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 types of coaching situations that primarily differ on the degree of confidentiality and sensitivity
Rote skills - and prerequisite material
Information - feedback
Charts - graphs
External coaching - internal coaching

2. A method used to evaluation organizational effectiveness beyond financial measures
Evaluation
Threat - problem - solution - habit
Cognitive
Balanced scorecard

3. Four benefits of web-based training
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
Cost-effectiveness - accessibility and application - learner access - and self-direction
A variable whose quantification can be broken down into very small units - often called analog (opposed to discrete)
Two-aix matrixes - flowcharts - dichotomy - graphic models

4. Cordinal data
Capture attention - reveal trainer's style - raise participant's comfort level - introduce the topic of the presentation.
Numbers or variables used to rank order a system
The mid-point of the distribution - 50% of the values are above/below this value
Cause Analysis

5. List six external factors that may affect an organization
To improve performance by systematically developing human expertise through organizational development and training
Economic - social - political and legislative - workforce - technological - and competitive.
Benefit-to-cost ratio (Total Benefit / Total Program Cost)
Growth - exploratory - establishment - maintenance - decline

6. The type of learning that E-Learning is outstanding for teaching because it has infinite patience
Rote skills
A collection of code containing instructions for a computer to perform a specific action
Breakeven ( ( Program Costs / Investment ) / ( Benefits / Cash Inflow) )
Visual - Auditory - and Kinestethic

7. Four characteristics of highly motivated clients
Solution Selection
Eager to succeed - open to support - interested in different tactics/methods and trying those out - learning oriented
To systematically plan an organization's future
Measures of quantity or numbers

8. The guidelines Carl Rogers describes as critical elements to remember in adult learning situations
Maslow's hierarchy - McGregor's Theory X and Y of management
Observe body language
To aid in career planning
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

9. Level 4 evaluation
Accelerated Learning
The outcome that depends on the independent variable and covariates
Sorting - tabulating - and comparing raw to summarized data
Behavior

10. Three learner preferences as defined by the VAK model
Visual - Auditory - and Kinestethic
Email - whiteboard - bulletin boards - chat rooms - online presentation tools - WIKIs - Blogs - forums - social sites
Likert scale
Defining objectives - identifying necessary data - selecting data collection methods - collecting data - analyzing and confirming data - and reporting on the data

11. The learning domain that focuses on the skills and knowledge relating to an activity such as changing a car's oil
Cognitive
A measure of the variability of scores from the mean
Philosophy of coaching - definition of coaching - standards of ethical coaching conduct - pledge of coaching ethics
Upper-left cerebral - lower-left limbic - upper-right cerebral - and lower-right limbic

12. The seven attributes essential for leadership per Warren Bennis
Balanced scorecard
Websites where users post questions - thoughts and observations - and can reply to other users postings of the same
Identify performance gaps - gains commitment to learning - constructs practice to close gaps - drives application and reflection to improve competence
Technical competence - people skills - conceptual skills - results - taste - judgment - character

13. The six steps in a training needs assessment
Breakeven ( ( Program Costs / Investment ) / ( Benefits / Cash Inflow) )
Split-half
Psychomotor skills
Defining objectives - identifying necessary data - selecting data collection methods - collecting data - analyzing and confirming data - and reporting on the data

14. The six factors an instructional designer must consider before choosing techniques and training materials
A description or design specification for how information should be treated and organized.
- measure - analyze - improve - control
An HTML tag identifying the context of the contents on a website or knowledge base.
Cost or budget - lesson content - learner background and expectations - time available - and facilities/equipment/materials

15. Four barriers to communication during training delivery
Learning Management System (LMS)
Interview - survey/questionnaire - observation - focus group - work diary/work log
Language - speech - environmental - and psychological
Behavorism

16. The five criteria to measure performance after coaching
Speed - quantity - quality/accuracy - thoroughness - timeliness
Information - feedback
Focused on fundamental changes to thinking patterns and behaviors
Navigation

17. The four most important skills for a coach
Kurt Lewin's forcefield analysis
Communication - client motivation - self-management - technical skills
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
Misplacing ownership - misaligning incentives - saving recognition - playing favorites - misspeaking praise

18. Three drawbacks of classroom training
Icebreakers do not have to relate to the session materials. Opening exercise introduces the session materials being taught.
Passive - active - empathetic - listening for knowledge - listening for clarification
High cost - scheduling difficulties - and temporary (unless learners have opportunity to practice)
Change is a process not an event. Change management is the process of directing change at each level of an organization.

19. What is the best thing to do first when a client wants a designer to develop a training to improve declining business process
Perform a front-end analysis
The sum of the numbers divided by the total number of values
Facilitation is used to involve participants - and to help them learn from one another.
Reality - feasibility - authority - and learning opportunities

20. The two criteria that learners must demonstrate before leaving performance-based training (PBT)
Accelerated Learning
Socratic questioning
Knowledge - skills
Do not discriminate in any aspect of employment based on disabilities - with reasonable accommodations such as interpreters - reading aids - instructional material modifications - etc.

21. 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
An HTML tag identifying the context of the contents on a website or knowledge base.
Experiential learning
Polling questions
Identify organizational values - development mission - develop vision - develop value statements

22. The three major tasks of analyzing data
Simulations
Sorting - tabulating - and comparing raw to summarized data
Numbers or variables used to classify a system
Speed - quantity - quality/accuracy - thoroughness - timeliness

23. What does context refer to in designing learning
Learner characteristics like age - educational background - cultural background - learner expectations - and learn motivation to attend
Knowledge in one's personal memory - includes judgment - insights - experience - know-how - personal beliefs - and personal values.
Evaluation
Self-contained chunk of instructional material

24. Four basic components of a process
Inputs - outputs - process controls - and resources.
Maslow's hierarchy
The process that enables organizations to create short reference materials with relevant information by reducing information into codified - categorized - and reusable content.
Measures looking at opinions - behaviors - and attributes

25. Level 3 evaluation
Upper-left cerebral - lower-left limbic - upper-right cerebral - and lower-right limbic
Results
Computer-based training. Any learning event that uses computers as the primary distributions method.
Job analysis

26. Three basic management styles
Rapid instructional design (RID)
Dictatorship - anarchy - democracy
Accelerated Learning
Indicate whether response was correct - explain an incorrect response or clarify a correct response - give instructions on how to proceed

27. Five job analysis methods
Terminal objectives
Speed - quantity - quality/accuracy - thoroughness - timeliness
Interview - survey/questionnaire - observation - focus group - work diary/work log
The process that connects information - education - expertise - and practical application of people in an organization for the purposes of sharing and access.

28. Three tools for determining learner preferences
Learning organizations - systems thinking
Productivity Environmental Preference Survey (PEPS) - Canfield Learning Style Inventory - and Learning Style Questionnaire
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.
The extent to which an instrument represents the program's content

29. The five stages of D. E. Super's developmental framework
Growth - exploratory - establishment - maintenance - decline
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
Phone - VoIP - online meetings - email - specialized software
When the cause of the problem is a lack of knowledge or skills

30. The HPI tool that can gather both qualitative and quantitative data
Learning Content Management System. Software that packages courses and learning materials for print - CD-ROM - and electronic publication.
Simulations
Create a vision - communicate the plan - connect the people - congratulate success
Surveys

31. Qualitative
Hypothetical
Gain understanding or learning objectives - learn the materials - practice the delivery - prepare questions to stimulate learning.
Measures looking at opinions - behaviors - and attributes
Cognitive

32. Triple-loop learning
Behavior
Language - speech - environmental - and psychological
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.
Focused on fundamental shifts in how people view themselves - and intentional alterations of beliefs and values about the world and themselves

33. Four elements of an effective oral presentation
Cognitivism
The selection of measurement points which can have a large impact on the research's ability to be generalized
Opener - bridge - main body - and close
Observe body language

34. Dependent
Social contexting - contexting - authority - and concept of time
Business Analysis
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
The outcome that depends on the independent variable and covariates

35. The seven basic self-governing behaviors
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
Time and resource intensive - undue influence of vocal member(s) - difficult to facilitate with a single facilitator to encourage participation and take notes
Honesty - fairness - lawfulness - compassion - respect - loyalty - dependability
Audience - behavior - condition - and degree

36. Four cases when a trainer should not use a chart pack
Objectivity - confidentiality
Convergers - divergers - assimilators - and accommodators
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.
Disengagement - disidentification - disorientation - and disenchantment.

37. Four stages of transition through M&As
Slides
Information - resources - incentives/consequences - knowledge and skills - capacity - and motivation.
Disengagement - disidentification - disorientation - and disenchantment.
Balanced scorecard

38. Types of formative evaluation
Review of objective and key points - review participant benefits - call participants to action - ask participants if they have any questions.
Written tests - oral Q&A - performance tests - role plays
Pilot tests - technical reviews - production reviews
Benefit-to-cost ratio (Total Benefit / Total Program Cost)

39. Closed questions
Constraints analysis
Questions that check for understanding or test for consensus
Organization - process - and job/performer.
- measure - analyze - improve - control

40. Types of synthesis models
Self-contained chunk of instructional material
Interview - survey/questionnaire - observation - focus group - work diary/work log
Two-aix matrixes - flowcharts - dichotomy - graphic models
Productivity Environmental Preference Survey (PEPS) - Canfield Learning Style Inventory - and Learning Style Questionnaire

41. The steps of a needs analysis
In statistics - it means probably true
The extent to which an instrument predicts future results
External/organizational scans - identify business needs - identify change initiatives - collect data - analyze data - report on the data - design the change initiative
External and environmental influences

42. The four dimensions of personality per the Myers-Briggs Type Indicator
The world is created in conversation
Determine business impact - improve the design of the learning experience - determine the content's adequacy
Dictatorship - anarchy - democracy
Extroversion/Introversion - Sensing/Intuition - Thinking/Feeling - Judgment/Perception

43. Median
Learner self-concept - Learner prior experience - Readiness to learn - Orientation to learning - and Motivation to learn
Dictatorship - anarchy - democracy
The mid-point of the distribution - 50% of the values are above/below this value
Kurt Lewin's forcefield analysis

44. LCMS
Learning Content Management System. Software that packages courses and learning materials for print - CD-ROM - and electronic publication.
Enabling objectives
Central tendency
Seels and Glasgow instructional systems design model

45. The two primary tools for the visual display of quantitative data
Discovery - Dream - Design - and Destiny
Feedback
Disengagement - disidentification - disorientation - and disenchantment.
Charts - graphs

46. Five stages of Tuckman's team-maturing model
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
Interviews
Maslow's hierarchy
Form - storm - norm - perform - and adjourn.

47. Types of Level 1 instruments
Cross-functional - cross-country/international
Solution Implementation
Questionnaires - follow-up interviews - observation checklists
Create safe haven for learning - create a comfortable environment - encourage participation - facilitate more than lecture.

48. Information
Data that has been given context
Data from archival records - existing records - report - and data
Questions that stimulate discussion
The multiple dependent variables in a study with multiple independent variables

49. Four ways to create a learning climate based on Knowles' work
Websites where users post questions - thoughts and observations - and can reply to other users postings of the same
Myer-Briggs Type Indicator (MBTI) - DiSC personality profile
Structure and processes - resources - information - knowledge and skills - motives - and wellness.
Create safe haven for learning - create a comfortable environment - encourage participation - facilitate more than lecture.

50. The HPI tool used to collect current performance - learner analysis - and business needs
Functional context
The extent to which an instrument represents the program's content
Interviews
Reliability