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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. What does proxemics refer to?
Proxemics
Disengagement - disidentification - disorientation - and disenchantment.
problem - establish action plan - clarify values - identify alternatives - discover probable outcomes - eliminate alternatives systematically - start action
Personal space

2. The HPI tool that can gather both qualitative and quantitative data
Business Analysis
Surveys
Learning
When the cause of the problem is a lack of knowledge or skills

3. Three tasks for knowledge mapping
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
Performance audit
Documentation audit - information system survey - identification of external information sources
Knowledge - skills - desire - environment - and opportunity

4. The elements of the 4-D cycle
Terminal objectives
Discovery - Dream - Design - and Destiny
Chat rooms are essentially synchronous (real-time) message boards.
The extent to which an instrument predicts future results

5. The purposes of training evaluation

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6. Five job analysis methods
Interview - survey/questionnaire - observation - focus group - work diary/work log
Cognitive
Inputs - outputs - process controls - and resources.
Learning

7. The kinds of objectives that support the final behavioral outcomes by breaking them down into more manageable chunks
Documentation audit - information system survey - identification of external information sources
Seels and Glasgow instructional systems design model
Enabling objectives
A variable the influences the dependent variable

8. The four parts of the International Federation's (ICF) ethical standards
Action plans - interviews - questionnaires - focus groups - performance contracts
Likert scale
Philosophy of coaching - definition of coaching - standards of ethical coaching conduct - pledge of coaching ethics
The mid-point of the distribution - 50% of the values are above/below this value

9. The method by which a trainer recognize signs of boredom - disinterest - or lack of understanding
Observe body language
Visual - Auditory - and Kinestethic
Managers are responsible for their own development - executives are responsible for the development of their subordinates - the organization is responsible for providing growth opportunities
Create safe haven for learning - create a comfortable environment - encourage participation - facilitate more than lecture.

10. The three major tasks of analyzing data
Self-contained chunk of instructional material
Skill variety - task identity - task significance - autonomy - feedback
Sorting - tabulating - and comparing raw to summarized data
Culture - vision - strategy - and structure

11. Data
Objectivity - confidentiality
L = P + Q + R. Learning - Programmed instruction - Questioning - Reflection
Raw and non-contextual - and can exist in forms usable or not
Phone - VoIP - online meetings - email - specialized software

12. The collection of strategies for quickly producing instructional packages
Engage learner's attention - present materials as input to brain - practice with ideas and skills - review to create new connections and applications
Rote skills - and prerequisite material
Cognitive
Rapid instructional design (RID)

13. BE
The mid-point of the distribution - 50% of the values are above/below this value
Questions that stimulate discussion
Breakeven ( ( Program Costs / Investment ) / ( Benefits / Cash Inflow) )
Knowledge in one's personal memory - includes judgment - insights - experience - know-how - personal beliefs - and personal values.

14. PERT
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.
Howard Gardner
Learning Management System. Software that automates administration - tracking - and reporting of learning events (ILT and online).
Review strategies - measure performance - take correction action

15. Dichotomous
A variable that can have one of two possible values.
Validity
Awareness - modeling - targeted interventions - desensitization - training
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.

16. The five criteria to measure performance after coaching
Reality - feasibility - authority - and learning opportunities
The extent to which an instrument predicts future results
problem - establish action plan - clarify values - identify alternatives - discover probable outcomes - eliminate alternatives systematically - start action
Speed - quantity - quality/accuracy - thoroughness - timeliness

17. The five factors that affect human performance
Knowledge - skills - desire - environment - and opportunity
Learning style
Self-study guides - job aids - instructor-led materials - technology-delivered training deliverables - assessments
Information that combined with understanding enables understanding

18. The six founding principles of systems thinking
Opener - bridge - main body - and close
Behavior
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
Long-term process for performance improvement based on 1-on-1 interactions where mentee retains the responsibility for improvement

19. The three competency elements that constitute most jobs
Facilitation is used to involve participants - and to help them learn from one another.
Managerial/administrative - supervisory - functional
Proxemics
Job aids - and EPSS

20. The four quadrants in W.E. (Ned) Herrmann's learning brain model
Upper-left cerebral - lower-left limbic - upper-right cerebral - and lower-right limbic
Bloom's taxonomy - six sigma - Kepner-Tregoe
Rapid instructional design (RID)
Constraints analysis

21. The seventh component of the ASTD HPI model
Learner characteristics like age - educational background - cultural background - learner expectations - and learn motivation to attend
Change Management
External coaching - internal coaching
Return-on-investment ( (Benefits - Costs) / Costs) * 100

22. List David Kolk's four learning styles
Form - storm - norm - perform - and adjourn.
Convergers - divergers - assimilators - and accommodators
Experiential learning
Split-half

23. Mode
Sorting - tabulating - and comparing raw to summarized data
Websites where users post questions - thoughts and observations - and can reply to other users postings of the same
Create safe haven for learning - create a comfortable environment - encourage participation - facilitate more than lecture.
The most frequently occurring value

24. The two primary tools for the visual display of quantitative data
An effective - structured way that captures people's learning from an experience.
Charts - graphs
Benefit-to-cost ratio (Total Benefit / Total Program Cost)
Numbers or variables used to classify a system

25. Three conditions that warrant multi-rater feedback
Reliability
Threat - problem - solution - habit
Weak manager judgments or experience levels - identified talent shortages - organization culture suports structured programs
Structure and processes - resources - information - knowledge and skills - motives - and wellness.

26. Malcolm Knowles' work tipped the instructional systems design scale. The two ends of that scale
Self-study guides - job aids - instructor-led materials - technology-delivered training deliverables - assessments
Icebreakers do not have to relate to the session materials. Opening exercise introduces the session materials being taught.
Learner-centered - content-centered
Identify business goals - clarify those goals - determine specificity and measurability of the goals.

27. The fourth component of the ASTD HPI model
Learning style
Data from archival records - existing records - report - and data
Reality - feasibility - authority - and learning opportunities
Solution Selection

28. Four activites to consider when closing a presentation
An HTML tag identifying the context of the contents on a website or knowledge base.
Self-contained chunk of instructional material
Review of objective and key points - review participant benefits - call participants to action - ask participants if they have any questions.
Benjamin Bloom

29. Four basic components of a process
Brainstorming - case studies - and role plays
Multiple intelligences theory
Inputs - outputs - process controls - and resources.
Maslow's hierarchy

30. Describe a message board
Websites where users post questions - thoughts and observations - and can reply to other users postings of the same
Opportunity-centered
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
Cognitive

31. Tacit knowledge

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32. The three tasks of business analysis
Identify business goals - clarify those goals - determine specificity and measurability of the goals.
Written tests - oral Q&A - performance tests - role plays
Numbers or variables used to rank order a system
problem - establish action plan - clarify values - identify alternatives - discover probable outcomes - eliminate alternatives systematically - start action

33. Nominal data
Opportunity-centered
Numbers or variables used to classify a system
Synchrononous occurs at a given time with a live instructor. Asynchronous is self-paced and available at any time.
Scaling and integrity

34. Examples of courseware
Knowledge that has been documented - includes books - manuals - training courses - job aids - software rules - databases - etc.
Self-study guides - job aids - instructor-led materials - technology-delivered training deliverables - assessments
Upper-left cerebral - lower-left limbic - upper-right cerebral - and lower-right limbic
Social contexting - contexting - authority - and concept of time

35. The processes performance management is primarily concerned with
Developing employees - motivating employees - deploying employees - aligning people to process to increase performance
L = P + Q + R. Learning - Programmed instruction - Questioning - Reflection
Surveys
Questions that stimulate discussion

36. Level 3 evaluation
Results
Weak manager judgments or experience levels - identified talent shortages - organization culture suports structured programs
External coaching - internal coaching
Data from archival records - existing records - report - and data

37. Describe a chat room
Raw and non-contextual - and can exist in forms usable or not
Chat rooms are essentially synchronous (real-time) message boards.
Subject-matter expert
Numbers or variables used to rank order a system

38. Level 2 evaluation
Kurt Lewin's forcefield 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
Learning
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

39. The three foundations of action learning

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40. Level 4 evaluation
Behavior
A variable in whole number or distinct units (opposed to continuous)
Ideas - processes - procedures - methods of operation - concepts - principles - and discoveries
Cost-effectiveness - accessibility and application - learner access - and self-direction

41. Mean
Managers are responsible for their own development - executives are responsible for the development of their subordinates - the organization is responsible for providing growth opportunities
A group of people who share a common interest - and are willing to share the experiences of their common interest.
The sum of the numbers divided by the total number of values
Numbers or variables used to rank order a system

42. Double-loop learning
Defining objectives - identifying necessary data - selecting data collection methods - collecting data - analyzing and confirming data - and reporting on the data
Focused on fundamental changes to thinking patterns and behaviors
Data that has been given context
Opener - bridge - main body - and close

43. The process of giving advice or information from one person to another about the usefulness of an event - process or action
Chat rooms are essentially synchronous (real-time) message boards.
Honesty - fairness - lawfulness - compassion - respect - loyalty - dependability
Interviews
Feedback

44. The learning domain that focuses on the skills and knowledge relating to an activity such as changing a car's oil
Cognitive
Technical competence - people skills - conceptual skills - results - taste - judgment - character
Weak manager judgments or experience levels - identified talent shortages - organization culture suports structured programs
Design

45. Dependent
Image oriented - interactive - immediate - and intimate.
An HTML tag identifying the context of the contents on a website or knowledge base.
The outcome that depends on the independent variable and covariates
The multiple dependent variables in a study with multiple independent variables

46. Describe how facilitation differs from training
Breakeven ( ( Program Costs / Investment ) / ( Benefits / Cash Inflow) )
Facilitation is used to involve participants - and to help them learn from one another.
Simulations
Long-term process for performance improvement based on 1-on-1 interactions where mentee retains the responsibility for improvement

47. List six external factors that may affect an organization
Establish scope - create plan - implement plan - monitor/evaluate/revise plan
Economic - social - political and legislative - workforce - technological - and competitive.
Thinking about the whole organization - rather than individuals - and looking primarily at processes
Seels and Glasgow instructional systems design model

48. Steps of managing a change project
An unknown or uncontrolled variable that produces an effect
Initiating - planning - executing - controlling - closing
Something that disrupts the flow of information between source and receiver
Benefit-to-cost ratio (Total Benefit / Total Program Cost)

49. Cordinal data
Numbers or variables used to rank order a system
Results
Convergers - divergers - assimilators - and accommodators
Visual - Auditory - and Kinestethic

50. DMAIC
- measure - analyze - improve - control
A variable that can have one of two possible values.
Image oriented - interactive - immediate - and intimate.
The world is created in conversation