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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. The five principles of andragogy
Central tendency
Learner self-concept - Learner prior experience - Readiness to learn - Orientation to learning - and Motivation to learn
Electronic performance support system (EPSS)
Eager to succeed - open to support - interested in different tactics/methods and trying those out - learning oriented

2. Five mistakes managers can make to negatively impact employee motivation
Mentoring is longer term - and mentors do not have responsibility for participants improvement.
Productivity Environmental Preference Survey (PEPS) - Canfield Learning Style Inventory - and Learning Style Questionnaire
Misplacing ownership - misaligning incentives - saving recognition - playing favorites - misspeaking praise
Low frequency - high complexity - high consequence of error - high probability of change in the future

3. Three criteria for formative evaluation
Understandable - accurate - functional
A collection of code containing instructions for a computer to perform a specific action
Maslow's hierarchy
Learner-centered - content-centered

4. Systems thinking
High cost - scheduling difficulties - and temporary (unless learners have opportunity to practice)
Identify performance gaps - gains commitment to learning - constructs practice to close gaps - drives application and reflection to improve competence
Thinking about the whole organization - rather than individuals - and looking primarily at processes
Structure and processes - resources - information - knowledge and skills - motives - and wellness.

5. The final behavioral outcomes of a specific instructional event
The sum of the numbers divided by the total number of values
Business Analysis
Performance Analysis
Terminal objectives

6. Five job analysis methods
Accelerated Learning
Interviews
Awareness - modeling - targeted interventions - desensitization - training
Interview - survey/questionnaire - observation - focus group - work diary/work log

7. The seven characteristics of good dialog
Relevance - inquiry - freedom - connectedness - reception - empowerment - play
In statistics - it means probably true
Request for proposal. A communication from an organization to potential vendors that defines the organizations needs and how to respond to those needs.
Separation of place - time - or both among learners - instructors - and learning resources; Interactions are conducted through one or mode media.

8. 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.
Numbers or variables used to rank order a system
Create new hire training - develop behavior-based interview questions - write performance objectives - prepare employees for career progression
Reality - feasibility - authority - and learning opportunities

9. The questioning technique that seeks to develop critical thinking and creativity
Sequence
Socratic questioning
Learning style
Behavior

10. Steps in Pfeiffer and Jones' experiential learning cycle
Indicate whether response was correct - explain an incorrect response or clarify a correct response - give instructions on how to proceed
Reaction
Simulations
Experiencing - publishing - processing - generalizing - and applying

11. The third component of the ASTD HPI model
Request for proposal. A communication from an organization to potential vendors that defines the organizations needs and how to respond to those needs.
Weak manager judgments or experience levels - identified talent shortages - organization culture suports structured programs
Cause Analysis
A measure of the variability of scores from the mean

12. The popularizer of the multiple intelligences theory
Constraints analysis
Howard Gardner
Opener - bridge - main body - and close
Discovery - Dream - Design - and Destiny

13. the meaning of significant - in a statistical context
Extroversion/Introversion - Sensing/Intuition - Thinking/Feeling - Judgment/Perception
To aid in career planning
In statistics - it means probably true
Return-on-investment ( (Benefits - Costs) / Costs) * 100

14. Two characteristics for any coaching program to succeed
Identify performance gaps - gains commitment to learning - constructs practice to close gaps - drives application and reflection to improve competence
Objectivity - confidentiality
The extent to which an instrument represents the program's content
A description or design specification for how information should be treated and organized.

15. The kinds of objectives that support the final behavioral outcomes by breaking them down into more manageable chunks
Low frequency - high complexity - high consequence of error - high probability of change in the future
Return-on-investment ( (Benefits - Costs) / Costs) * 100
A variable in whole number or distinct units (opposed to continuous)
Enabling objectives

16. The theory that describes a person starting at age 18 - moving from career exploration to a series of events including educational specialization that leads to a career path and a final career commitment

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17. The four Cs of change
Something that disrupts the flow of information between source and receiver
Cognitive
Mentoring is longer term - and mentors do not have responsibility for participants improvement.
Create a vision - communicate the plan - connect the people - congratulate success

18. Types of Level 2 instruments
Management - performance
Maslow's hierarchy
Written tests - oral Q&A - performance tests - role plays
Data that has been given context

19. Three advantages of interviews as a data gathering technique
Benjamin Bloom
Rich data - comparable data across interviews with proper construction of interview protocol - and adds depth to quantative methods
Central tendency
Validity

20. List David Kolk's four learning styles
An HTML tag identifying the context of the contents on a website or knowledge base.
Convergers - divergers - assimilators - and accommodators
Gain understanding or learning objectives - learn the materials - practice the delivery - prepare questions to stimulate learning.
Validity

21. 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 multiple dependent variables in a study with multiple independent variables
Thinking about the whole organization - rather than individuals - and looking primarily at processes
Learning
Seels and Glasgow instructional systems design model

22. Two examples of performance support systems
Self-contained chunk of instructional material
Job aids - and EPSS
A collection of code containing instructions for a computer to perform a specific action
Rote skills

23. The core belief of appreciative inquiry theory
Questions that check for understanding or test for consensus
Sorting - tabulating - and comparing raw to summarized data
The world is created in conversation
Data that has been given context

24. Level 3 evaluation
Results
Silence
Groupthink
The extent to which an instrument represents the program's content

25. Information Chunking
The process that enables organizations to create short reference materials with relevant information by reducing information into codified - categorized - and reusable content.
Howard Gardner
Matching current - usually high-potential employees - with future roles within the company to systematic prepare them for a future role
Cross-functional - cross-country/international

26. 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
Reliability
Self-study guides - job aids - instructor-led materials - technology-delivered training deliverables - assessments
Questions that stimulate discussion

27. Describe a message board
No area is overlooked - forces to be used are known - there is time to develop other strategies if the analysis reveals the need
The selection of measurement points which can have a large impact on the research's ability to be generalized
Websites where users post questions - thoughts and observations - and can reply to other users postings of the same
Formative evaluation

28. The phases of strategic development
Formulation - Development - Implementation - Evaluation
Visual - Auditory - and Kinestethic
Identify business goals - clarify those goals - determine specificity and measurability of the goals.
No area is overlooked - forces to be used are known - there is time to develop other strategies if the analysis reveals the need

29. Mean
The sum of the numbers divided by the total number of values
In statistics - it means probably true
Pareto analysis
Information - feedback

30. Five stages of Tuckman's team-maturing model
Form - storm - norm - perform - and adjourn.
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
A variable in whole number or distinct units (opposed to continuous)
Eager to succeed - open to support - interested in different tactics/methods and trying those out - learning oriented

31. The method used to identify the efficiency and effectiveness of employees
Performance audit
Brainstorming - case studies - and role plays
Performance records - direct observation - supervisor checklists
Discovery - Dream - Design - and Destiny

32. The six interactive and interdependent components of an action learning program
A measure of the variability of scores from the mean
Ideas - processes - procedures - methods of operation - concepts - principles - and discoveries
To aid in career planning
Problem - action learning group - emphasis on careful questioning and listening - resolution to take action - commitment to learning - group facilitator/learning coach

33. List 10 types of root causes

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34. Two influences of great effect on employee motivation
To systematically plan an organization's future
Management - performance
Establish scope - create plan - implement plan - monitor/evaluate/revise plan
Bloom's taxonomy - six sigma - Kepner-Tregoe

35. Predictive validity
Rapid instructional design (RID)
The extent to which an instrument predicts future results
Communication - client motivation - self-management - technical skills
Learning Management System. Software that automates administration - tracking - and reporting of learning events (ILT and online).

36. The components of the VAK model
A variable that can have one of two possible values.
Job analysis
Create new hire training - develop behavior-based interview questions - write performance objectives - prepare employees for career progression
Visual - Auditory - and Kinestethic

37. Compare/contrast chaos and complexity
The minimum time schedule for completing all the tasks in a project with several overlapping or dependent tasks.
Image oriented - interactive - immediate - and intimate.
Chaos is simple systems generating complicated behavior. Complexity is complicated systems generating simple behavior.
Initiating - planning - executing - controlling - closing

38. The characteristics of a complex system
Sequence
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
Structure and processes - resources - information - knowledge and skills - motives - and wellness.
Facilitation is used to involve participants - and to help them learn from one another.

39. Factors that determine fair use
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
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
Theatre style
A variable that can have one of two possible values.

40. The three parts of the problem-solving model
Driving forces - restraining forces - current state - desired state
Validity
Diagnose the problem - generate alternative actions/behaviors - identify consequences for those actions/behaviors
Monetary impact/ROI

41. Knowledge management
Return-on-investment ( (Benefits - Costs) / Costs) * 100
Establish short-term objectives - create an action plan to achieve short-term objectives - allocate resources to the objectives - motivate employees to reach the objectives
Written tests - oral Q&A - performance tests - role plays
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

42. The way a person prefers to learn new content
Terminal objectives
Rote skills - and prerequisite material
Learning style
Analytical - amiable - drivers - expressive

43. Examples of courseware
Learner-centered - content-centered
Self-study guides - job aids - instructor-led materials - technology-delivered training deliverables - assessments
problem - establish action plan - clarify values - identify alternatives - discover probable outcomes - eliminate alternatives systematically - start action
Structure and processes - resources - information - knowledge and skills - motives - and wellness.

44. Describe how facilitation differs from training
Change Management
Capture attention - help message to be remembered - establish rapport - build credibility - and build team unity.
Facilitation is used to involve participants - and to help them learn from one another.
Functional context

45. Two theories of motivation for coaching

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46. The four components of a learning objective
Audience - Behavior - Condition - and Degree
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
Rapid instructional design (RID)
L = P + Q + R. Learning - Programmed instruction - Questioning - Reflection

47. Four basic components of a process
Inputs - outputs - process controls - and resources.
A variable whose quantification can be broken down into very small units - often called analog (opposed to discrete)
Pilot tests - technical reviews - production reviews
Questionnaires - follow-up interviews - observation checklists

48. Extant
Data from archival records - existing records - report - and data
Numbers or variables used to rank order a system
The process that enables organizations to create short reference materials with relevant information by reducing information into codified - categorized - and reusable content.
An effective - structured way that captures people's learning from an experience.

49. Dependent
Raw and non-contextual - and can exist in forms usable or not
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 outcome that depends on the independent variable and covariates
Structure and processes - resources - information - knowledge and skills - motives - and wellness.

50. The technique that should account for 50% of the preparation for a presentation
Rehersal
Audience - behavior - condition - and degree
Learner self-concept - Learner prior experience - Readiness to learn - Orientation to learning - and Motivation to learn
Formulation - Development - Implementation - Evaluation