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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. Four characteristics of effective openers

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2. Nominal data
Numbers or variables used to classify a system
Ishikawa - fishbone
A description or design specification for how information should be treated and organized.
Focused on learning and using new necessary skills through incremental change

3. The seven characteristics of good dialog
Preparation
Relevance - inquiry - freedom - connectedness - reception - empowerment - play
Engage learner's attention - present materials as input to brain - practice with ideas and skills - review to create new connections and applications
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

4. Types of Level 4 instruments
Performance records - direct observation - supervisor checklists
Ishikawa - fishbone
An effective - structured way that captures people's learning from an experience.
Evaluation

5. The learning theory that attempts to involve the left and right hemispheres of the brain to make learning more natural
Structure and processes - resources - information - knowledge and skills - motives - and wellness.
Defining objectives - identifying necessary data - selecting data collection methods - collecting data - analyzing and confirming data - and reporting on the data
No area is overlooked - forces to be used are known - there is time to develop other strategies if the analysis reveals the need
Accelerated Learning

6. Two guiding principles of displaying quantative data in charts and graphs
Bloom's Taxonomy
Scaling and integrity
When the cause of the problem is a lack of knowledge or skills
Documentation audit - information system survey - identification of external information sources

7. Predictive validity
Skill variety - task identity - task significance - autonomy - feedback
Enabling objectives
The extent to which an instrument predicts future results
Synchrononous occurs at a given time with a live instructor. Asynchronous is self-paced and available at any time.

8. Two types of job rotations
Reality - feasibility - authority - and learning opportunities
Opportunity-centered
Cross-functional - cross-country/international
Social contexting - contexting - authority - and concept of time

9. Two examples of performance support systems
Job aids - and EPSS
Control groups - management estimates - extant data - external studies
Disengagement - disidentification - disorientation - and disenchantment.
HPI uses a results-based - systematic approach - HPI focuses on accomplishments before behavior - Organizations are systems.

10. Contrast mentoring to coaching
The mid-point of the distribution - 50% of the values are above/below this value
The process that connects information - education - expertise - and practical application of people in an organization for the purposes of sharing and access.
Mentoring is longer term - and mentors do not have responsibility for participants improvement.
Proxemics

11. Extant
Conduct a SWOT - establish strategic goals - develop strategies to achieve the strategic goals
Data from archival records - existing records - report - and data
Learning style
Questionnaires - follow-up interviews - observation checklists

12. The four quadrants in W.E. (Ned) Herrmann's learning brain model
Focused on fundamental changes to thinking patterns and behaviors
Asynchronous
Electronic Performance Support System. Software that provides just-in-time help - guidance - coaching - or assistance to improve job performance.
Upper-left cerebral - lower-left limbic - upper-right cerebral - and lower-right limbic

13. Critical Path
Learning style
Benjamin Bloom
Rehersal
The minimum time schedule for completing all the tasks in a project with several overlapping or dependent tasks.

14. Process Map
A visual tools used to systematically describe actions/behaviors in a sequential flow - including all the steps and tasks for that process flow.
Focused on fundamental changes to thinking patterns and behaviors
Brainstorming - case studies - and role plays
Pedagogy

15. Describe a message board
Websites where users post questions - thoughts and observations - and can reply to other users postings of the same
Measures of quantity or numbers
Experiencing - publishing - processing - generalizing - and applying
Business Analysis

16. Dichotomous
Business Analysis
Raw and non-contextual - and can exist in forms usable or not
A variable that can have one of two possible values.
Opener - bridge - main body - and close

17. Describe noise - in communication theory
Focused on fundamental changes to thinking patterns and behaviors
The process that connects information - education - expertise - and practical application of people in an organization for the purposes of sharing and access.
Capture attention - help message to be remembered - establish rapport - build credibility - and build team unity.
Something that disrupts the flow of information between source and receiver

18. succession planning
Socratic questioning
A variable whose quantification can be broken down into very small units - often called analog (opposed to discrete)
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

19. Three conditions that warrant multi-rater feedback
Weak manager judgments or experience levels - identified talent shortages - organization culture suports structured programs
External coaching - internal coaching
Structure and processes - resources - information - knowledge and skills - motives - and wellness.
Characteristics of adults as learners (CAL) conceptual framework

20. RFP
Pareto analysis
Relevance - inquiry - freedom - connectedness - reception - empowerment - play
Request for proposal. A communication from an organization to potential vendors that defines the organizations needs and how to respond to those needs.
Disengagement - disidentification - disorientation - and disenchantment.

21. List David Kolk's four learning styles
Convergers - divergers - assimilators - and accommodators
Electronic performance support system (EPSS)
Meta-evaluation
Request for proposal. A communication from an organization to potential vendors that defines the organizations needs and how to respond to those needs.

22. The method used to identify all duties - responsibilities - and tasks that make up a single job function or role
Form - storm - norm - perform - and adjourn.
Focused on learning and using new necessary skills through incremental change
A variable in whole number or distinct units (opposed to continuous)
Job analysis

23. ROI
Developing employees - motivating employees - deploying employees - aligning people to process to increase performance
Return-on-investment ( (Benefits - Costs) / Costs) * 100
Rapid instructional design (RID)
Benjamin Bloom

24. Systems thinking
Job aids - and EPSS
Thinking about the whole organization - rather than individuals - and looking primarily at processes
DMAIC methodology - IPO model - flowcharting - evaluation models
The process that connects information - education - expertise - and practical application of people in an organization for the purposes of sharing and access.

25. The two management practices similar to complexity theory
Conduct a SWOT - establish strategic goals - develop strategies to achieve the strategic goals
Job aids - and EPSS
Separation of place - time - or both among learners - instructors - and learning resources; Interactions are conducted through one or mode media.
Learning organizations - systems thinking

26. Training that related to actual job circumstances
Opportunity-centered
Functional context
Create safe haven for learning - create a comfortable environment - encourage participation - facilitate more than lecture.
Websites where users post questions - thoughts and observations - and can reply to other users postings of the same

27. Four steps to prepare for training delivery
Solution Selection
Self-study guides - job aids - instructor-led materials - technology-delivered training deliverables - assessments
Gain understanding or learning objectives - learn the materials - practice the delivery - prepare questions to stimulate learning.
Return-on-investment ( (Benefits - Costs) / Costs) * 100

28. The philosophy of teaching focusing on the instructor rather than the participant - and is generally used to in reference to teaching children
Chat rooms are essentially synchronous (real-time) message boards.
The extent to which an instrument represents the program's content
Pedagogy
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

29. Four characteristics of tasks that are well-suited for job aids
Navigation
Questionnaires - follow-up interviews - observation checklists
Low frequency - high complexity - high consequence of error - high probability of change in the future
The outcome that depends on the independent variable and covariates

30. The six factors an instructional designer must consider before choosing techniques and training materials
Technical competence - people skills - conceptual skills - results - taste - judgment - character
Benjamin Bloom
Charts - graphs
Cost or budget - lesson content - learner background and expectations - time available - and facilities/equipment/materials

31. The collection of strategies for quickly producing instructional packages
Polling questions
Speed - quantity - quality/accuracy - thoroughness - timeliness
Audience - behavior - condition - and degree
Rapid instructional design (RID)

32. Level 2 evaluation
Driving forces - restraining forces - current state - desired state
Cause Analysis
Computer-based training. Any learning event that uses computers as the primary distributions method.
Learning

33. The three fundamental principles of HPI
HPI uses a results-based - systematic approach - HPI focuses on accomplishments before behavior - Organizations are systems.
Benjamin Bloom
To systematically plan an organization's future
Icebreakers do not have to relate to the session materials. Opening exercise introduces the session materials being taught.

34. The elements of the 4-D cycle
Discovery - Dream - Design - and Destiny
Objectivity - confidentiality
Competing - accommodating - avoiding - collaborating - and compromising.
Do not discriminate in any aspect of employment based on disabilities - with reasonable accommodations such as interpreters - reading aids - instructional material modifications - etc.

35. The seven attributes essential for leadership per Warren Bennis
Low frequency - high complexity - high consequence of error - high probability of change in the future
Technical competence - people skills - conceptual skills - results - taste - judgment - character
Suggestopedia
Communication - client motivation - self-management - technical skills

36. Skills / knowledge areas that SMEs may lack
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
A variable that can have one of two possible values.
Adult learning theories - instructional design techniques
Technology - new products - shareholders - financial conditions - system challenges - process challenges - policies

37. The process of giving advice or information from one person to another about the usefulness of an event - process or action
The multiple dependent variables in a study with multiple independent variables
Feedback
Pareto analysis
To aid in career planning

38. Two circumstances where e-learning is particularly useful
Pareto analysis
Constraints analysis
Self-contained chunk of instructional material
Rote skills - and prerequisite material

39. The methods learning organizations use to create and foster productive learning
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
Formative evaluation
Culture - vision - strategy - and structure
Technology - new products - shareholders - financial conditions - system challenges - process challenges - policies

40. Four tools and techniques related to six sigma
DMAIC methodology - IPO model - flowcharting - evaluation models
Self-contained chunk of instructional material
Analytical - amiable - drivers - expressive
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

41. The diagnostic model that identifies the performance problem cause - based on cause driving solution

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42. The phases of strategic development
Formulation - Development - Implementation - Evaluation
Initiating - planning - executing - controlling - closing
Slides
Establish scope - create plan - implement plan - monitor/evaluate/revise plan

43. The three tasks of business analysis
Culture - vision - strategy - and structure
Identify business goals - clarify those goals - determine specificity and measurability of the goals.
Form - storm - norm - perform - and adjourn.
Myer-Briggs Type Indicator (MBTI) - DiSC personality profile

44. Four cases when a trainer should not use a chart pack
Job aids - and EPSS
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
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.

45. The purposes of training evaluation

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46. Things feedback to a learner that answered a question should do
Initiating - planning - executing - controlling - closing
Experiential learning
Speed - quantity - quality/accuracy - thoroughness - timeliness
Indicate whether response was correct - explain an incorrect response or clarify a correct response - give instructions on how to proceed

47. 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
An effective - structured way that captures people's learning from an experience.
Subject-matter expert
Knowledge in one's personal memory - includes judgment - insights - experience - know-how - personal beliefs - and personal values.

48. Three learner preferences as defined by the VAK model
Structure
Hypothetical
Visual - Auditory - and Kinestethic
Conduct a SWOT - establish strategic goals - develop strategies to achieve the strategic goals

49. the meaning of significant - in a statistical context
Written tests - oral Q&A - performance tests - role plays
Polling questions
In statistics - it means probably true
Speed - quantity - quality/accuracy - thoroughness - timeliness

50. The ability of the same measurement to produce consistent results over time
Reliability
Change Management
Technical competence - people skills - conceptual skills - results - taste - judgment - character
The minimum time schedule for completing all the tasks in a project with several overlapping or dependent tasks.