analysis
A measure of the variability of scores from the mean

9. Change management
Hypothetical
Change is a process not an event. Change management is the process of directing change at each level of an organization.
Groupthink
An effective - structured way that captures people's learning from an experience.

10. Information Chunking
The process that enables organizations to create short reference materials with relevant information by reducing information into codified - categorized - and reusable content.
Technology - new products - shareholders - financial conditions - system challenges - process challenges - policies
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.
Business needs - performance needs - learning needs - and learner needs

11. Four elements of an effective oral presentation
Opener - bridge - main body - and close
Weak manager judgments or experience levels - identified talent shortages - organization culture suports structured programs
An unknown or uncontrolled variable that produces an effect
A group of people who share a common interest - and are willing to share the experiences of their common interest.

12. Extant
Data - Information - Knowledge
Data from archival records - existing records - report - and data
Long-term process for performance improvement based on 1-on-1 interactions where mentee retains the responsibility for improvement
Experiencing - publishing - processing - generalizing - and applying

13. The topics of the A-B-C-D training development process
To systematically plan an organization's future
Cost or budget - lesson content - learner background and expectations - time available - and facilities/equipment/materials
Indicate whether response was correct - explain an incorrect response or clarify a correct response - give instructions on how to proceed
Audience - behavior - condition - and degree

14. Steps in Pfeiffer and Jones' experiential learning cycle
Experiencing - publishing - processing - generalizing - and applying
A measure of the variability of scores from the mean
Results
Surveys

15. The six factors an instructional designer must consider before choosing techniques and training materials
Pedagogy
Design
Cost or budget - lesson content - learner background and expectations - time available - and facilities/equipment/materials
Learner characteristics like age - educational background - cultural background - learner expectations - and learn motivation to attend

16. Cordinal data
Objectivity - confidentiality
A variable that can have one of two possible values.
Numbers or variables used to rank order a system
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

17. The seven characteristics of good dialog
Learning Management System (LMS)
Action plans - interviews - questionnaires - focus groups - performance contracts
Review strategies - measure performance - take correction action
Relevance - inquiry - freedom - connectedness - reception - empowerment - play

18. Sequencing and structure are closely related. What refers to the relationship among skills and topics
Structure
Groupthink
Information - feedback
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

19. LCMS
Learning Content Management System. Software that packages courses and learning materials for print - CD-ROM - and electronic publication.
Information - resources - incentives/consequences - knowledge and skills - capacity - and motivation.
Experiential learning
Capture attention - help message to be remembered - establish rapport - build credibility - and build team unity.

20. scripting
To improve performance by systematically developing human expertise through organizational development and training
Establish short-term objectives - create an action plan to achieve short-term objectives - allocate resources to the objectives - motivate employees to reach the objectives
A collection of code containing instructions for a computer to perform a specific action
Learning Content Management System. Software that packages courses and learning materials for print - CD-ROM - and electronic publication.

21. Qualitative
Measures looking at opinions - behaviors - and attributes
Learner characteristics like age - educational background - cultural background - learner expectations - and learn motivation to attend
Myer-Briggs Type Indicator (MBTI) - DiSC personality profile
A variable the influences the dependent variable

22. Meta-tag
Learner self-concept - Learner prior experience - Readiness to learn - Orientation to learning - and Motivation to learn
An HTML tag identifying the context of the contents on a website or knowledge base.
Formulation - Development - Implementation - Evaluation
Robert Mager

23. Sequencing and structure are closely related. What is the order in which skills and information are taught
Sequence
A description or design specification for how information should be treated and organized.
Thinking about the whole organization - rather than individuals - and looking primarily at processes
Feedback

24. The factors that are defined during the performance gap analysis
Driving forces - restraining forces - current state - desired state
Objectivity - confidentiality
A collection of code containing instructions for a computer to perform a specific action
Honesty - fairness - lawfulness - compassion - respect - loyalty - dependability

25. A method used to evaluation organizational effectiveness beyond financial measures
Extroversion/Introversion - Sensing/Intuition - Thinking/Feeling - Judgment/Perception
Balanced scorecard
Myer-Briggs Type Indicator (MBTI) - DiSC personality profile
Failure to partner - failure to consider culture - failure to manage change - and failure to adapt to the client.

26. Two circumstances where e-learning is particularly useful
Numbers or variables used to rank order a system
Rote skills - and prerequisite material
Andragogy - time pressures - goal orientation - previous knowledge and experience - relevent content - levels of motivation - and different learning styles
Meta-evaluation

27. The type of learning that E-Learning is outstanding for teaching because it has infinite patience
The selection of measurement points which can have a large impact on the research's ability to be generalized
Kurt Lewin's forcefield analysis
Pareto analysis
Rote skills

28. Four common mistakes HPI professionals make in selecting - designing - and implementing interventions
Failure to partner - failure to consider culture - failure to manage change - and failure to adapt to the client.
Perform a front-end analysis
Something that disrupts the flow of information between source and receiver
Time and resource intensive - undue influence of vocal member(s) - difficult to facilitate with a single facilitator to encourage participation and take notes

29. Closed questions
Questions that check for understanding or test for consensus
Communication - client motivation - self-management - technical skills
Reality - feasibility - authority - and learning opportunities
Central tendency

30. What does context refer to in designing learning
Image oriented - interactive - immediate - and intimate.
Learner characteristics like age - educational background - cultural background - learner expectations - and learn motivation to attend
Reality - feasibility - authority - and learning opportunities
Knowledge that has been documented - includes books - manuals - training courses - job aids - software rules - databases - etc.

31. The final behavioral outcomes of a specific instructional event
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.
Convergers - divergers - assimilators - and accommodators
Terminal objectives
Developing employees - motivating employees - deploying employees - aligning people to process to increase performance

32. The seven basic self-governing behaviors
A measure of the variability of scores from the mean
Honesty - fairness - lawfulness - compassion - respect - loyalty - dependability
Silence
Presentation software

33. The model (a pyramid) from bottom to top is: physiology - safety - belongingness - esteem - and self-actualization

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34. 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.
Create safe haven for learning - create a comfortable environment - encourage participation - facilitate more than lecture.
Weak manager judgments or experience levels - identified talent shortages - organization culture suports structured programs
Questions that stimulate discussion

35. The methods learning organizations use to create and foster productive learning
Culture - vision - strategy - and structure
Social contexting - contexting - authority - and concept of time
Brainstorming - case studies - and role plays
Myer-Briggs Type Indicator (MBTI) - DiSC personality profile

36. The four areas measured during a training needs assessment
Socratic questioning
Learning style
Business needs - performance needs - learning needs - and learner needs
To aid in career planning

37. The term for the relationship of people's positions in space
Charts - graphs
Learner characteristics like age - educational background - cultural background - learner expectations - and learn motivation to attend
Information - feedback
Proxemics

38. What is an SME
Focused on learning and using new necessary skills through incremental change
Subject-matter expert
Cognitive
Capture attention - help message to be remembered - establish rapport - build credibility - and build team unity.

39. The ability of the same measurement to produce consistent results over time
Social contexting - contexting - authority - and concept of time
Reliability
Low frequency - high complexity - high consequence of error - high probability of change in the future
Scaling and integrity

40. The tasks involved in the implementation phase of strategic development
Data - Information - Knowledge
Benjamin Bloom
Managers are responsible for their own development - executives are responsible for the development of their subordinates - the organization is responsible for providing growth opportunities
Establish short-term objectives - create an action plan to achieve short-term objectives - allocate resources to the objectives - motivate employees to reach the objectives

41. The core belief of appreciative inquiry theory
The world is created in conversation
Thinking about the whole organization - rather than individuals - and looking primarily at processes
A measure of the variability of scores from the mean
External and environmental influences

42. VR
Organization - process - and job/performer.
Virtual Reality. Computer-based technology that gives the user a realistic - 3-D - interactive experience that engages as many senses as possible.
Measures of quantity or numbers
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

43. ROI
Andragogy - time pressures - goal orientation - previous knowledge and experience - relevent content - levels of motivation - and different learning styles
Return-on-investment ( (Benefits - Costs) / Costs) * 100
Image oriented - interactive - immediate - and intimate.
Skill variety - task identity - task significance - autonomy - feedback

44. Five technologies that can be used to connect clients to coaches
problem - establish action plan - clarify values - identify alternatives - discover probable outcomes - eliminate alternatives systematically - start action
Phone - VoIP - online meetings - email - specialized software
Hypothetical
Cost or budget - lesson content - learner background and expectations - time available - and facilities/equipment/materials

45. Information Architecture
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
A description or design specification for how information should be treated and organized.
The world is created in conversation
Request for proposal. A communication from an organization to potential vendors that defines the organizations needs and how to respond to those needs.

46. Covariates
Problem - action learning group - emphasis on careful questioning and listening - resolution to take action - commitment to learning - group facilitator/learning coach
Audience - behavior - condition - and degree
The multiple dependent variables in a study with multiple independent variables
To systematically plan an organization's future

47. The process where each member of a group makes their opinions conform to the perceived group consensus
Audience - behavior - condition - and degree
Andragogy - time pressures - goal orientation - previous knowledge and experience - relevent content - levels of motivation - and different learning styles
Groupthink
Pareto analysis

48. The guidelines Carl Rogers describes as critical elements to remember in adult learning situations
Problem - action learning group - emphasis on careful questioning and listening - resolution to take action - commitment to learning - group facilitator/learning coach
Experiential learning
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
Dictatorship - anarchy - democracy

49. Things feedback to a learner that answered a question should do
Low frequency - high complexity - high consequence of error - high probability of change in the future
Presentation software
Indicate whether response was correct - explain an incorrect response or clarify a correct response - give instructions on how to proceed
Cognitivism

50. 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
Understandable - accurate - functional
The expected range of a measurement
Silence