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Certified Professional In Learning And Performance Cplp

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Answer 50 questions in 15 minutes.
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Match each statement with the correct term.
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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 four parts of the International Federation's (ICF) ethical standards
Establish scope - create plan - implement plan - monitor/evaluate/revise plan
Knowledge - skills - desire - environment - and opportunity
Structures - patterns - events
Philosophy of coaching - definition of coaching - standards of ethical coaching conduct - pledge of coaching ethics

2. The instrument where participants rate two contrasting ideas or words by circling points on a line
Semantic differential
Matching current - usually high-potential employees - with future roles within the company to systematic prepare them for a future role
Knowledge in one's personal memory - includes judgment - insights - experience - know-how - personal beliefs - and personal values.
Learner-centered - content-centered

3. Information Chunking
Interview - survey/questionnaire - observation - focus group - work diary/work log
The process that enables organizations to create short reference materials with relevant information by reducing information into codified - categorized - and reusable content.
Relevance - inquiry - freedom - connectedness - reception - empowerment - play
Bloom's Taxonomy

4. The processes performance management is primarily concerned with
The selection of measurement points which can have a large impact on the research's ability to be generalized
Visual - Auditory - and Kinestethic
Developing employees - motivating employees - deploying employees - aligning people to process to increase performance
The process that connects information - education - expertise - and practical application of people in an organization for the purposes of sharing and access.

5. The purpose of workforce planning
Lack of knowledge or skills - lack of physical resources - process problems - lack of information - lack of leadership - lack of information on consequences - lack of motivation - inadequate feedback - inadequate incentives - performer's lack of capa
Inputs - outputs - process controls - and resources.
To improve performance by systematically developing human expertise through organizational development and training
The process that enables organizations to create short reference materials with relevant information by reducing information into codified - categorized - and reusable content.

6. The questioning technique that seeks to develop critical thinking and creativity
Something that disrupts the flow of information between source and receiver
Socratic questioning
Cross-functional - cross-country/international
Job aids - and EPSS

7. Sequencing and structure are closely related. What is the order in which skills and information are taught
Rapid instructional design (RID)
Awareness - modeling - targeted interventions - desensitization - training
Sequence
Subject-matter expert

8. Knowledge
Information that combined with understanding enables understanding
Identify performance gaps - gains commitment to learning - constructs practice to close gaps - drives application and reflection to improve competence
Capture attention - reveal trainer's style - raise participant's comfort level - introduce the topic of the presentation.
Establish short-term objectives - create an action plan to achieve short-term objectives - allocate resources to the objectives - motivate employees to reach the objectives

9. Cordinal data
Functional context
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.
Numbers or variables used to rank order a system
Rapid instructional design (RID)

10. Four characteristics of effective openers

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11. Levels of listening
Job analysis
Passive - active - empathetic - listening for knowledge - listening for clarification
HPI uses a results-based - systematic approach - HPI focuses on accomplishments before behavior - Organizations are systems.
Weak manager judgments or experience levels - identified talent shortages - organization culture suports structured programs

12. Three process principles of strategic management development that are likely to remain constant across organizations
Enabling objectives
Socratic questioning
Kurt Lewin's forcefield analysis
Managers are responsible for their own development - executives are responsible for the development of their subordinates - the organization is responsible for providing growth opportunities

13. The six interactive and interdependent components of an action learning program
Establish scope - create plan - implement plan - monitor/evaluate/revise plan
Formative evaluation
Problem - action learning group - emphasis on careful questioning and listening - resolution to take action - commitment to learning - group facilitator/learning coach
Preparation

14. Closed questions
Dictatorship - anarchy - democracy
The outcome that depends on the independent variable and covariates
Business Analysis
Questions that check for understanding or test for consensus

15. The method by which a trainer recognize signs of boredom - disinterest - or lack of understanding
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
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
Change Management
Observe body language

16. Three criteria for formative evaluation
Dictatorship - anarchy - democracy
Review strategies - measure performance - take correction action
Understandable - accurate - functional
External coaching - internal coaching

17. LCMS
Interviews
Pareto analysis
Lack of knowledge or skills - lack of physical resources - process problems - lack of information - lack of leadership - lack of information on consequences - lack of motivation - inadequate feedback - inadequate incentives - performer's lack of capa
Learning Content Management System. Software that packages courses and learning materials for print - CD-ROM - and electronic publication.

18. the meaning of significant - in a statistical context
In statistics - it means probably true
Information - feedback
Relevance - inquiry - freedom - connectedness - reception - empowerment - play
Robert Mager

19. Critical Path
Visual - Auditory - and Kinestethic
The minimum time schedule for completing all the tasks in a project with several overlapping or dependent tasks.
Maslow's hierarchy
Technology - new products - shareholders - financial conditions - system challenges - process challenges - policies

20. What does proxemics refer to?
Establish short-term objectives - create an action plan to achieve short-term objectives - allocate resources to the objectives - motivate employees to reach the objectives
Driving forces - restraining forces - current state - desired state
Philosophy of coaching - definition of coaching - standards of ethical coaching conduct - pledge of coaching ethics
Personal space

21. The method where instruction is provided in a self-directed format that is available at all times - even with a facilitator is not online
Theatre style
Solution Implementation
Asynchronous
The selection of measurement points which can have a large impact on the research's ability to be generalized

22. Five job analysis methods
Interview - survey/questionnaire - observation - focus group - work diary/work log
Weak manager judgments or experience levels - identified talent shortages - organization culture suports structured programs
Passive - active - empathetic - listening for knowledge - listening for clarification
To systematically plan an organization's future

23. learning object
Cognitivism
Self-contained chunk of instructional material
Benjamin Bloom
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

24. The two mechanisms the chaos and complexity theory focus on
Ginzberg's theory
To aid in career planning
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
Information - feedback

25. The seven attributes essential for leadership per Warren Bennis
Technical competence - people skills - conceptual skills - results - taste - judgment - character
Formulation - Development - Implementation - Evaluation
Control groups - management estimates - extant data - external studies
Silence

26. When is training the appropriate solution to a performance problem
Accelerated Learning
When the cause of the problem is a lack of knowledge or skills
Synchrononous occurs at a given time with a live instructor. Asynchronous is self-paced and available at any time.
Review of objective and key points - review participant benefits - call participants to action - ask participants if they have any questions.

27. Four cases when a trainer should not use a chart pack
Learning
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.
Determine business impact - improve the design of the learning experience - determine the content's adequacy
Control groups - management estimates - extant data - external studies

28. Examples of courseware
Cause Analysis
Sequence
Self-study guides - job aids - instructor-led materials - technology-delivered training deliverables - assessments
Split-half

29. Who is credited with the idea that learning objectives should contain a condition statement - a performance statement - and a criterion statement
Determine business impact - improve the design of the learning experience - determine the content's adequacy
Numbers or variables used to classify a system
Robert Mager
Mentoring is longer term - and mentors do not have responsibility for participants improvement.

30. The type of question - often starting with 'what if ...' - that is used to get learners to thinking freely
Hypothetical
Pareto analysis
Howard Gardner
Presentation software

31. An evaluation of an evaluation
Meta-evaluation
The outcome that depends on the independent variable and covariates
Weak manager judgments or experience levels - identified talent shortages - organization culture suports structured programs
Measures of quantity or numbers

32. Four elements of an effective oral presentation
Self-study guides - job aids - instructor-led materials - technology-delivered training deliverables - assessments
Opener - bridge - main body - and close
Image oriented - interactive - immediate - and intimate.
External coaching - internal coaching

33. The HPI tool that can gather both qualitative and quantitative data
Surveys
Problem - action learning group - emphasis on careful questioning and listening - resolution to take action - commitment to learning - group facilitator/learning coach
Conduct a SWOT - establish strategic goals - develop strategies to achieve the strategic goals
Measures of quantity or numbers

34. 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
Rote skills
Culture - vision - strategy - and structure
Breakeven ( ( Program Costs / Investment ) / ( Benefits / Cash Inflow) )

35. Three drawbacks of classroom training
Adult learning theories - instructional design techniques
HPI uses a results-based - systematic approach - HPI focuses on accomplishments before behavior - Organizations are systems.
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
High cost - scheduling difficulties - and temporary (unless learners have opportunity to practice)

36. Two examples of performance support systems
Job aids - and EPSS
Terminal objectives
External and environmental influences
Job analysis

37. Open questions
Return-on-investment ( (Benefits - Costs) / Costs) * 100
Questions that stimulate discussion
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
Measures looking at opinions - behaviors - and attributes

38. The collection of strategies for quickly producing instructional packages
Action plans - interviews - questionnaires - focus groups - performance contracts
Rapid instructional design (RID)
Managerial/administrative - supervisory - functional
Identify business goals - clarify those goals - determine specificity and measurability of the goals.

39. Three pitfalls of coaching
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
Establish scope - create plan - implement plan - monitor/evaluate/revise plan
Terminal objectives
Bloom's Taxonomy

40. Dependent
Maslow's hierarchy - McGregor's Theory X and Y of management
Form - storm - norm - perform - and adjourn.
The outcome that depends on the independent variable and covariates
Charts - graphs

41. The framework developed by Patricia Cross to describe some differences between adult and child learners
Self-contained chunk of instructional material
Socratic questioning
Speed - quantity - quality/accuracy - thoroughness - timeliness
Characteristics of adults as learners (CAL) conceptual framework

42. Standard deviation
Benjamin Bloom
A measure of the variability of scores from the mean
Measures looking at opinions - behaviors - and attributes
Hypothetical

43. The analysis that identifies forces that maintain the status quo - and the approaches to allow change

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44. The fourth component of the ASTD HPI model
Solution Selection
Review strategies - measure performance - take correction action
Bloom's Taxonomy
A variable whose quantification can be broken down into very small units - often called analog (opposed to discrete)

45. Factors that determine fair use
Knowledge that has been documented - includes books - manuals - training courses - job aids - software rules - databases - etc.
Establish short-term objectives - create an action plan to achieve short-term objectives - allocate resources to the objectives - motivate employees to reach the objectives
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
Identify performance gaps - gains commitment to learning - constructs practice to close gaps - drives application and reflection to improve competence

46. Mode
Developing employees - motivating employees - deploying employees - aligning people to process to increase performance
Electronic Performance Support System. Software that provides just-in-time help - guidance - coaching - or assistance to improve job performance.
The most frequently occurring value
Behavorism

47. The use of electronic technologies to deliver information and facilitate the development of skills
L = P + Q + R. Learning - Programmed instruction - Questioning - Reflection
Learning technologies
The extent to which an instrument predicts future results
Matching current - usually high-potential employees - with future roles within the company to systematic prepare them for a future role

48. Tacit knowledge

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49. Double-loop learning
Synchrononous occurs at a given time with a live instructor. Asynchronous is self-paced and available at any time.
Communication - client motivation - self-management - technical skills
problem - establish action plan - clarify values - identify alternatives - discover probable outcomes - eliminate alternatives systematically - start action
Focused on fundamental changes to thinking patterns and behaviors

50. List David Kolk's four learning styles
Bloom's Taxonomy
Convergers - divergers - assimilators - and accommodators
Managers are responsible for their own development - executives are responsible for the development of their subordinates - the organization is responsible for providing growth opportunities
Opener - bridge - main body - and close

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