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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. DMAIC
Polling questions
Harless' front-end analysis model
Change is a process not an event. Change management is the process of directing change at each level of an organization.
- measure - analyze - improve - control

2. CBT
Technology - new products - shareholders - financial conditions - system challenges - process challenges - policies
Computer-based training. Any learning event that uses computers as the primary distributions method.
Groupthink
Bloom's taxonomy - six sigma - Kepner-Tregoe

3. Level 2 evaluation
Initiating - planning - executing - controlling - closing
A variable that can have one of two possible values.
Learning
L = P + Q + R. Learning - Programmed instruction - Questioning - Reflection

4. Two guiding principles of displaying quantative data in charts and graphs
Pedagogy
Scaling and integrity
A group of people who share a common interest - and are willing to share the experiences of their common interest.
Objectivity - confidentiality

5. Systems thinking
Personal space
Thinking about the whole organization - rather than individuals - and looking primarily at processes
Results
Cause Analysis

6. List seven things that cannot be copyrighted
Ideas - processes - procedures - methods of operation - concepts - principles - and discoveries
The outcome that depends on the independent variable and covariates
Ginzberg's theory
Experiencing - publishing - processing - generalizing - and applying

7. The three tasks of business analysis
A measure of the variability of scores from the mean
Identify business goals - clarify those goals - determine specificity and measurability of the goals.
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
Action plans - interviews - questionnaires - focus groups - performance contracts

8. The ability of the same measurement to produce consistent results over time
Reliability
Opener - bridge - main body - and close
Ishikawa - fishbone
Misplacing ownership - misaligning incentives - saving recognition - playing favorites - misspeaking praise

9. 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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10. The three major tasks of analyzing data
Relevance - inquiry - freedom - connectedness - reception - empowerment - play
Sorting - tabulating - and comparing raw to summarized data
Conduct a SWOT - establish strategic goals - develop strategies to achieve the strategic goals
Change is a process not an event. Change management is the process of directing change at each level of an organization.

11. Closed questions
Long-term process for performance improvement based on 1-on-1 interactions where mentee retains the responsibility for improvement
Questions that check for understanding or test for consensus
problem - establish action plan - clarify values - identify alternatives - discover probable outcomes - eliminate alternatives systematically - start action
Learner characteristics like age - educational background - cultural background - learner expectations - and learn motivation to attend

12. List seven principles of adult learning
Ideas - processes - procedures - methods of operation - concepts - principles - and discoveries
Andragogy - time pressures - goal orientation - previous knowledge and experience - relevent content - levels of motivation - and different learning styles
Validity
Kurt Lewin's forcefield analysis

13. List David Kolk's four learning styles
Language - speech - environmental - and psychological
Convergers - divergers - assimilators - and accommodators
Breakeven ( ( Program Costs / Investment ) / ( Benefits / Cash Inflow) )
Change Management

14. Five conflict responses
Reliability
Performance Analysis
Competing - accommodating - avoiding - collaborating - and compromising.
Results

15. The steps of a needs analysis
External/organizational scans - identify business needs - identify change initiatives - collect data - analyze data - report on the data - design the change initiative
Pareto analysis
Evaluation
A visual tools used to systematically describe actions/behaviors in a sequential flow - including all the steps and tasks for that process flow.

16. The four most important skills for a coach
Communication - client motivation - self-management - technical skills
To systematically plan an organization's future
External and environmental influences
Economic - social - political and legislative - workforce - technological - and competitive.

17. The analysis that serves as a reality check to identify a project's limiting factors
Constraints analysis
To aid in career planning
Structures - patterns - events
Information - resources - incentives/consequences - knowledge and skills - capacity - and motivation.

18. What is an SME
Subject-matter expert
Job analysis
Data from archival records - existing records - report - and data
External coaching - internal coaching

19. The four parts of the International Federation's (ICF) ethical standards
Philosophy of coaching - definition of coaching - standards of ethical coaching conduct - pledge of coaching ethics
Balanced scorecard
Virtual Reality. Computer-based technology that gives the user a realistic - 3-D - interactive experience that engages as many senses as possible.
Eager to succeed - open to support - interested in different tactics/methods and trying those out - learning oriented

20. Content validity

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

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22. The way a person prefers to learn new content
Knowledge that has been documented - includes books - manuals - training courses - job aids - software rules - databases - etc.
Create a vision - communicate the plan - connect the people - congratulate success
An HTML tag identifying the context of the contents on a website or knowledge base.
Learning style

23. The tasks involved in the implementation phase of strategic development
Accelerated Learning
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
Questions that check for understanding or test for consensus

24. Sequencing and structure are closely related. What is the order in which skills and information are taught
Sequence
Awareness - modeling - targeted interventions - desensitization - training
Growth - exploratory - establishment - maintenance - decline
Formative evaluation

25. Five stages of Tuckman's team-maturing model
Form - storm - norm - perform - and adjourn.
Create a vision - communicate the plan - connect the people - congratulate success
Upper-left cerebral - lower-left limbic - upper-right cerebral - and lower-right limbic
Learning style

26. The steps in the outsourcing process
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
Icebreakers do not have to relate to the session materials. Opening exercise introduces the session materials being taught.
Defining objectives - identifying necessary data - selecting data collection methods - collecting data - analyzing and confirming data - and reporting on the data
Self-contained chunk of instructional material

27. Dependent
Reliability
Objectivity - confidentiality
The outcome that depends on the independent variable and covariates
Technology - new products - shareholders - financial conditions - system challenges - process challenges - policies

28. The three building blocks of knowledge management
Data - Information - Knowledge
Personal space
Reality - feasibility - authority - and learning opportunities
The process that connects information - education - expertise - and practical application of people in an organization for the purposes of sharing and access.

29. Four elements of an effective oral presentation
Opener - bridge - main body - and close
Create a vision - communicate the plan - connect the people - congratulate success
Self-contained chunk of instructional material
Subject-matter expert

30. The processes performance management is primarily concerned with
Learning Content Management System. Software that packages courses and learning materials for print - CD-ROM - and electronic publication.
Review strategies - measure performance - take correction action
Competing - accommodating - avoiding - collaborating - and compromising.
Developing employees - motivating employees - deploying employees - aligning people to process to increase performance

31. The five factors that affect human performance
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
Feedback
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.
Knowledge - skills - desire - environment - and opportunity

32. The method used to identify the efficiency and effectiveness of employees
Threat - problem - solution - habit
Low frequency - high complexity - high consequence of error - high probability of change in the future
Performance audit
Knowledge in one's personal memory - includes judgment - insights - experience - know-how - personal beliefs - and personal values.

33. The method used to identify all duties - responsibilities - and tasks that make up a single job function or role
Behavorism
The extent to which an instrument predicts future results
Request for proposal. A communication from an organization to potential vendors that defines the organizations needs and how to respond to those needs.
Job analysis

34. Explicit knowledge
Understandable - accurate - functional
Cross-functional - cross-country/international
Knowledge that has been documented - includes books - manuals - training courses - job aids - software rules - databases - etc.
Skill variety - task identity - task significance - autonomy - feedback

35. Types of Level 2 instruments
The minimum time schedule for completing all the tasks in a project with several overlapping or dependent tasks.
Written tests - oral Q&A - performance tests - role plays
Image oriented - interactive - immediate - and intimate.
Characteristics of adults as learners (CAL) conceptual framework

36. When is training the appropriate solution to a performance problem
When the cause of the problem is a lack of knowledge or skills
Seels and Glasgow instructional systems design model
The multiple dependent variables in a study with multiple independent variables
Preparation

37. The four areas measured during a training needs assessment
Facilitation is used to involve participants - and to help them learn from one another.
Business needs - performance needs - learning needs - and learner needs
Rote skills - and prerequisite material
Management - performance

38. The e-Learning techniques allows learners to personally assess what can be learned - the value of the content - and the difficulty of the content
No area is overlooked - forces to be used are known - there is time to develop other strategies if the analysis reveals the need
Navigation
Information that combined with understanding enables understanding
Knowledge - skills - desire - environment - and opportunity

39. The process that measures if the practitioner measured what they intended to measure
The selection of measurement points which can have a large impact on the research's ability to be generalized
Performance Analysis
To aid in career planning
Validity

40. The HPI tool used to collect current performance - learner analysis - and business needs
A variable that can have one of two possible values.
Interviews
Learning
Accelerated Learning

41. 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
Technical competence - people skills - conceptual skills - results - taste - judgment - character
Information that combined with understanding enables understanding
Brainstorming - case studies - and role plays

42. Factors that determine fair use
Create a vision - communicate the plan - connect the people - congratulate success
Ginzberg's theory
Likert scale
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

43. The six founding principles of systems thinking
Focused on fundamental changes to thinking patterns and behaviors
Determine business impact - improve the design of the learning experience - determine the content's adequacy
Psychomotor skills
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

44. Four ways to create a learning climate based on Knowles' work
Learning style
Cognitivism
Cost-effectiveness - accessibility and application - learner access - and self-direction
Create safe haven for learning - create a comfortable environment - encourage participation - facilitate more than lecture.

45. Training that related to actual job circumstances
The mid-point of the distribution - 50% of the values are above/below this value
Robert Mager
Functional context
Subject-matter expert

46. Types of Level 3 instruments
Action plans - interviews - questionnaires - focus groups - performance contracts
Behavorism
Learning style
DMAIC methodology - IPO model - flowcharting - evaluation models

47. Discrete
A variable in whole number or distinct units (opposed to continuous)
Self-contained chunk of instructional material
High cost - scheduling difficulties - and temporary (unless learners have opportunity to practice)
Pareto analysis

48. RFP
The process that enables organizations to create short reference materials with relevant information by reducing information into codified - categorized - and reusable content.
Electronic Performance Support System. Software that provides just-in-time help - guidance - coaching - or assistance to improve job performance.
Defining objectives - identifying necessary data - selecting data collection methods - collecting data - analyzing and confirming data - and reporting on the data
Request for proposal. A communication from an organization to potential vendors that defines the organizations needs and how to respond to those needs.

49. Data
Raw and non-contextual - and can exist in forms usable or not
Numbers or variables used to rank order a system
When the cause of the problem is a lack of knowledge or skills
Awareness - modeling - targeted interventions - desensitization - training

50. learning object
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.
Questionnaires - follow-up interviews - observation checklists
Results
Self-contained chunk of instructional material