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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. Types of Level 2 instruments
Review strategies - measure performance - take correction action
Written tests - oral Q&A - performance tests - role plays
Dictatorship - anarchy - democracy
Cause Analysis

2. The three major tasks of analyzing data
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
The minimum time schedule for completing all the tasks in a project with several overlapping or dependent tasks.
Computer-based training. Any learning event that uses computers as the primary distributions method.
Sorting - tabulating - and comparing raw to summarized data

3. The method where instruction is provided in a self-directed format that is available at all times - even with a facilitator is not online
Establish scope - create plan - implement plan - monitor/evaluate/revise plan
Cognitive
Sequence
Asynchronous

4. The three foundations of action learning

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5. The method a trainer can use to encourage a participant to continue speaking
Inputs - outputs - process controls - and resources.
Walk towards a participant as they speak
Numbers or variables used to rank order a system
An effective - structured way that captures people's learning from an experience.

6. The methods learning organizations use to create and foster productive learning
Evaluation
Suggestopedia
Self-study guides - job aids - instructor-led materials - technology-delivered training deliverables - assessments
Culture - vision - strategy - and structure

7. An evaluation of an evaluation
Meta-evaluation
Long-term process for performance improvement based on 1-on-1 interactions where mentee retains the responsibility for improvement
Management - performance
Monetary impact/ROI

8. Three tools for determining learner preferences
Productivity Environmental Preference Survey (PEPS) - Canfield Learning Style Inventory - and Learning Style Questionnaire
Cognitive
Electronic performance support system (EPSS)
The most frequently occurring value

9. VR
Weak manager judgments or experience levels - identified talent shortages - organization culture suports structured programs
Knowledge that has been documented - includes books - manuals - training courses - job aids - software rules - databases - etc.
Formulation - Development - Implementation - Evaluation
Virtual Reality. Computer-based technology that gives the user a realistic - 3-D - interactive experience that engages as many senses as possible.

10. The learning domain that focuses on the skills and knowledge relating to an activity such as changing a car's oil
Socratic questioning
Cognitive
Job analysis
Request for proposal. A communication from an organization to potential vendors that defines the organizations needs and how to respond to those needs.

11. The purpose of an after-action review

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12. What is an SME
Solution Implementation
Constraints analysis
Subject-matter expert
Something that disrupts the flow of information between source and receiver

13. The theory that matches individual needs to instructional experiences
In statistics - it means probably true
Engage learner's attention - present materials as input to brain - practice with ideas and skills - review to create new connections and applications
Technical competence - people skills - conceptual skills - results - taste - judgment - character
Opportunity-centered

14. The three competency elements that constitute most jobs
Managerial/administrative - supervisory - functional
Threat - problem - solution - habit
External/organizational scans - identify business needs - identify change initiatives - collect data - analyze data - report on the data - design the change initiative
The process that enables organizations to create short reference materials with relevant information by reducing information into codified - categorized - and reusable content.

15. Critical Path
Preparation
The minimum time schedule for completing all the tasks in a project with several overlapping or dependent tasks.
The expected range of a measurement
To improve performance by systematically developing human expertise through organizational development and training

16. Confounding
An unknown or uncontrolled variable that produces an effect
Ideas - processes - procedures - methods of operation - concepts - principles - and discoveries
Managers are responsible for their own development - executives are responsible for the development of their subordinates - the organization is responsible for providing growth opportunities
Observe body language

17. The first component of the ASTD HPI model
Identify performance gaps - gains commitment to learning - constructs practice to close gaps - drives application and reflection to improve competence
Audience - Behavior - Condition - and Degree
Business Analysis
Managerial/administrative - supervisory - functional

18. Five conflict responses
Competing - accommodating - avoiding - collaborating - and compromising.
Adult learning theories - instructional design techniques
The selection of measurement points which can have a large impact on the research's ability to be generalized
Change is a process not an event. Change management is the process of directing change at each level of an organization.

19. 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
Experiential learning
The mid-point of the distribution - 50% of the values are above/below this value
Observe body language
Thinking about the whole organization - rather than individuals - and looking primarily at processes

20. The three fundamental principles of HPI
Learning Management System (LMS)
Constraints analysis
Audience - Behavior - Condition - and Degree
HPI uses a results-based - systematic approach - HPI focuses on accomplishments before behavior - Organizations are systems.

21. The technique trainers should use when a presentation is formal and should present a professional image
Slides
The minimum time schedule for completing all the tasks in a project with several overlapping or dependent tasks.
Determine business impact - improve the design of the learning experience - determine the content's adequacy
Managers are responsible for their own development - executives are responsible for the development of their subordinates - the organization is responsible for providing growth opportunities

22. The questioning technique that seeks to develop critical thinking and creativity
Socratic questioning
Opener - bridge - main body - and close
External coaching - internal coaching
Job analysis

23. Two types of job rotations
Visual - Auditory - and Kinestethic
Cross-functional - cross-country/international
Electronic Performance Support System. Software that provides just-in-time help - guidance - coaching - or assistance to improve job performance.
Mentoring is longer term - and mentors do not have responsibility for participants improvement.

24. Steps in Pfeiffer and Jones' experiential learning cycle
Image oriented - interactive - immediate - and intimate.
Electronic Performance Support System. Software that provides just-in-time help - guidance - coaching - or assistance to improve job performance.
Productivity Environmental Preference Survey (PEPS) - Canfield Learning Style Inventory - and Learning Style Questionnaire
Experiencing - publishing - processing - generalizing - and applying

25. The two criteria that learners must demonstrate before leaving performance-based training (PBT)
Knowledge - skills
An unknown or uncontrolled variable that produces an effect
Computer-based training. Any learning event that uses computers as the primary distributions method.
The process that enables organizations to create short reference materials with relevant information by reducing information into codified - categorized - and reusable content.

26. Two influences of great effect on employee motivation
Data from archival records - existing records - report - and data
Bloom's taxonomy - six sigma - Kepner-Tregoe
Management - performance
Form - storm - norm - perform - and adjourn.

27. The system that uses knowledge - skills - and attitudes (KSAs) to describe three types of learning

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28. The tasks involved in the formulation phase of strategic development
Phone - VoIP - online meetings - email - specialized software
Rehersal
Identify organizational values - development mission - develop vision - develop value statements
When the cause of the problem is a lack of knowledge or skills

29. The type of learning that E-Learning is outstanding for teaching because it has infinite patience
Rote skills
The sum of the numbers divided by the total number of values
Knowledge that has been documented - includes books - manuals - training courses - job aids - software rules - databases - etc.
High cost - scheduling difficulties - and temporary (unless learners have opportunity to practice)

30. Steps of managing a change project
Social contexting - contexting - authority - and concept of time
Formative evaluation
Initiating - planning - executing - controlling - closing
Matching current - usually high-potential employees - with future roles within the company to systematic prepare them for a future role

31. Double-loop learning
Eager to succeed - open to support - interested in different tactics/methods and trying those out - learning oriented
Chat rooms are essentially synchronous (real-time) message boards.
Focused on fundamental changes to thinking patterns and behaviors
Opener - bridge - main body - and close

32. The method by which a trainer recognize signs of boredom - disinterest - or lack of understanding
A variable whose quantification can be broken down into very small units - often called analog (opposed to discrete)
Observe body language
Misplacing ownership - misaligning incentives - saving recognition - playing favorites - misspeaking praise
Audience - behavior - condition - and degree

33. Mentoring
Long-term process for performance improvement based on 1-on-1 interactions where mentee retains the responsibility for improvement
Review strategies - measure performance - take correction action
Defining objectives - identifying necessary data - selecting data collection methods - collecting data - analyzing and confirming data - and reporting on the data
Something that disrupts the flow of information between source and receiver

34. The mode of training for which classroom training is most effective
Psychomotor skills
Awareness - modeling - targeted interventions - desensitization - training
Language - speech - environmental - and psychological
Information that combined with understanding enables understanding

35. The two primary tools for the visual display of quantitative data
Learning organizations - systems thinking
Charts - graphs
Social contexting - contexting - authority - and concept of time
Formulation - Development - Implementation - Evaluation

36. 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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37. The six major factors that influence performance in Gilbert's behavior engineering model
Information - resources - incentives/consequences - knowledge and skills - capacity - and motivation.
Relevance - inquiry - freedom - connectedness - reception - empowerment - play
External and environmental influences
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.

38. Four common mistakes HPI professionals make in selecting - designing - and implementing interventions
L = P + Q + R. Learning - Programmed instruction - Questioning - Reflection
Failure to partner - failure to consider culture - failure to manage change - and failure to adapt to the client.
To aid in career planning
Socratic questioning

39. Four basic components of a process
Request for proposal. A communication from an organization to potential vendors that defines the organizations needs and how to respond to those needs.
Inputs - outputs - process controls - and resources.
Suggestopedia
Enabling objectives

40. The seven steps in Krumboltz's DECIDES model
problem - establish action plan - clarify values - identify alternatives - discover probable outcomes - eliminate alternatives systematically - start action
Learning technologies
Rehersal
Objectivity - confidentiality

41. The use of electronic technologies to deliver information and facilitate the development of skills
Structures - patterns - events
Speed - quantity - quality/accuracy - thoroughness - timeliness
Learning technologies
Change Management

42. succession planning
A measure of the variability of scores from the mean
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
Electronic Performance Support System. Software that provides just-in-time help - guidance - coaching - or assistance to improve job performance.
Matching current - usually high-potential employees - with future roles within the company to systematic prepare them for a future role

43. Open questions
Relevance - inquiry - freedom - connectedness - reception - empowerment - play
Preparation
Experiential learning
Questions that stimulate discussion

44. The type of results produced by quantative methods
Knowledge - skills
Convergers - divergers - assimilators - and accommodators
Walk towards a participant as they speak
Hard data

45. BCR
Language - speech - environmental - and psychological
Benefit-to-cost ratio (Total Benefit / Total Program Cost)
Performance records - direct observation - supervisor checklists
Communication - client motivation - self-management - technical skills

46. Five technologies that can be used to connect clients to coaches
Raw and non-contextual - and can exist in forms usable or not
To improve performance by systematically developing human expertise through organizational development and training
Phone - VoIP - online meetings - email - specialized software
Electronic performance support system (EPSS)

47. Cordinal data
The outcome that depends on the independent variable and covariates
Business Analysis
Documentation audit - information system survey - identification of external information sources
Numbers or variables used to rank order a system

48. The method used to identify the efficiency and effectiveness of employees
The outcome that depends on the independent variable and covariates
Create new hire training - develop behavior-based interview questions - write performance objectives - prepare employees for career progression
Performance audit
Low frequency - high complexity - high consequence of error - high probability of change in the future

49. The third component of the ASTD HPI model
Learner-centered - content-centered
Andragogy - time pressures - goal orientation - previous knowledge and experience - relevent content - levels of motivation - and different learning styles
Cause Analysis
Interviews

50. The ability of the same measurement to produce consistent results over time
Identify business goals - clarify those goals - determine specificity and measurability of the goals.
Reliability
Growth - exploratory - establishment - maintenance - decline
Skill variety - task identity - task significance - autonomy - feedback