Test your basic knowledge |

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. Two examples of performance support systems
The multiple dependent variables in a study with multiple independent variables
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.
Rich data - comparable data across interviews with proper construction of interview protocol - and adds depth to quantative methods
Job aids - and EPSS

2. The five elements of learner engagement
Technical competence - people skills - conceptual skills - results - taste - judgment - character
Entertainment - interaction - control - usability - and customization
Upper-left cerebral - lower-left limbic - upper-right cerebral - and lower-right limbic
The world is created in conversation

3. The purposes of training evaluation

Warning: Invalid argument supplied for foreach() in /var/www/html/basicversity.com/show_quiz.php on line 183

4. List seven things that cannot be copyrighted
Visual - Auditory - and Kinestethic
Pedagogy
Cross-functional - cross-country/international
Ideas - processes - procedures - methods of operation - concepts - principles - and discoveries

5. What is the primary reason for 360-degree feedback
The outcome that depends on the independent variable and covariates
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.
To aid in career planning
Learning Content Management System. Software that packages courses and learning materials for print - CD-ROM - and electronic publication.

6. The two criteria that learners must demonstrate before leaving performance-based training (PBT)
Groupthink
Ideas - processes - procedures - methods of operation - concepts - principles - and discoveries
Measures looking at opinions - behaviors - and attributes
Knowledge - skills

7. The three parts of the problem-solving model
Diagnose the problem - generate alternative actions/behaviors - identify consequences for those actions/behaviors
Suggestopedia
Entertainment - interaction - control - usability - and customization
Matching current - usually high-potential employees - with future roles within the company to systematic prepare them for a future role

8. Training that related to actual job circumstances
Data that has been given context
Maslow's hierarchy
Functional context
A variable whose quantification can be broken down into very small units - often called analog (opposed to discrete)

9. The four quadrants in W.E. (Ned) Herrmann's learning brain model
Form - storm - norm - perform - and adjourn.
Knowledge in one's personal memory - includes judgment - insights - experience - know-how - personal beliefs - and personal values.
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.
Upper-left cerebral - lower-left limbic - upper-right cerebral - and lower-right limbic

10. Discrete
A variable in whole number or distinct units (opposed to continuous)
External coaching - internal coaching
In statistics - it means probably true
Sorting - tabulating - and comparing raw to summarized data

11. Five job analysis methods
A group of people who share a common interest - and are willing to share the experiences of their common interest.
Virtual Reality. Computer-based technology that gives the user a realistic - 3-D - interactive experience that engages as many senses as possible.
Experiential learning
Interview - survey/questionnaire - observation - focus group - work diary/work log

12. Extant
Data from archival records - existing records - report - and data
Technical competence - people skills - conceptual skills - results - taste - judgment - character
Visual - Auditory - and Kinestethic
Pareto analysis

13. Steps in Pfeiffer and Jones' experiential learning cycle
Experiencing - publishing - processing - generalizing - and applying
Job aids - and EPSS
Psychomotor skills
Surveys

14. The reliability test where one test is split into two shorter ones - by randomly assigning test items to one half or the other
Failure to partner - failure to consider culture - failure to manage change - and failure to adapt to the client.
Visual - Auditory - and Kinestethic
Split-half
Determine business impact - improve the design of the learning experience - determine the content's adequacy

15. The six factors an instructional designer must consider before choosing techniques and training materials
Accelerated Learning
A measure of the variability of scores from the mean
Cost or budget - lesson content - learner background and expectations - time available - and facilities/equipment/materials
Understandable - accurate - functional

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

Warning: Invalid argument supplied for foreach() in /var/www/html/basicversity.com/show_quiz.php on line 183

17. The seven characteristics of good dialog
Relevance - inquiry - freedom - connectedness - reception - empowerment - play
A variable in whole number or distinct units (opposed to continuous)
Focused on fundamental changes to thinking patterns and behaviors
Asynchronous

18. Information Architecture
Rote skills
A visual tools used to systematically describe actions/behaviors in a sequential flow - including all the steps and tasks for that process flow.
Learner self-concept - Learner prior experience - Readiness to learn - Orientation to learning - and Motivation to learn
A description or design specification for how information should be treated and organized.

19. Two types of job rotations
An HTML tag identifying the context of the contents on a website or knowledge base.
Conduct a SWOT - establish strategic goals - develop strategies to achieve the strategic goals
Rehersal
Cross-functional - cross-country/international

20. The process where each member of a group makes their opinions conform to the perceived group consensus
Job analysis
Groupthink
Organization - process - and job/performer.
The most frequently occurring value

21. Four barriers to communication during training delivery
Discovery - Dream - Design - and Destiny
Extroversion/Introversion - Sensing/Intuition - Thinking/Feeling - Judgment/Perception
Economic - social - political and legislative - workforce - technological - and competitive.
Language - speech - environmental - and psychological

22. The three levels that - when in harmony - work to optimal performance in the Rummler and Brache's model
Organization - process - and job/performer.
Myer-Briggs Type Indicator (MBTI) - DiSC personality profile
Cross-functional - cross-country/international
Determine business impact - improve the design of the learning experience - determine the content's adequacy

23. Five ways to use storytelling
Visual - Auditory - and Kinestethic
Capture attention - help message to be remembered - establish rapport - build credibility - and build team unity.
Two-aix matrixes - flowcharts - dichotomy - graphic models
Performance Analysis

24. The theory that describes how intelligences reflect how people prefer to process information
Validity
External coaching - internal coaching
Multiple intelligences theory
Create safe haven for learning - create a comfortable environment - encourage participation - facilitate more than lecture.

25. Change management
Initiating - planning - executing - controlling - closing
Change is a process not an event. Change management is the process of directing change at each level of an organization.
Entertainment - interaction - control - usability - and customization
Managerial/administrative - supervisory - functional

26. Four variables that effect how members of a culture think and express themselves
An unknown or uncontrolled variable that produces an effect
Something that disrupts the flow of information between source and receiver
Social contexting - contexting - authority - and concept of time
Synchrononous occurs at a given time with a live instructor. Asynchronous is self-paced and available at any time.

27. Nominal data
Cost or budget - lesson content - learner background and expectations - time available - and facilities/equipment/materials
Numbers or variables used to classify a system
Long-term process for performance improvement based on 1-on-1 interactions where mentee retains the responsibility for improvement
Structures - patterns - events

28. 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
Written tests - oral Q&A - performance tests - role plays
Philosophy of coaching - definition of coaching - standards of ethical coaching conduct - pledge of coaching ethics
The minimum time schedule for completing all the tasks in a project with several overlapping or dependent tasks.
Experiential learning

29. Three advantages of interviews as a data gathering technique
Rich data - comparable data across interviews with proper construction of interview protocol - and adds depth to quantative methods
Monetary impact/ROI
Problem - action learning group - emphasis on careful questioning and listening - resolution to take action - commitment to learning - group facilitator/learning coach
The multiple dependent variables in a study with multiple independent variables

30. The three fundamental principles of HPI
Change Management
Questions that stimulate discussion
HPI uses a results-based - systematic approach - HPI focuses on accomplishments before behavior - Organizations are systems.
A variable the influences the dependent variable

31. The first component of the ASTD HPI model
Self-contained chunk of instructional material
Business Analysis
Identify business goals - clarify those goals - determine specificity and measurability of the goals.
Likert scale

32. The fifth component of the ASTD HPI model
Solution Implementation
Create new hire training - develop behavior-based interview questions - write performance objectives - prepare employees for career progression
In statistics - it means probably true
Walk towards a participant as they speak

33. EPSS
Rote skills
Electronic Performance Support System. Software that provides just-in-time help - guidance - coaching - or assistance to improve job performance.
Structure
Ginzberg's theory

34. Four elements of an effective oral presentation
Sequence
Interviews
Opener - bridge - main body - and close
A variable in whole number or distinct units (opposed to continuous)

35. Two theories of motivation for coaching

Warning: Invalid argument supplied for foreach() in /var/www/html/basicversity.com/show_quiz.php on line 183

36. Community of practice
A group of people who share a common interest - and are willing to share the experiences of their common interest.
Preparation
Capture attention - reveal trainer's style - raise participant's comfort level - introduce the topic of the presentation.
Thinking about the whole organization - rather than individuals - and looking primarily at processes

37. Two types of coaching situations that primarily differ on the degree of confidentiality and sensitivity
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.
External coaching - internal coaching
Rich data - comparable data across interviews with proper construction of interview protocol - and adds depth to quantative methods
Cognitivism

38. The mode of training for which classroom training is most effective
Behavior
Psychomotor skills
Solution Selection
Culture - vision - strategy - and structure

39. Double-loop learning
Focused on fundamental changes to thinking patterns and behaviors
Review of objective and key points - review participant benefits - call participants to action - ask participants if they have any questions.
Synchrononous occurs at a given time with a live instructor. Asynchronous is self-paced and available at any time.
Gain understanding or learning objectives - learn the materials - practice the delivery - prepare questions to stimulate learning.

40. Knowledge management
Growth - exploratory - establishment - maintenance - decline
Robert Mager
Harless' front-end analysis model
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

41. List David Kolk's four learning styles
Business needs - performance needs - learning needs - and learner needs
A variable in whole number or distinct units (opposed to continuous)
Convergers - divergers - assimilators - and accommodators
DMAIC methodology - IPO model - flowcharting - evaluation models

42. What is the best thing to do first when a client wants a designer to develop a training to improve declining business process
Rote skills
Low frequency - high complexity - high consequence of error - high probability of change in the future
Perform a front-end analysis
Extroversion/Introversion - Sensing/Intuition - Thinking/Feeling - Judgment/Perception

43. The technique - developed by Georgi Lazanov - that uses the instructional application of stimulating the body and mind at peak efficiency to develop super-learning capabilities
Asynchronous
The process that connects information - education - expertise - and practical application of people in an organization for the purposes of sharing and access.
Suggestopedia
Howard Gardner

44. The facilitation tool that can create just enough tension to get people thinking
Focused on fundamental shifts in how people view themselves - and intentional alterations of beliefs and values about the world and themselves
Learning Content Management System. Software that packages courses and learning materials for print - CD-ROM - and electronic publication.
Pedagogy
Silence

45. The steps of a needs analysis
Something that disrupts the flow of information between source and receiver
Structures - patterns - events
External/organizational scans - identify business needs - identify change initiatives - collect data - analyze data - report on the data - design the change initiative
Constraints analysis

46. The seventh component of the ASTD HPI model
Change Management
Socratic questioning
Chat rooms are essentially synchronous (real-time) message boards.
Questionnaires - follow-up interviews - observation checklists

47. The seven attributes essential for leadership per Warren Bennis
Technical competence - people skills - conceptual skills - results - taste - judgment - character
Establish short-term objectives - create an action plan to achieve short-term objectives - allocate resources to the objectives - motivate employees to reach the objectives
A measure of the variability of scores from the mean
Personal space

48. The HPI tool that can gather both qualitative and quantitative data
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.
Surveys
Questionnaires - follow-up interviews - observation checklists
High cost - scheduling difficulties - and temporary (unless learners have opportunity to practice)

49. Describe a message board
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
Discovery - Dream - Design - and Destiny
Raw and non-contextual - and can exist in forms usable or not
Websites where users post questions - thoughts and observations - and can reply to other users postings of the same

50. Three drawbacks of classroom training
Proxemics
Knowledge - skills
High cost - scheduling difficulties - and temporary (unless learners have opportunity to practice)
Review strategies - measure performance - take correction action