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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
Learning Content Management System. Software that packages courses and learning materials for print - CD-ROM - and electronic publication.
Icebreakers do not have to relate to the session materials. Opening exercise introduces the session materials being taught.
- measure - analyze - improve - control
The most frequently occurring value

2. Two types of job rotations
A visual tools used to systematically describe actions/behaviors in a sequential flow - including all the steps and tasks for that process flow.
Organization - process - and job/performer.
Business needs - performance needs - learning needs - and learner needs
Cross-functional - cross-country/international

3. Four barriers to communication during training delivery
The sum of the numbers divided by the total number of values
Technology - new products - shareholders - financial conditions - system challenges - process challenges - policies
Language - speech - environmental - and psychological
A variable the influences the dependent variable

4. Three process principles of strategic management development that are likely to remain constant across organizations
Managers are responsible for their own development - executives are responsible for the development of their subordinates - the organization is responsible for providing growth opportunities
Pareto analysis
To systematically plan an organization's future
Groupthink

5. Skills / knowledge areas that SMEs may lack
Disengagement - disidentification - disorientation - and disenchantment.
Adult learning theories - instructional design techniques
Perform a front-end analysis
The mid-point of the distribution - 50% of the values are above/below this value

6. Four cases when a trainer should not use a chart pack
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.
Formative evaluation
Time and resource intensive - undue influence of vocal member(s) - difficult to facilitate with a single facilitator to encourage participation and take notes
HPI uses a results-based - systematic approach - HPI focuses on accomplishments before behavior - Organizations are systems.

7. The guidelines Carl Rogers describes as critical elements to remember in adult learning situations
Rote skills
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
Performance audit
The process that enables organizations to create short reference materials with relevant information by reducing information into codified - categorized - and reusable content.

8. The HPI tool used to collect current performance - learner analysis - and business needs
Interviews
Surveys
Structures - patterns - events
Cost-effectiveness - accessibility and application - learner access - and self-direction

9. The seven characteristics of good dialog
Information - resources - incentives/consequences - knowledge and skills - capacity - and motivation.
Relevance - inquiry - freedom - connectedness - reception - empowerment - play
Thinking about the whole organization - rather than individuals - and looking primarily at processes
Documentation audit - information system survey - identification of external information sources

10. The seven steps in Krumboltz's DECIDES model
Productivity Environmental Preference Survey (PEPS) - Canfield Learning Style Inventory - and Learning Style Questionnaire
Bloom's taxonomy - six sigma - Kepner-Tregoe
problem - establish action plan - clarify values - identify alternatives - discover probable outcomes - eliminate alternatives systematically - start action
Managers are responsible for their own development - executives are responsible for the development of their subordinates - the organization is responsible for providing growth opportunities

11. 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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12. Dependent
The outcome that depends on the independent variable and covariates
Productivity Environmental Preference Survey (PEPS) - Canfield Learning Style Inventory - and Learning Style Questionnaire
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
Simulations

13. The technique that should account for 50% of the preparation for a presentation
Audience - behavior - condition - and degree
A variable in whole number or distinct units (opposed to continuous)
Rehersal
Walk towards a participant as they speak

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

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15. The type of question - often starting with 'what if ...' - that is used to get learners to thinking freely
Hypothetical
To systematically plan an organization's future
Documentation audit - information system survey - identification of external information sources
The process that enables organizations to create short reference materials with relevant information by reducing information into codified - categorized - and reusable content.

16. The use of electronic technologies to deliver information and facilitate the development of skills
Learning technologies
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.
No area is overlooked - forces to be used are known - there is time to develop other strategies if the analysis reveals the need
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

17. A method used to evaluation organizational effectiveness beyond financial measures
Balanced scorecard
Presentation software
Long-term process for performance improvement based on 1-on-1 interactions where mentee retains the responsibility for improvement
Rehersal

18. Types of Level 4 instruments
Performance records - direct observation - supervisor checklists
Defining objectives - identifying necessary data - selecting data collection methods - collecting data - analyzing and confirming data - and reporting on the data
Numbers or variables used to classify a system
External coaching - internal coaching

19. Cordinal data
Control groups - management estimates - extant data - external studies
Rich data - comparable data across interviews with proper construction of interview protocol - and adds depth to quantative methods
Numbers or variables used to rank order a system
Benefit-to-cost ratio (Total Benefit / Total Program Cost)

20. The phases of strategic development
- measure - analyze - improve - control
Balanced scorecard
Facilitation is used to involve participants - and to help them learn from one another.
Formulation - Development - Implementation - Evaluation

21. The two management practices similar to complexity theory
Socratic questioning
Learning organizations - systems thinking
Rich data - comparable data across interviews with proper construction of interview protocol - and adds depth to quantative methods
Economic - social - political and legislative - workforce - technological - and competitive.

22. The seating arrangement is the least conducive to stimulating group discussion
Return-on-investment ( (Benefits - Costs) / Costs) * 100
Asynchronous
Theatre style
Experiencing - publishing - processing - generalizing - and applying

23. The criteria for determining if a project is appropriate for action learning
Meta-evaluation
Seels and Glasgow instructional systems design model
Reality - feasibility - authority - and learning opportunities
When the cause of the problem is a lack of knowledge or skills

24. What does proxemics refer to?
Measures of quantity or numbers
The extent to which an instrument predicts future results
Learning organizations - systems thinking
Personal space

25. Three drawbacks of classroom training
Cross-functional - cross-country/international
High cost - scheduling difficulties - and temporary (unless learners have opportunity to practice)
Capture attention - help message to be remembered - establish rapport - build credibility - and build team unity.
Rich data - comparable data across interviews with proper construction of interview protocol - and adds depth to quantative methods

26. The process of giving advice or information from one person to another about the usefulness of an event - process or action
Thinking about the whole organization - rather than individuals - and looking primarily at processes
Presentation software
Learning
Feedback

27. Predictive validity
The extent to which an instrument predicts future results
Hypothetical
Create new hire training - develop behavior-based interview questions - write performance objectives - prepare employees for career progression
Harless' front-end analysis model

28. The components of the action learning formula
Business Analysis
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
L = P + Q + R. Learning - Programmed instruction - Questioning - Reflection
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.

29. Describe how facilitation differs from training
Facilitation is used to involve participants - and to help them learn from one another.
Knowledge - skills - desire - environment - and opportunity
Formative evaluation
Upper-left cerebral - lower-left limbic - upper-right cerebral - and lower-right limbic

30. Process Map
A group of people who share a common interest - and are willing to share the experiences of their common interest.
Knowledge - skills - desire - environment - and opportunity
The most frequently occurring value
A visual tools used to systematically describe actions/behaviors in a sequential flow - including all the steps and tasks for that process flow.

31. The tool instructors can leverage from WBT to immediately determine a group's understanding of the material
Documentation audit - information system survey - identification of external information sources
Polling questions
Social contexting - contexting - authority - and concept of time
Driving forces - restraining forces - current state - desired state

32. The three tasks of business analysis
An effective - structured way that captures people's learning from an experience.
Extroversion/Introversion - Sensing/Intuition - Thinking/Feeling - Judgment/Perception
Identify business goals - clarify those goals - determine specificity and measurability of the goals.
Evaluation

33. The theory that matches individual needs to instructional experiences
Rote skills - and prerequisite material
Capture attention - reveal trainer's style - raise participant's comfort level - introduce the topic of the presentation.
Opportunity-centered
The mid-point of the distribution - 50% of the values are above/below this value

34. 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
Learner self-concept - Learner prior experience - Readiness to learn - Orientation to learning - and Motivation to learn
Semantic differential
Suggestopedia
Learning Content Management System. Software that packages courses and learning materials for print - CD-ROM - and electronic publication.

35. The way of learning that stresses experience and reflection - and uses an inductive learning process that takes a learner through five stages: experiencing - publishing - processing - generalizing - and applying
Interview - survey/questionnaire - observation - focus group - work diary/work log
Learning style
Control groups - management estimates - extant data - external studies
Experiential learning

36. Examples of internal factors that influence an organization
Extroversion/Introversion - Sensing/Intuition - Thinking/Feeling - Judgment/Perception
Data from archival records - existing records - report - and data
Adult learning theories - instructional design techniques
Technology - new products - shareholders - financial conditions - system challenges - process challenges - policies

37. The tasks involved in the formulation phase of strategic development
A variable that can have one of two possible values.
Characteristics of adults as learners (CAL) conceptual framework
Ginzberg's theory
Identify organizational values - development mission - develop vision - develop value statements

38. The method by which a trainer recognize signs of boredom - disinterest - or lack of understanding
Observe body language
Visual - Auditory - and Kinestethic
Reaction
Kurt Lewin's forcefield analysis

39. List six external factors that may affect an organization
Socratic questioning
Knowledge in one's personal memory - includes judgment - insights - experience - know-how - personal beliefs - and personal values.
Economic - social - political and legislative - workforce - technological - and competitive.
Proxemics

40. Four stages of accelerated learning

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41. Three advantages of interviews as a data gathering technique
Rich data - comparable data across interviews with proper construction of interview protocol - and adds depth to quantative methods
Questions that stimulate discussion
Maslow's hierarchy
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

42. The tasks involved in the evaluation phase of strategic development
Evaluation
A variable that can have one of two possible values.
Visual - Auditory - and Kinestethic
Review strategies - measure performance - take correction action

43. Knowledge
Information that combined with understanding enables understanding
Change Management
Measures of quantity or numbers
Seels and Glasgow instructional systems design model

44. The framework developed by Patricia Cross to describe some differences between adult and child learners
Characteristics of adults as learners (CAL) conceptual framework
Eager to succeed - open to support - interested in different tactics/methods and trying those out - learning oriented
Audience - Behavior - Condition - and Degree
Slides

45. The steps in the outsourcing process
HPI uses a results-based - systematic approach - HPI focuses on accomplishments before behavior - Organizations are systems.
To systematically plan an organization's future
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
Engage learner's attention - present materials as input to brain - practice with ideas and skills - review to create new connections and applications

46. Information Chunking
Return-on-investment ( (Benefits - Costs) / Costs) * 100
Capture attention - help message to be remembered - establish rapport - build credibility - and build team unity.
The process that enables organizations to create short reference materials with relevant information by reducing information into codified - categorized - and reusable content.
Design

47. Four characteristics of effective openers

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48. Types of Level 3 instruments
Action plans - interviews - questionnaires - focus groups - performance contracts
Facilitation is used to involve participants - and to help them learn from one another.
A group of people who share a common interest - and are willing to share the experiences of their common interest.
Questions that check for understanding or test for consensus

49. The technique trainers should use when a presentation is formal and should present a professional image
Icebreakers do not have to relate to the session materials. Opening exercise introduces the session materials being taught.
Results
Slides
Opener - bridge - main body - and close

50. The elements of the 4-D cycle
Request for proposal. A communication from an organization to potential vendors that defines the organizations needs and how to respond to those needs.
Performance records - direct observation - supervisor checklists
Discovery - Dream - Design - and Destiny
Organization - process - and job/performer.