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. the meaning of significant - in a statistical context
When the cause of the problem is a lack of knowledge or skills
Validity
Documentation audit - information system survey - identification of external information sources
In statistics - it means probably true

2. 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
Identify business goals - clarify those goals - determine specificity and measurability of the goals.
Suggestopedia
Separation of place - time - or both among learners - instructors - and learning resources; Interactions are conducted through one or mode media.
Questions that stimulate discussion

3. Factors that determine fair use
A variable the influences the dependent variable
Two-aix matrixes - flowcharts - dichotomy - graphic models
Preparation
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

4. List seven principles of adult learning
Maslow's hierarchy
A description or design specification for how information should be treated and organized.
Developing employees - motivating employees - deploying employees - aligning people to process to increase performance
Andragogy - time pressures - goal orientation - previous knowledge and experience - relevent content - levels of motivation - and different learning styles

5. The first component of the ASTD HPI model
Philosophy of coaching - definition of coaching - standards of ethical coaching conduct - pledge of coaching ethics
Behavorism
Business Analysis
Growth - exploratory - establishment - maintenance - decline

6. The tasks involved in the development phase of strategic development
Brainstorming - case studies - and role plays
Conduct a SWOT - establish strategic goals - develop strategies to achieve the strategic goals
Behavior
Structure

7. Three conditions that warrant multi-rater feedback
Phone - VoIP - online meetings - email - specialized software
Thinking about the whole organization - rather than individuals - and looking primarily at processes
Control groups - management estimates - extant data - external studies
Weak manager judgments or experience levels - identified talent shortages - organization culture suports structured programs

8. DMAIC
Thinking about the whole organization - rather than individuals - and looking primarily at processes
Bloom's Taxonomy
- measure - analyze - improve - control
An effective - structured way that captures people's learning from an experience.

9. Compare/contrast chaos and complexity
Business Analysis
Constraints analysis
Chaos is simple systems generating complicated behavior. Complexity is complicated systems generating simple behavior.
Developing employees - motivating employees - deploying employees - aligning people to process to increase performance

10. Three learner preferences as defined by the VAK model
Visual - Auditory - and Kinestethic
Knowledge that has been documented - includes books - manuals - training courses - job aids - software rules - databases - etc.
A collection of code containing instructions for a computer to perform a specific action
Current organization climate - available resources

11. List six categories of HPI solutions
Determine business impact - improve the design of the learning experience - determine the content's adequacy
Establish scope - create plan - implement plan - monitor/evaluate/revise plan
Structure and processes - resources - information - knowledge and skills - motives - and wellness.
Skill variety - task identity - task significance - autonomy - feedback

12. 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
External/organizational scans - identify business needs - identify change initiatives - collect data - analyze data - report on the data - design the change initiative
Evaluation
Experiential learning
Create new hire training - develop behavior-based interview questions - write performance objectives - prepare employees for career progression

13. The tasks involved in the implementation phase of strategic development
Evaluation
Establish scope - create plan - implement plan - monitor/evaluate/revise plan
Establish short-term objectives - create an action plan to achieve short-term objectives - allocate resources to the objectives - motivate employees to reach the objectives
The selection of measurement points which can have a large impact on the research's ability to be generalized

14. The criteria for determining if a project is appropriate for action learning
Structure
Reality - feasibility - authority - and learning opportunities
No area is overlooked - forces to be used are known - there is time to develop other strategies if the analysis reveals the need
Presentation software

15. When is training the appropriate solution to a performance problem
Structure and processes - resources - information - knowledge and skills - motives - and wellness.
Developing employees - motivating employees - deploying employees - aligning people to process to increase performance
Do not discriminate in any aspect of employment based on disabilities - with reasonable accommodations such as interpreters - reading aids - instructional material modifications - etc.
When the cause of the problem is a lack of knowledge or skills

16. Two guiding principles of displaying quantative data in charts and graphs
- measure - analyze - improve - control
Sorting - tabulating - and comparing raw to summarized data
Scaling and integrity
Psychomotor skills

17. Five approaches to facilitate inclusion
Something that disrupts the flow of information between source and receiver
Rich data - comparable data across interviews with proper construction of interview protocol - and adds depth to quantative methods
Awareness - modeling - targeted interventions - desensitization - training
The mid-point of the distribution - 50% of the values are above/below this value

18. The instrument where participants rate two contrasting ideas or words by circling points on a line
Structure and processes - resources - information - knowledge and skills - motives - and wellness.
Semantic differential
Learning Content Management System. Software that packages courses and learning materials for print - CD-ROM - and electronic publication.
Data - Information - Knowledge

19. The theory that matches individual needs to instructional experiences
Hard data
The mid-point of the distribution - 50% of the values are above/below this value
Opportunity-centered
Maslow's hierarchy

20. Sequencing and structure are closely related. What is the order in which skills and information are taught
The selection of measurement points which can have a large impact on the research's ability to be generalized
Problem - action learning group - emphasis on careful questioning and listening - resolution to take action - commitment to learning - group facilitator/learning coach
Slides
Sequence

21. learning object
The process that enables organizations to create short reference materials with relevant information by reducing information into codified - categorized - and reusable content.
An unknown or uncontrolled variable that produces an effect
Self-contained chunk of instructional material
Learner characteristics like age - educational background - cultural background - learner expectations - and learn motivation to attend

22. The process of giving advice or information from one person to another about the usefulness of an event - process or action
The selection of measurement points which can have a large impact on the research's ability to be generalized
Psychomotor skills
Cost or budget - lesson content - learner background and expectations - time available - and facilities/equipment/materials
Feedback

23. The guidelines Carl Rogers describes as critical elements to remember in adult learning situations
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
Perform a front-end analysis
Separation of place - time - or both among learners - instructors - and learning resources; Interactions are conducted through one or mode media.
Feedback

24. Three criteria for formative evaluation
Interview - survey/questionnaire - observation - focus group - work diary/work log
Establish short-term objectives - create an action plan to achieve short-term objectives - allocate resources to the objectives - motivate employees to reach the objectives
Cause Analysis
Understandable - accurate - functional

25. The five stages of D. E. Super's developmental framework
Growth - exploratory - establishment - maintenance - decline
Learner self-concept - Learner prior experience - Readiness to learn - Orientation to learning - and Motivation to learn
Formative evaluation
Asynchronous

26. Qualitative
Threat - problem - solution - habit
Measures looking at opinions - behaviors - and attributes
Long-term process for performance improvement based on 1-on-1 interactions where mentee retains the responsibility for improvement
Multiple intelligences theory

27. The three foundations of action learning

28. The technique trainers should use when a presentation is formal and should present a professional image
Misplacing ownership - misaligning incentives - saving recognition - playing favorites - misspeaking praise
Benefit-to-cost ratio (Total Benefit / Total Program Cost)
Rapid instructional design (RID)
Slides

29. Critical Path
Experiencing - publishing - processing - generalizing - and applying
Rote skills
The minimum time schedule for completing all the tasks in a project with several overlapping or dependent tasks.
External coaching - internal coaching

30. Four barriers to communication during training delivery
Capture attention - help message to be remembered - establish rapport - build credibility - and build team unity.
Language - speech - environmental - and psychological
Seels and Glasgow instructional systems design model
Terminal objectives

31. Three pitfalls of coaching
Gain understanding or learning objectives - learn the materials - practice the delivery - prepare questions to stimulate learning.
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
Change is a process not an event. Change management is the process of directing change at each level of an organization.
Meta-evaluation

32. Two influences of great effect on employee motivation
Skill variety - task identity - task significance - autonomy - feedback
Proxemics
Management - performance
Rote skills

33. CBT
Computer-based training. Any learning event that uses computers as the primary distributions method.
Sequence
Cognitivism
Icebreakers do not have to relate to the session materials. Opening exercise introduces the session materials being taught.

34. The HPI tool that uses the 80/20 rule
Benefit-to-cost ratio (Total Benefit / Total Program Cost)
Pareto analysis
Self-contained chunk of instructional material
Initiating - planning - executing - controlling - closing

35. The learning domain that focuses on the skills and knowledge relating to an activity such as changing a car's oil
Multiple intelligences theory
Brainstorming - case studies - and role plays
Cognitive
Objectivity - confidentiality

36. The type of question - often starting with 'what if ...' - that is used to get learners to thinking freely
Hypothetical
Pilot tests - technical reviews - production reviews
Review strategies - measure performance - take correction action
Benefit-to-cost ratio (Total Benefit / Total Program Cost)

37. The fourth component of the ASTD HPI model
Create new hire training - develop behavior-based interview questions - write performance objectives - prepare employees for career progression
Solution Selection
A description or design specification for how information should be treated and organized.
Something that disrupts the flow of information between source and receiver

38. Examples of internal factors that influence an organization
Charts - graphs
Conduct a SWOT - establish strategic goals - develop strategies to achieve the strategic goals
Technology - new products - shareholders - financial conditions - system challenges - process challenges - policies
When the cause of the problem is a lack of knowledge or skills

39. The six interactive and interdependent components of an action learning program
Problem - action learning group - emphasis on careful questioning and listening - resolution to take action - commitment to learning - group facilitator/learning coach
Numbers or variables used to rank order a system
Subject-matter expert
Formulation - Development - Implementation - Evaluation

40. The mode of training for which classroom training is most effective
Slides
No area is overlooked - forces to be used are known - there is time to develop other strategies if the analysis reveals the need
Psychomotor skills
Business needs - performance needs - learning needs - and learner needs

41. The seven steps in Krumboltz's DECIDES model
Language - speech - environmental - and psychological
Cross-functional - cross-country/international
problem - establish action plan - clarify values - identify alternatives - discover probable outcomes - eliminate alternatives systematically - start action
Questionnaires - follow-up interviews - observation checklists

42. The four characteristics of online communication
Simulations
Image oriented - interactive - immediate - and intimate.
Identify business goals - clarify those goals - determine specificity and measurability of the goals.
Phone - VoIP - online meetings - email - specialized software

43. Five job analysis methods
Interview - survey/questionnaire - observation - focus group - work diary/work log
Functional context
Image oriented - interactive - immediate - and intimate.
Change is a process not an event. Change management is the process of directing change at each level of an organization.

44. Three process principles of strategic management development that are likely to remain constant across organizations
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
Cost-effectiveness - accessibility and application - learner access - and self-direction
Socratic questioning
Managers are responsible for their own development - executives are responsible for the development of their subordinates - the organization is responsible for providing growth opportunities

45. The final behavioral outcomes of a specific instructional event
Business Analysis
Extroversion/Introversion - Sensing/Intuition - Thinking/Feeling - Judgment/Perception
Organization - process - and job/performer.
Terminal objectives

46. Confounding
Presentation software
Thinking about the whole organization - rather than individuals - and looking primarily at processes
An unknown or uncontrolled variable that produces an effect
Email - whiteboard - bulletin boards - chat rooms - online presentation tools - WIKIs - Blogs - forums - social sites

47. The type of learning that E-Learning is outstanding for teaching because it has infinite patience
The minimum time schedule for completing all the tasks in a project with several overlapping or dependent tasks.
Scaling and integrity
Rote skills
Behavior

48. Level 3 evaluation
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.
Results
Seels and Glasgow instructional systems design model

49. Three drawbacks of classroom training
Ishikawa - fishbone
Self-contained chunk of instructional material
Experiencing - publishing - processing - generalizing - and applying
High cost - scheduling difficulties - and temporary (unless learners have opportunity to practice)

50. Four stages of transition through M&As
Disengagement - disidentification - disorientation - and disenchantment.
Learner characteristics like age - educational background - cultural background - learner expectations - and learn motivation to attend
Performance Analysis
Competing - accommodating - avoiding - collaborating - and compromising.