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Certified Professional In Learning And Performance Cplp

Instructions:

Answer 50 questions in 15 minutes.
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Match each statement with the correct term.
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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 criteria to measure performance after coaching
Adult learning theories - instructional design techniques
Preparation
Constraints analysis
Speed - quantity - quality/accuracy - thoroughness - timeliness

2. Level 1 evaluation
Pedagogy
Reaction
Organization - process - and job/performer.
Information that combined with understanding enables understanding

3. The type of question - often starting with 'what if ...' - that is used to get learners to thinking freely
Split-half
Cross-functional - cross-country/international
Scaling and integrity
Hypothetical

4. The seven basic self-governing behaviors
Honesty - fairness - lawfulness - compassion - respect - loyalty - dependability
Maslow's hierarchy - McGregor's Theory X and Y of management
Structure and processes - resources - information - knowledge and skills - motives - and wellness.
Pareto analysis

5. List 10 types of root causes

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6. Knowledge Mapping
Formative evaluation
The process that connects information - education - expertise - and practical application of people in an organization for the purposes of sharing and access.
Defining objectives - identifying necessary data - selecting data collection methods - collecting data - analyzing and confirming data - and reporting on the data
Facilitation is used to involve participants - and to help them learn from one another.

7. Types of Level 2 instruments
Conduct a SWOT - establish strategic goals - develop strategies to achieve the strategic goals
Measures of quantity or numbers
Written tests - oral Q&A - performance tests - role plays
Solution Implementation

8. The technique - developed by Georgi Lazanov - that uses the instructional application of stimulating the body and mind at peak efficiency to develop super-learning capabilities
Current organization climate - available resources
Navigation
Suggestopedia
A group of people who share a common interest - and are willing to share the experiences of their common interest.

9. The seating arrangement is the least conducive to stimulating group discussion
Threat - problem - solution - habit
Electronic performance support system (EPSS)
Theatre style
Measures of quantity or numbers

10. Five technologies that can be used to connect clients to coaches
Simulations
Honesty - fairness - lawfulness - compassion - respect - loyalty - dependability
Sequence
Phone - VoIP - online meetings - email - specialized software

11. The second component of the ASTD HPI model
Rapid instructional design (RID)
Performance Analysis
Diagnose the problem - generate alternative actions/behaviors - identify consequences for those actions/behaviors
Written tests - oral Q&A - performance tests - role plays

12. What does proxemics refer to?
Cause Analysis
Learner self-concept - Learner prior experience - Readiness to learn - Orientation to learning - and Motivation to learn
Personal space
Business needs - performance needs - learning needs - and learner needs

13. The method where instruction is provided in a self-directed format that is available at all times - even with a facilitator is not online
Slides
A variable in whole number or distinct units (opposed to continuous)
The sum of the numbers divided by the total number of values
Asynchronous

14. The theory that describes how intelligences reflect how people prefer to process information
Multiple intelligences theory
Conduct a SWOT - establish strategic goals - develop strategies to achieve the strategic goals
Slides
High cost - scheduling difficulties - and temporary (unless learners have opportunity to practice)

15. LCMS
Job aids - and EPSS
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.
Learning Content Management System. Software that packages courses and learning materials for print - CD-ROM - and electronic publication.
Cause Analysis

16. Level 2 evaluation
Weak manager judgments or experience levels - identified talent shortages - organization culture suports structured programs
Facilitation is used to involve participants - and to help them learn from one another.
Request for proposal. A communication from an organization to potential vendors that defines the organizations needs and how to respond to those needs.
Learning

17. Software that automates the administration of training
Behavorism
Learning style
Learning Management System (LMS)
Behavior

18. The three levels of problems in systems thinking
Passive - active - empathetic - listening for knowledge - listening for clarification
Philosophy of coaching - definition of coaching - standards of ethical coaching conduct - pledge of coaching ethics
Structures - patterns - events
Meta-evaluation

19. Triple-loop learning
Focused on fundamental shifts in how people view themselves - and intentional alterations of beliefs and values about the world and themselves
Create new hire training - develop behavior-based interview questions - write performance objectives - prepare employees for career progression
The process that enables organizations to create short reference materials with relevant information by reducing information into codified - categorized - and reusable content.
A visual tools used to systematically describe actions/behaviors in a sequential flow - including all the steps and tasks for that process flow.

20. The diagnostic model that identifies the performance problem cause - based on cause driving solution

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21. RFP
The world is created in conversation
Extroversion/Introversion - Sensing/Intuition - Thinking/Feeling - Judgment/Perception
Request for proposal. A communication from an organization to potential vendors that defines the organizations needs and how to respond to those needs.
Harless' front-end analysis model

22. Three drawbacks of classroom training
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
High cost - scheduling difficulties - and temporary (unless learners have opportunity to practice)
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
Upper-left cerebral - lower-left limbic - upper-right cerebral - and lower-right limbic

23. Exercises that include a form of real-life situation that allows participants to practice is called
Current organization climate - available resources
Simulations
Numbers or variables used to rank order a system
Polling questions

24. The technique trainers should use when they want to use the revelation technique
Review of objective and key points - review participant benefits - call participants to action - ask participants if they have any questions.
The minimum time schedule for completing all the tasks in a project with several overlapping or dependent tasks.
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.
Presentation software

25. The three fundamental principles of HPI
Identify performance gaps - gains commitment to learning - constructs practice to close gaps - drives application and reflection to improve competence
Pedagogy
Performance audit
HPI uses a results-based - systematic approach - HPI focuses on accomplishments before behavior - Organizations are systems.

26. Three disadvantages of focus groups
Time and resource intensive - undue influence of vocal member(s) - difficult to facilitate with a single facilitator to encourage participation and take notes
Facilitation is used to involve participants - and to help them learn from one another.
Data that has been given context
Defining objectives - identifying necessary data - selecting data collection methods - collecting data - analyzing and confirming data - and reporting on the data

27. Two guiding principles of displaying quantative data in charts and graphs
Learner characteristics like age - educational background - cultural background - learner expectations - and learn motivation to attend
Dictatorship - anarchy - democracy
Scaling and integrity
Socratic questioning

28. List seven principles of adult learning
Technical competence - people skills - conceptual skills - results - taste - judgment - character
Myer-Briggs Type Indicator (MBTI) - DiSC personality profile
Andragogy - time pressures - goal orientation - previous knowledge and experience - relevent content - levels of motivation - and different learning styles
Charts - graphs

29. Compare/contrast chaos and complexity
Defining objectives - identifying necessary data - selecting data collection methods - collecting data - analyzing and confirming data - and reporting on the data
Chaos is simple systems generating complicated behavior. Complexity is complicated systems generating simple behavior.
Presentation software
An effective - structured way that captures people's learning from an experience.

30. The final behavioral outcomes of a specific instructional event
Terminal objectives
Raw and non-contextual - and can exist in forms usable or not
Pareto analysis
Harless' front-end analysis model

31. The three parts of the problem-solving model
When the cause of the problem is a lack of knowledge or skills
Diagnose the problem - generate alternative actions/behaviors - identify consequences for those actions/behaviors
Benefit-to-cost ratio (Total Benefit / Total Program Cost)
Groupthink

32. The third component of the ASTD HPI model
Ginzberg's theory
Measures looking at opinions - behaviors - and attributes
Eager to succeed - open to support - interested in different tactics/methods and trying those out - learning oriented
Cause Analysis

33. Independent
A variable the influences the dependent variable
Control groups - management estimates - extant data - external studies
An unknown or uncontrolled variable that produces an effect
Audience - Behavior - Condition - and Degree

34. Five ways to use storytelling
Capture attention - help message to be remembered - establish rapport - build credibility - and build team unity.
Current organization climate - available resources
Performance audit
Performance Analysis

35. Level 5 evaluation
Learning style
Pilot tests - technical reviews - production reviews
Monetary impact/ROI
Objectivity - confidentiality

36. The four quadrants in W.E. (Ned) Herrmann's learning brain model
Solution Implementation
Functional context
Rapid instructional design (RID)
Upper-left cerebral - lower-left limbic - upper-right cerebral - and lower-right limbic

37. The components of the VAK model
Reaction
Slides
Silence
Visual - Auditory - and Kinestethic

38. Describe noise - in communication theory
Passive - active - empathetic - listening for knowledge - listening for clarification
Something that disrupts the flow of information between source and receiver
Eager to succeed - open to support - interested in different tactics/methods and trying those out - learning oriented
Learning Management System. Software that automates administration - tracking - and reporting of learning events (ILT and online).

39. The four components of a learning objective
Return-on-investment ( (Benefits - Costs) / Costs) * 100
The world is created in conversation
Opportunity-centered
Audience - Behavior - Condition - and Degree

40. Types of synthesis models
Two-aix matrixes - flowcharts - dichotomy - graphic models
The extent to which an instrument predicts future results
Interviews
Long-term process for performance improvement based on 1-on-1 interactions where mentee retains the responsibility for improvement

41. Quantitative
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
Experiencing - publishing - processing - generalizing - and applying
Measures of quantity or numbers
Pedagogy

42. The purpose of strategic planning

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43. The reliability test where one test is split into two shorter ones - by randomly assigning test items to one half or the other
Split-half
Inputs - outputs - process controls - and resources.
Observe body language
Adult learning theories - instructional design techniques

44. The type of results produced by quantative methods
Time and resource intensive - undue influence of vocal member(s) - difficult to facilitate with a single facilitator to encourage participation and take notes
Pareto analysis
Polling questions
Hard data

45. The theory that matches individual needs to instructional experiences
Opportunity-centered
Speed - quantity - quality/accuracy - thoroughness - timeliness
Rehersal
Accelerated Learning

46. Training that related to actual job circumstances
Functional context
Polling questions
Identify business goals - clarify those goals - determine specificity and measurability of the goals.
Sequence

47. Types of Level 5 instruments
Functional context
Control groups - management estimates - extant data - external studies
The extent to which an instrument predicts future results
Ishikawa - fishbone

48. The purpose of workforce planning
Cost-effectiveness - accessibility and application - learner access - and self-direction
Sequence
To improve performance by systematically developing human expertise through organizational development and training
Icebreakers do not have to relate to the session materials. Opening exercise introduces the session materials being taught.

49. The learning domain that focuses on the skills and knowledge relating to an activity such as changing a car's oil
Formative evaluation
Two-aix matrixes - flowcharts - dichotomy - graphic models
Proxemics
Cognitive

50. Two types of job rotations
Opener - bridge - main body - and close
In statistics - it means probably true
Cross-functional - cross-country/international
Chat rooms are essentially synchronous (real-time) message boards.

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Certified Professional In Learning And Performance Cplp

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