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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 theory that describes how intelligences reflect how people prefer to process information
Functional context
Capture attention - reveal trainer's style - raise participant's comfort level - introduce the topic of the presentation.
Learning
Multiple intelligences theory

2. The term for the relationship of people's positions in space
The process that enables organizations to create short reference materials with relevant information by reducing information into codified - categorized - and reusable content.
Proxemics
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
Learning technologies

3. Three disadvantages of focus groups
The extent to which an instrument represents the program's content
Time and resource intensive - undue influence of vocal member(s) - difficult to facilitate with a single facilitator to encourage participation and take notes
Theatre style
Review of objective and key points - review participant benefits - call participants to action - ask participants if they have any questions.

4. Cordinal data
A description or design specification for how information should be treated and organized.
Capture attention - reveal trainer's style - raise participant's comfort level - introduce the topic of the presentation.
Evaluation
Numbers or variables used to rank order a system

5. Types of synthesis models
Knowledge in one's personal memory - includes judgment - insights - experience - know-how - personal beliefs - and personal values.
Harless' front-end analysis model
No area is overlooked - forces to be used are known - there is time to develop other strategies if the analysis reveals the need
Two-aix matrixes - flowcharts - dichotomy - graphic models

6. The three foundations of action learning

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7. BCR
Benefit-to-cost ratio (Total Benefit / Total Program Cost)
Self-study guides - job aids - instructor-led materials - technology-delivered training deliverables - assessments
Sorting - tabulating - and comparing raw to summarized data
Matching current - usually high-potential employees - with future roles within the company to systematic prepare them for a future role

8. The tasks involved in the formulation phase of strategic development
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
Measures of quantity or numbers
Social contexting - contexting - authority - and concept of time
Identify organizational values - development mission - develop vision - develop value statements

9. The six founding principles of systems thinking
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
Feedback
Breakeven ( ( Program Costs / Investment ) / ( Benefits / Cash Inflow) )
Information - resources - incentives/consequences - knowledge and skills - capacity - and motivation.

10. The characteristics of a complex system
Conduct a SWOT - establish strategic goals - develop strategies to achieve the strategic goals
Robert Mager
To improve performance by systematically developing human expertise through organizational development and training
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

11. The three levels that - when in harmony - work to optimal performance in the Rummler and Brache's model
Cognitivism
Theatre style
Organization - process - and job/performer.
Failure to partner - failure to consider culture - failure to manage change - and failure to adapt to the client.

12. Four steps to prepare for training delivery
Gain understanding or learning objectives - learn the materials - practice the delivery - prepare questions to stimulate learning.
Raw and non-contextual - and can exist in forms usable or not
Cause Analysis
Constraints analysis

13. 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
Kurt Lewin's forcefield analysis
Experiential learning
Diagnose the problem - generate alternative actions/behaviors - identify consequences for those actions/behaviors
To aid in career planning

14. The components of the VAK model
Relevance - inquiry - freedom - connectedness - reception - empowerment - play
Pedagogy
Entertainment - interaction - control - usability - and customization
Visual - Auditory - and Kinestethic

15. The seventh component of the ASTD HPI model
Ishikawa - fishbone
Return-on-investment ( (Benefits - Costs) / Costs) * 100
Results
Change Management

16. 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
Technology - new products - shareholders - financial conditions - system challenges - process challenges - policies
Do not discriminate in any aspect of employment based on disabilities - with reasonable accommodations such as interpreters - reading aids - instructional material modifications - etc.
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

17. The ability of the same measurement to produce consistent results over time
Observe body language
Reliability
Experiential learning
Visual - Auditory - and Kinestethic

18. An assessment done during formation
Data from archival records - existing records - report - and data
Formative evaluation
Characteristics of adults as learners (CAL) conceptual framework
Learning

19. Process Map
Validity
A visual tools used to systematically describe actions/behaviors in a sequential flow - including all the steps and tasks for that process flow.
Discovery - Dream - Design - and Destiny
Analytical - amiable - drivers - expressive

20. The seating arrangement is the least conducive to stimulating group discussion
Theatre style
Audience - Behavior - Condition - and Degree
Knowledge - skills
Experiential learning

21. EPSS
Focused on fundamental changes to thinking patterns and behaviors
Electronic Performance Support System. Software that provides just-in-time help - guidance - coaching - or assistance to improve job performance.
Discovery - Dream - Design - and Destiny
Establish short-term objectives - create an action plan to achieve short-term objectives - allocate resources to the objectives - motivate employees to reach the objectives

22. The criteria for determining if a project is appropriate for action learning
Solution Selection
Chaos is simple systems generating complicated behavior. Complexity is complicated systems generating simple behavior.
Reality - feasibility - authority - and learning opportunities
Passive - active - empathetic - listening for knowledge - listening for clarification

23. 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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24. The four characteristics of online communication
Pedagogy
Image oriented - interactive - immediate - and intimate.
Defining objectives - identifying necessary data - selecting data collection methods - collecting data - analyzing and confirming data - and reporting on the data
Questions that check for understanding or test for consensus

25. Standard deviation
A measure of the variability of scores from the mean
Evaluation
An unknown or uncontrolled variable that produces an effect
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.

26. The elements of the 4-D cycle
Relevance - inquiry - freedom - connectedness - reception - empowerment - play
Create a vision - communicate the plan - connect the people - congratulate success
Hard data
Discovery - Dream - Design - and Destiny

27. Three basic management styles
Questions that check for understanding or test for consensus
Organization - process - and job/performer.
Dictatorship - anarchy - democracy
Behavior

28. Two types of job rotations
Cross-functional - cross-country/international
Focused on fundamental changes to thinking patterns and behaviors
Structure and processes - resources - information - knowledge and skills - motives - and wellness.
Request for proposal. A communication from an organization to potential vendors that defines the organizations needs and how to respond to those needs.

29. Level 4 evaluation
- measure - analyze - improve - control
Questions that stimulate discussion
Information - feedback
Behavior

30. The tool instructors can leverage from WBT to immediately determine a group's understanding of the material
Polling questions
Hypothetical
Pareto analysis
Disengagement - disidentification - disorientation - and disenchantment.

31. The type of results produced by quantative methods
Proxemics
L = P + Q + R. Learning - Programmed instruction - Questioning - Reflection
Accelerated Learning
Hard data

32. Describe noise - in communication theory
Something that disrupts the flow of information between source and receiver
Kurt Lewin's forcefield analysis
Speed - quantity - quality/accuracy - thoroughness - timeliness
problem - establish action plan - clarify values - identify alternatives - discover probable outcomes - eliminate alternatives systematically - start action

33. Compare/contrast chaos and complexity
Feedback
Convergers - divergers - assimilators - and accommodators
Groupthink
Chaos is simple systems generating complicated behavior. Complexity is complicated systems generating simple behavior.

34. Software that automates the administration of training
Learning Management System (LMS)
Two-aix matrixes - flowcharts - dichotomy - graphic models
Return-on-investment ( (Benefits - Costs) / Costs) * 100
Determine business impact - improve the design of the learning experience - determine the content's adequacy

35. The type of question - often starting with 'what if ...' - that is used to get learners to thinking freely
Skill variety - task identity - task significance - autonomy - feedback
Hypothetical
Maslow's hierarchy - McGregor's Theory X and Y of management
External and environmental influences

36. Steps in Pfeiffer and Jones' experiential learning cycle
problem - establish action plan - clarify values - identify alternatives - discover probable outcomes - eliminate alternatives systematically - start action
Experiencing - publishing - processing - generalizing - and applying
Computer-based training. Any learning event that uses computers as the primary distributions method.
Data that has been given context

37. Contrast mentoring to coaching
Pedagogy
Visual - Auditory - and Kinestethic
Mentoring is longer term - and mentors do not have responsibility for participants improvement.
Discovery - Dream - Design - and Destiny

38. The type of learning that E-Learning is outstanding for teaching because it has infinite patience
Rote skills
The most frequently occurring value
Structure and processes - resources - information - knowledge and skills - motives - and wellness.
Philosophy of coaching - definition of coaching - standards of ethical coaching conduct - pledge of coaching ethics

39. BE
Behavorism
Breakeven ( ( Program Costs / Investment ) / ( Benefits / Cash Inflow) )
Time and resource intensive - undue influence of vocal member(s) - difficult to facilitate with a single facilitator to encourage participation and take notes
Matching current - usually high-potential employees - with future roles within the company to systematic prepare them for a future role

40. 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
External and environmental influences
Objectivity - confidentiality
A variable the influences the dependent variable
Seels and Glasgow instructional systems design model

41. Malcolm Knowles' work tipped the instructional systems design scale. The two ends of that scale
Navigation
Identify business goals - clarify those goals - determine specificity and measurability of the goals.
Learner-centered - content-centered
Socratic questioning

42. List six external factors that may affect an organization
Monetary impact/ROI
Economic - social - political and legislative - workforce - technological - and competitive.
Identify organizational values - development mission - develop vision - develop value statements
Current organization climate - available resources

43. The purpose of workforce planning
Silence
To improve performance by systematically developing human expertise through organizational development and training
Failure to partner - failure to consider culture - failure to manage change - and failure to adapt to the client.
Cognitive

44. The process that measures if the practitioner measured what they intended to measure
A description or design specification for how information should be treated and organized.
Validity
Opportunity-centered
Create a vision - communicate the plan - connect the people - congratulate success

45. The learning theory that attempts to involve the left and right hemispheres of the brain to make learning more natural
The most frequently occurring value
Accelerated Learning
Establish short-term objectives - create an action plan to achieve short-term objectives - allocate resources to the objectives - motivate employees to reach the objectives
Brainstorming - case studies - and role plays

46. The four areas measured during a training needs assessment
Business needs - performance needs - learning needs - and learner needs
Awareness - modeling - targeted interventions - desensitization - training
Focused on fundamental shifts in how people view themselves - and intentional alterations of beliefs and values about the world and themselves
External and environmental influences

47. The philosophy of teaching focusing on the instructor rather than the participant - and is generally used to in reference to teaching children
Central tendency
Benjamin Bloom
Pedagogy
Relevance - inquiry - freedom - connectedness - reception - empowerment - play

48. The three major tasks of analyzing data
Measures of quantity or numbers
Brainstorming - case studies - and role plays
Ginzberg's theory
Sorting - tabulating - and comparing raw to summarized data

49. Single-loop learning
Performance audit
The multiple dependent variables in a study with multiple independent variables
Behavorism
Focused on learning and using new necessary skills through incremental change

50. CBT
Websites where users post questions - thoughts and observations - and can reply to other users postings of the same
Action plans - interviews - questionnaires - focus groups - performance contracts
Computer-based training. Any learning event that uses computers as the primary distributions method.
Andragogy - time pressures - goal orientation - previous knowledge and experience - relevent content - levels of motivation - and different learning styles