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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. The method where instruction is provided in a self-directed format that is available at all times - even with a facilitator is not online
Skill variety - task identity - task significance - autonomy - feedback
A description or design specification for how information should be treated and organized.
Asynchronous
Form - storm - norm - perform - and adjourn.

2. The six interactive and interdependent components of an action learning program
Identify organizational values - development mission - develop vision - develop value statements
Virtual Reality. Computer-based technology that gives the user a realistic - 3-D - interactive experience that engages as many senses as possible.
Problem - action learning group - emphasis on careful questioning and listening - resolution to take action - commitment to learning - group facilitator/learning coach
Disengagement - disidentification - disorientation - and disenchantment.

3. The components of the VAK model
Visual - Auditory - and Kinestethic
Objectivity - confidentiality
Knowledge that has been documented - includes books - manuals - training courses - job aids - software rules - databases - etc.
Semantic differential

4. Types of Level 1 instruments
Questionnaires - follow-up interviews - observation checklists
Questions that stimulate discussion
Learning Content Management System. Software that packages courses and learning materials for print - CD-ROM - and electronic publication.
Numbers or variables used to rank order a system

5. The two criteria that learners must demonstrate before leaving performance-based training (PBT)
Knowledge - skills
Brainstorming - case studies - and role plays
Create a vision - communicate the plan - connect the people - congratulate success
Return-on-investment ( (Benefits - Costs) / Costs) * 100

6. Three disadvantages of focus groups
Breakeven ( ( Program Costs / Investment ) / ( Benefits / Cash Inflow) )
Language - speech - environmental - and psychological
Hard data
Time and resource intensive - undue influence of vocal member(s) - difficult to facilitate with a single facilitator to encourage participation and take notes

7. Five ways to use storytelling
Performance records - direct observation - supervisor checklists
Something that disrupts the flow of information between source and receiver
Capture attention - help message to be remembered - establish rapport - build credibility - and build team unity.
A variable in whole number or distinct units (opposed to continuous)

8. The instrument where participants rate two contrasting ideas or words by circling points on a line
Semantic differential
Long-term process for performance improvement based on 1-on-1 interactions where mentee retains the responsibility for improvement
Performance audit
A visual tools used to systematically describe actions/behaviors in a sequential flow - including all the steps and tasks for that process flow.

9. Data
A visual tools used to systematically describe actions/behaviors in a sequential flow - including all the steps and tasks for that process flow.
Raw and non-contextual - and can exist in forms usable or not
Inputs - outputs - process controls - and resources.
Groupthink

10. The HPI tool that can gather both qualitative and quantitative data
Data - Information - Knowledge
Rehersal
Constraints analysis
Surveys

11. The instructional design model is based on the assumptions that design happens in a context of project management that establishes roles - tasks - timelines - budgets - checkpoints - and supervisory procedures
Seels and Glasgow instructional systems design model
Hard data
Managerial/administrative - supervisory - functional
Learning Management System. Software that automates administration - tracking - and reporting of learning events (ILT and online).

12. The four most important skills for a coach
Create a vision - communicate the plan - connect the people - congratulate success
To systematically plan an organization's future
Communication - client motivation - self-management - technical skills
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

13. Five job analysis methods
The outcome that depends on the independent variable and covariates
The process that enables organizations to create short reference materials with relevant information by reducing information into codified - categorized - and reusable content.
Interview - survey/questionnaire - observation - focus group - work diary/work log
Harless' front-end analysis model

14. The four components of a learning objective
The minimum time schedule for completing all the tasks in a project with several overlapping or dependent tasks.
Charts - graphs
Asynchronous
Audience - Behavior - Condition - and Degree

15. The type of results produced by quantative methods
Hard data
Benefit-to-cost ratio (Total Benefit / Total Program Cost)
Convergers - divergers - assimilators - and accommodators
A collection of code containing instructions for a computer to perform a specific action

16. Three tasks for knowledge mapping
Rehersal
Documentation audit - information system survey - identification of external information sources
Data - Information - Knowledge
A variable in whole number or distinct units (opposed to continuous)

17. Four tools and techniques related to six sigma
Learner-centered - content-centered
DMAIC methodology - IPO model - flowcharting - evaluation models
Polling questions
External coaching - internal coaching

18. Four personal social styles per Harvey Robbins
The multiple dependent variables in a study with multiple independent variables
Analytical - amiable - drivers - expressive
Honesty - fairness - lawfulness - compassion - respect - loyalty - dependability
Culture - vision - strategy - and structure

19. The four areas measured during a training needs assessment
Computer-based training. Any learning event that uses computers as the primary distributions method.
Monetary impact/ROI
Simulations
Business needs - performance needs - learning needs - and learner needs

20. The three levels that - when in harmony - work to optimal performance in the Rummler and Brache's model
Learning Content Management System. Software that packages courses and learning materials for print - CD-ROM - and electronic publication.
An effective - structured way that captures people's learning from an experience.
Organization - process - and job/performer.
Behavior

21. Four steps to prepare for training delivery
Gain understanding or learning objectives - learn the materials - practice the delivery - prepare questions to stimulate learning.
Knowledge in one's personal memory - includes judgment - insights - experience - know-how - personal beliefs - and personal values.
A group of people who share a common interest - and are willing to share the experiences of their common interest.
Low frequency - high complexity - high consequence of error - high probability of change in the future

22. Knowledge
Establish short-term objectives - create an action plan to achieve short-term objectives - allocate resources to the objectives - motivate employees to reach the objectives
Theatre style
Job aids - and EPSS
Information that combined with understanding enables understanding

23. Types of Level 4 instruments
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.
Solution Selection
Experiencing - publishing - processing - generalizing - and applying
Performance records - direct observation - supervisor checklists

24. Two characteristics of distance learning
Awareness - modeling - targeted interventions - desensitization - training
Honesty - fairness - lawfulness - compassion - respect - loyalty - dependability
Understandable - accurate - functional
Separation of place - time - or both among learners - instructors - and learning resources; Interactions are conducted through one or mode media.

25. Discrete
A variable that can have one of two possible values.
A variable in whole number or distinct units (opposed to continuous)
Managers are responsible for their own development - executives are responsible for the development of their subordinates - the organization is responsible for providing growth opportunities
Thinking about the whole organization - rather than individuals - and looking primarily at processes

26. Independent
A variable the influences the dependent variable
Structure
Form - storm - norm - perform - and adjourn.
Questionnaires - follow-up interviews - observation checklists

27. The analysis that serves as a reality check to identify a project's limiting factors
Dictatorship - anarchy - democracy
Constraints analysis
A visual tools used to systematically describe actions/behaviors in a sequential flow - including all the steps and tasks for that process flow.
The whole is more than the sum of the parts - patterns are everywhere in the system - cause and effect is never simple - history does and does not repeat itself - change come from chaos - the future can and cannot be predicted

28. Levels of listening
Rote skills - and prerequisite material
Productivity Environmental Preference Survey (PEPS) - Canfield Learning Style Inventory - and Learning Style Questionnaire
Passive - active - empathetic - listening for knowledge - listening for clarification
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.

29. PERT
Phone - VoIP - online meetings - email - specialized software
Pedagogy
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.
Managers are responsible for their own development - executives are responsible for the development of their subordinates - the organization is responsible for providing growth opportunities

30. Nominal data
Psychomotor skills
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
Numbers or variables used to classify a system
A measure of the variability of scores from the mean

31. Critical Path
Identify business goals - clarify those goals - determine specificity and measurability of the goals.
Inputs - outputs - process controls - and resources.
The minimum time schedule for completing all the tasks in a project with several overlapping or dependent tasks.
Rote skills - and prerequisite material

32. The second component of the ASTD HPI model
Defining objectives - identifying necessary data - selecting data collection methods - collecting data - analyzing and confirming data - and reporting on the data
Subject-matter expert
Performance Analysis
Adult learning theories - instructional design techniques

33. Examples of courseware
The whole is more than the sum of the parts - patterns are everywhere in the system - cause and effect is never simple - history does and does not repeat itself - change come from chaos - the future can and cannot be predicted
Low frequency - high complexity - high consequence of error - high probability of change in the future
Psychomotor skills
Self-study guides - job aids - instructor-led materials - technology-delivered training deliverables - assessments

34. The first component of the ASTD HPI model
Business Analysis
Thinking about the whole organization - rather than individuals - and looking primarily at processes
Self-contained chunk of instructional material
Suggestopedia

35. An evaluation of an evaluation
Meta-evaluation
Feedback
A variable the influences the dependent variable
Formative evaluation

36. The technique that should account for 50% of the preparation for a presentation
Upper-left cerebral - lower-left limbic - upper-right cerebral - and lower-right limbic
Rehersal
Weak manager judgments or experience levels - identified talent shortages - organization culture suports structured programs
The extent to which an instrument represents the program's content

37. The three levels of problems in systems thinking
Structures - patterns - events
Maslow's hierarchy
Proxemics
Kurt Lewin's forcefield analysis

38. The processes performance management is primarily concerned with
Initiating - planning - executing - controlling - closing
Rehersal
Developing employees - motivating employees - deploying employees - aligning people to process to increase performance
The process that enables organizations to create short reference materials with relevant information by reducing information into codified - categorized - and reusable content.

39. Knowledge Mapping
Driving forces - restraining forces - current state - desired state
Defining objectives - identifying necessary data - selecting data collection methods - collecting data - analyzing and confirming data - and reporting on the data
The sum of the numbers divided by the total number of values
The process that connects information - education - expertise - and practical application of people in an organization for the purposes of sharing and access.

40. What does context refer to in designing learning
Monetary impact/ROI
Economic - social - political and legislative - workforce - technological - and competitive.
Learner characteristics like age - educational background - cultural background - learner expectations - and learn motivation to attend
Cross-functional - cross-country/international

41. The seven basic self-governing behaviors
Benjamin Bloom
Honesty - fairness - lawfulness - compassion - respect - loyalty - dependability
Polling questions
In statistics - it means probably true

42. Describe noise - in communication theory
Hypothetical
External coaching - internal coaching
Something that disrupts the flow of information between source and receiver
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

43. The five characteristics of every job that influence employee motivation
Determine business impact - improve the design of the learning experience - determine the content's adequacy
Skill variety - task identity - task significance - autonomy - feedback
Proxemics
Focused on fundamental changes to thinking patterns and behaviors

44. Level 2 evaluation
Change Management
Entertainment - interaction - control - usability - and customization
Learning
Subject-matter expert

45. The requirements of the ADA
Do not discriminate in any aspect of employment based on disabilities - with reasonable accommodations such as interpreters - reading aids - instructional material modifications - etc.
Separation of place - time - or both among learners - instructors - and learning resources; Interactions are conducted through one or mode media.
Conduct a SWOT - establish strategic goals - develop strategies to achieve the strategic goals
Review of objective and key points - review participant benefits - call participants to action - ask participants if they have any questions.

46. What is the best thing to do first when a client wants a designer to develop a training to improve declining business process
When the cause of the problem is a lack of knowledge or skills
Separation of place - time - or both among learners - instructors - and learning resources; Interactions are conducted through one or mode media.
Perform a front-end analysis
Learner characteristics like age - educational background - cultural background - learner expectations - and learn motivation to attend

47. The tool instructors can leverage from WBT to immediately determine a group's understanding of the material
Self-contained chunk of instructional material
Polling questions
Upper-left cerebral - lower-left limbic - upper-right cerebral - and lower-right limbic
Speed - quantity - quality/accuracy - thoroughness - timeliness

48. The linear scale use to rate statements and attitudes
Questions that check for understanding or test for consensus
Disengagement - disidentification - disorientation - and disenchantment.
Likert scale
Silence

49. succession planning
Design
Capture attention - help message to be remembered - establish rapport - build credibility - and build team unity.
Matching current - usually high-potential employees - with future roles within the company to systematic prepare them for a future role
Psychomotor skills

50. ROI
Measures of quantity or numbers
Return-on-investment ( (Benefits - Costs) / Costs) * 100
Reality - feasibility - authority - and learning opportunities
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