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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. Information Chunking
Determine business impact - improve the design of the learning experience - determine the content's adequacy
Learning style
The process that enables organizations to create short reference materials with relevant information by reducing information into codified - categorized - and reusable content.
Form - storm - norm - perform - and adjourn.

2. Three examples of active training techniques
Self-contained chunk of instructional material
External and environmental influences
Brainstorming - case studies - and role plays
Characteristics of adults as learners (CAL) conceptual framework

3. Three disadvantages of focus groups
Myer-Briggs Type Indicator (MBTI) - DiSC personality profile
Time and resource intensive - undue influence of vocal member(s) - difficult to facilitate with a single facilitator to encourage participation and take notes
Maslow's hierarchy
Establish scope - create plan - implement plan - monitor/evaluate/revise plan

4. learning object
Robert Mager
Self-contained chunk of instructional material
Design
Separation of place - time - or both among learners - instructors - and learning resources; Interactions are conducted through one or mode media.

5. Five conflict responses
Defining objectives - identifying necessary data - selecting data collection methods - collecting data - analyzing and confirming data - and reporting on the data
Discovery - Dream - Design - and Destiny
Competing - accommodating - avoiding - collaborating - and compromising.
Data - Information - Knowledge

6. Community of practice
Solution Selection
Terminal objectives
Cognitivism
A group of people who share a common interest - and are willing to share the experiences of their common interest.

7. LCMS
Learning Content Management System. Software that packages courses and learning materials for print - CD-ROM - and electronic publication.
Measures of quantity or numbers
A variable whose quantification can be broken down into very small units - often called analog (opposed to discrete)
Honesty - fairness - lawfulness - compassion - respect - loyalty - dependability

8. Types of Level 1 instruments
Written tests - oral Q&A - performance tests - role plays
Pareto analysis
Seels and Glasgow instructional systems design model
Questionnaires - follow-up interviews - observation checklists

9. ROI
Return-on-investment ( (Benefits - Costs) / Costs) * 100
Dictatorship - anarchy - democracy
Visual - Auditory - and Kinestethic
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

10. PERT
- measure - analyze - improve - control
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.
Interview - survey/questionnaire - observation - focus group - work diary/work log
Data from archival records - existing records - report - and data

11. The two management practices similar to complexity theory
Learning organizations - systems thinking
Knowledge - skills
Results
DMAIC methodology - IPO model - flowcharting - evaluation models

12. The mode of training for which classroom training is most effective
Psychomotor skills
Focused on fundamental shifts in how people view themselves - and intentional alterations of beliefs and values about the world and themselves
Solution Selection
Mentoring is longer term - and mentors do not have responsibility for participants improvement.

13. The third component of the ASTD HPI model
Culture - vision - strategy - and structure
Cause Analysis
The extent to which an instrument represents the program's content
Maslow's hierarchy - McGregor's Theory X and Y of management

14. The HPI tool that can gather both qualitative and quantitative data
Surveys
Polling questions
Review of objective and key points - review participant benefits - call participants to action - ask participants if they have any questions.
Documentation audit - information system survey - identification of external information sources

15. The three foundations of action learning

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16. Independent
External/organizational scans - identify business needs - identify change initiatives - collect data - analyze data - report on the data - design the change initiative
A variable that can have one of two possible values.
A variable the influences the dependent variable
Hard data

17. Steps of managing a change project
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.
Learner self-concept - Learner prior experience - Readiness to learn - Orientation to learning - and Motivation to learn
Initiating - planning - executing - controlling - closing
Robert Mager

18. Content validity

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19. Qualitative
Measures looking at opinions - behaviors - and attributes
Maslow's hierarchy - McGregor's Theory X and Y of management
Cognitivism
The outcome that depends on the independent variable and covariates

20. The final behavioral outcomes of a specific instructional event
Conduct a SWOT - establish strategic goals - develop strategies to achieve the strategic goals
Experiential learning
Return-on-investment ( (Benefits - Costs) / Costs) * 100
Terminal objectives

21. Five mistakes managers can make to negatively impact employee motivation
An HTML tag identifying the context of the contents on a website or knowledge base.
Form - storm - norm - perform - and adjourn.
Misplacing ownership - misaligning incentives - saving recognition - playing favorites - misspeaking praise
Performance audit

22. The reliability test where one test is split into two shorter ones - by randomly assigning test items to one half or the other
Interviews
Split-half
A group of people who share a common interest - and are willing to share the experiences of their common interest.
Communication - client motivation - self-management - technical skills

23. Compare/contrast chaos and complexity
Polling questions
- measure - analyze - improve - control
Design
Chaos is simple systems generating complicated behavior. Complexity is complicated systems generating simple behavior.

24. The three competency elements that constitute most jobs
Knowledge that has been documented - includes books - manuals - training courses - job aids - software rules - databases - etc.
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
Managerial/administrative - supervisory - functional

25. The popularizer of the multiple intelligences theory
Meta-evaluation
Learning Management System (LMS)
Howard Gardner
Business Analysis

26. The instrument where participants rate two contrasting ideas or words by circling points on a line
Knowledge - skills - desire - environment - and opportunity
Formulation - Development - Implementation - Evaluation
Semantic differential
Audience - Behavior - Condition - and Degree

27. What is an SME
External and environmental influences
Subject-matter expert
Behavorism
Formative evaluation

28. Level 4 evaluation
A measure of the variability of scores from the mean
Harless' front-end analysis model
Behavior
Documentation audit - information system survey - identification of external information sources

29. The analysis that serves as a reality check to identify a project's limiting factors
Constraints analysis
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
Cost-effectiveness - accessibility and application - learner access - and self-direction
Knowledge in one's personal memory - includes judgment - insights - experience - know-how - personal beliefs - and personal values.

30. The technique trainers should use when a presentation is formal and should present a professional image
Formulation - Development - Implementation - Evaluation
In statistics - it means probably true
Slides
Socratic questioning

31. Data
To improve performance by systematically developing human expertise through organizational development and training
Misplacing ownership - misaligning incentives - saving recognition - playing favorites - misspeaking praise
A variable whose quantification can be broken down into very small units - often called analog (opposed to discrete)
Raw and non-contextual - and can exist in forms usable or not

32. Types of Level 4 instruments
Performance records - direct observation - supervisor checklists
Job analysis
Establish scope - create plan - implement plan - monitor/evaluate/revise plan
Terminal objectives

33. Types of Level 2 instruments
Evaluation
Written tests - oral Q&A - performance tests - role plays
Economic - social - political and legislative - workforce - technological - and competitive.
The minimum time schedule for completing all the tasks in a project with several overlapping or dependent tasks.

34. Describe noise - in communication theory
Managerial/administrative - supervisory - functional
External/organizational scans - identify business needs - identify change initiatives - collect data - analyze data - report on the data - design the change initiative
Competing - accommodating - avoiding - collaborating - and compromising.
Something that disrupts the flow of information between source and receiver

35. The framework developed by Patricia Cross to describe some differences between adult and child learners
L = P + Q + R. Learning - Programmed instruction - Questioning - Reflection
Matching current - usually high-potential employees - with future roles within the company to systematic prepare them for a future role
Semantic differential
Characteristics of adults as learners (CAL) conceptual framework

36. An evaluation of an evaluation
Ginzberg's theory
Job aids - and EPSS
Meta-evaluation
The selection of measurement points which can have a large impact on the research's ability to be generalized

37. The fifth component of the ASTD HPI model
Solution Implementation
Philosophy of coaching - definition of coaching - standards of ethical coaching conduct - pledge of coaching ethics
Convergers - divergers - assimilators - and accommodators
Groupthink

38. Mentoring
Proxemics
A visual tools used to systematically describe actions/behaviors in a sequential flow - including all the steps and tasks for that process flow.
Long-term process for performance improvement based on 1-on-1 interactions where mentee retains the responsibility for improvement
The world is created in conversation

39. Examples of internal factors that influence an organization
Knowledge that has been documented - includes books - manuals - training courses - job aids - software rules - databases - etc.
Technology - new products - shareholders - financial conditions - system challenges - process challenges - policies
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.
Terminal objectives

40. The facilitation tool that can create just enough tension to get people thinking
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
Solution Implementation
Silence
Extroversion/Introversion - Sensing/Intuition - Thinking/Feeling - Judgment/Perception

41. The six interactive and interdependent components of an action learning program
A description or design specification for how information should be treated and organized.
Problem - action learning group - emphasis on careful questioning and listening - resolution to take action - commitment to learning - group facilitator/learning coach
Failure to partner - failure to consider culture - failure to manage change - and failure to adapt to the client.
Objectivity - confidentiality

42. The term for the relationship of people's positions in space
Interview - survey/questionnaire - observation - focus group - work diary/work log
The most frequently occurring value
Scaling and integrity
Proxemics

43. Critical Path
Language - speech - environmental - and psychological
The minimum time schedule for completing all the tasks in a project with several overlapping or dependent tasks.
Interviews
Action plans - interviews - questionnaires - focus groups - performance contracts

44. Meta-tag
Theatre style
An HTML tag identifying the context of the contents on a website or knowledge base.
Productivity Environmental Preference Survey (PEPS) - Canfield Learning Style Inventory - and Learning Style Questionnaire
Myer-Briggs Type Indicator (MBTI) - DiSC personality profile

45. Standard deviation
To improve performance by systematically developing human expertise through organizational development and training
A measure of the variability of scores from the mean
Two-aix matrixes - flowcharts - dichotomy - graphic models
Self-study guides - job aids - instructor-led materials - technology-delivered training deliverables - assessments

46. Describe a message board
Websites where users post questions - thoughts and observations - and can reply to other users postings of the same
Sequence
Performance records - direct observation - supervisor checklists
Relevance - inquiry - freedom - connectedness - reception - empowerment - play

47. An assessment done during formation
Formative evaluation
Diagnose the problem - generate alternative actions/behaviors - identify consequences for those actions/behaviors
Hard data
Audience - Behavior - Condition - and Degree

48. The purpose of an after-action review

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49. Single-loop learning
Theatre style
Long-term process for performance improvement based on 1-on-1 interactions where mentee retains the responsibility for improvement
Focused on learning and using new necessary skills through incremental change
The mid-point of the distribution - 50% of the values are above/below this value

50. The guidelines Carl Rogers describes as critical elements to remember in adult learning situations
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
Experiential learning
An unknown or uncontrolled variable that produces an effect
No area is overlooked - forces to be used are known - there is time to develop other strategies if the analysis reveals the need