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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. Two influences of great effect on employee motivation
The most frequently occurring value
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
Form - storm - norm - perform - and adjourn.
Management - performance

2. Two types of job rotations
Terminal objectives
Benjamin Bloom
Theatre style
Cross-functional - cross-country/international

3. Skills / knowledge areas that SMEs may lack
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
Adult learning theories - instructional design techniques
Presentation software
Business Analysis

4. Content validity

5. The six founding principles of systems thinking
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.
Request for proposal. A communication from an organization to potential vendors that defines the organizations needs and how to respond to those needs.
Websites where users post questions - thoughts and observations - and can reply to other users postings of the same
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

6. Triple-loop learning
Focused on fundamental shifts in how people view themselves - and intentional alterations of beliefs and values about the world and themselves
To improve performance by systematically developing human expertise through organizational development and training
Form - storm - norm - perform - and adjourn.
Visual - Auditory - and Kinestethic

7. Examples of internal factors that influence an organization
Technology - new products - shareholders - financial conditions - system challenges - process challenges - policies
Indicate whether response was correct - explain an incorrect response or clarify a correct response - give instructions on how to proceed
Cost-effectiveness - accessibility and application - learner access - and self-direction
Form - storm - norm - perform - and adjourn.

8. Two types of personality inventory instruments
Myer-Briggs Type Indicator (MBTI) - DiSC personality profile
The mid-point of the distribution - 50% of the values are above/below this value
Icebreakers do not have to relate to the session materials. Opening exercise introduces the session materials being taught.
Philosophy of coaching - definition of coaching - standards of ethical coaching conduct - pledge of coaching ethics

9. Four characteristics of effective openers

10. The five criteria to measure performance after coaching
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.
Experiencing - publishing - processing - generalizing - and applying
Speed - quantity - quality/accuracy - thoroughness - timeliness
Brainstorming - case studies - and role plays

11. The final behavioral outcomes of a specific instructional event
Terminal objectives
Sequence
Weak manager judgments or experience levels - identified talent shortages - organization culture suports structured programs
To aid in career planning

12. What is the best thing to do first when a client wants a designer to develop a training to improve declining business process
Organization - process - and job/performer.
Economic - social - political and legislative - workforce - technological - and competitive.
Job analysis
Perform a front-end analysis

13. BCR
Indicate whether response was correct - explain an incorrect response or clarify a correct response - give instructions on how to proceed
Analytical - amiable - drivers - expressive
Determine business impact - improve the design of the learning experience - determine the content's adequacy
Benefit-to-cost ratio (Total Benefit / Total Program Cost)

14. The five characteristics of every job that influence employee motivation
Audience - behavior - condition - and degree
Polling questions
Skill variety - task identity - task significance - autonomy - feedback
Results

15. Dependent
Learning style
Business needs - performance needs - learning needs - and learner needs
The outcome that depends on the independent variable and covariates
Establish scope - create plan - implement plan - monitor/evaluate/revise plan

16. The instrument where participants rate two contrasting ideas or words by circling points on a line
Semantic differential
Job analysis
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
Learner self-concept - Learner prior experience - Readiness to learn - Orientation to learning - and Motivation to learn

17. The HPI tool that can gather both qualitative and quantitative data
Psychomotor skills
Surveys
Failure to partner - failure to consider culture - failure to manage change - and failure to adapt to the client.
Self-contained chunk of instructional material

18. The tasks involved in the implementation phase of strategic development
Control groups - management estimates - extant data - external studies
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
Opportunity-centered
Establish short-term objectives - create an action plan to achieve short-term objectives - allocate resources to the objectives - motivate employees to reach the objectives

19. LMS
Relevance - inquiry - freedom - connectedness - reception - empowerment - play
Electronic performance support system (EPSS)
Learning Management System. Software that automates administration - tracking - and reporting of learning events (ILT and online).
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

20. Sequencing and structure are closely related. What is the order in which skills and information are taught
Sequence
The sum of the numbers divided by the total number of values
Information that combined with understanding enables understanding
The selection of measurement points which can have a large impact on the research's ability to be generalized

21. Level 4 evaluation
Do not discriminate in any aspect of employment based on disabilities - with reasonable accommodations such as interpreters - reading aids - instructional material modifications - etc.
Questionnaires - follow-up interviews - observation checklists
High cost - scheduling difficulties - and temporary (unless learners have opportunity to practice)
Behavior

22. Level 2 evaluation
Harless' front-end analysis model
Learning
Pedagogy
Behavorism

23. Data
Knowledge that has been documented - includes books - manuals - training courses - job aids - software rules - databases - etc.
Raw and non-contextual - and can exist in forms usable or not
Facilitation is used to involve participants - and to help them learn from one another.
Computer-based training. Any learning event that uses computers as the primary distributions method.

24. Five approaches to facilitate inclusion
Information - resources - incentives/consequences - knowledge and skills - capacity - and motivation.
Information that combined with understanding enables understanding
Awareness - modeling - targeted interventions - desensitization - training
Objectivity - confidentiality

25. The three fundamental principles of HPI
Preparation
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
Sorting - tabulating - and comparing raw to summarized data
HPI uses a results-based - systematic approach - HPI focuses on accomplishments before behavior - Organizations are systems.

26. Levels of listening
Myer-Briggs Type Indicator (MBTI) - DiSC personality profile
Initiating - planning - executing - controlling - closing
The sum of the numbers divided by the total number of values
Passive - active - empathetic - listening for knowledge - listening for clarification

27. Software that automates the administration of training
A measure of the variability of scores from the mean
Learning Management System (LMS)
Chaos is simple systems generating complicated behavior. Complexity is complicated systems generating simple behavior.
Identify organizational values - development mission - develop vision - develop value statements

28. The purpose of workforce planning
Discovery - Dream - Design - and Destiny
The sum of the numbers divided by the total number of values
Formative evaluation
To improve performance by systematically developing human expertise through organizational development and training

29. Four elements of an effective oral presentation
Solution Selection
- measure - analyze - improve - control
Slides
Opener - bridge - main body - and close

30. Four stages of transition through M&As
Disengagement - disidentification - disorientation - and disenchantment.
Opportunity-centered
Productivity Environmental Preference Survey (PEPS) - Canfield Learning Style Inventory - and Learning Style Questionnaire
Electronic Performance Support System. Software that provides just-in-time help - guidance - coaching - or assistance to improve job performance.

31. DMAIC
Learning Management System. Software that automates administration - tracking - and reporting of learning events (ILT and online).
The outcome that depends on the independent variable and covariates
In statistics - it means probably true
- measure - analyze - improve - control

32. The six factors an instructional designer must consider before choosing techniques and training materials
No area is overlooked - forces to be used are known - there is time to develop other strategies if the analysis reveals the need
Performance records - direct observation - supervisor checklists
Cost or budget - lesson content - learner background and expectations - time available - and facilities/equipment/materials
Information - resources - incentives/consequences - knowledge and skills - capacity - and motivation.

33. The four components of a learning objective
Personal space
The process that connects information - education - expertise - and practical application of people in an organization for the purposes of sharing and access.
Phone - VoIP - online meetings - email - specialized software
Audience - Behavior - Condition - and Degree

34. Four characteristics of highly motivated clients
Return-on-investment ( (Benefits - Costs) / Costs) * 100
Eager to succeed - open to support - interested in different tactics/methods and trying those out - learning oriented
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
When the cause of the problem is a lack of knowledge or skills

35. Four ways to create a learning climate based on Knowles' work
Create safe haven for learning - create a comfortable environment - encourage participation - facilitate more than lecture.
Simulations
Review strategies - measure performance - take correction action
Growth - exploratory - establishment - maintenance - decline

36. Change management
Pareto analysis
Change is a process not an event. Change management is the process of directing change at each level of an organization.
Electronic Performance Support System. Software that provides just-in-time help - guidance - coaching - or assistance to improve job performance.
Pedagogy

37. 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
Measures looking at opinions - behaviors - and attributes
Presentation software
Theatre style
Experiential learning

38. Three basic management styles
Capture attention - reveal trainer's style - raise participant's comfort level - introduce the topic of the presentation.
Scaling and integrity
Dictatorship - anarchy - democracy
Measures of quantity or numbers

39. 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
An effective - structured way that captures people's learning from an experience.
Suggestopedia
Performance Analysis
A variable the influences the dependent variable

40. CBT
Change is a process not an event. Change management is the process of directing change at each level of an organization.
When the cause of the problem is a lack of knowledge or skills
Self-contained chunk of instructional material
Computer-based training. Any learning event that uses computers as the primary distributions method.

41. What does proxemics refer to?
A group of people who share a common interest - and are willing to share the experiences of their common interest.
Personal space
Social contexting - contexting - authority - and concept of time
Analytical - amiable - drivers - expressive

42. The third component of the ASTD HPI model
Structures - patterns - events
The expected range of a measurement
Cause Analysis
Brainstorming - case studies - and role plays

43. The four areas measured during a training needs assessment
Structure and processes - resources - information - knowledge and skills - motives - and wellness.
Business needs - performance needs - learning needs - and learner needs
Reaction
Split-half

44. LCMS
Learning Content Management System. Software that packages courses and learning materials for print - CD-ROM - and electronic publication.
Behavior
Solution Selection
Central tendency

45. The methods learning organizations use to create and foster productive learning
Semantic differential
Culture - vision - strategy - and structure
Learning organizations - systems thinking
Information - feedback

46. Four basic components of a process
Job analysis
Structure and processes - resources - information - knowledge and skills - motives - and wellness.
Inputs - outputs - process controls - and resources.
Computer-based training. Any learning event that uses computers as the primary distributions method.

47. A method used to evaluation organizational effectiveness beyond financial measures
Measures of quantity or numbers
Balanced scorecard
Chat rooms are essentially synchronous (real-time) message boards.
Dictatorship - anarchy - democracy

48. The difference between an icebreaker and an opening exercise
Synchrononous occurs at a given time with a live instructor. Asynchronous is self-paced and available at any time.
Opener - bridge - main body - and close
Icebreakers do not have to relate to the session materials. Opening exercise introduces the session materials being taught.
Observe body language

49. Systems thinking
Bloom's taxonomy - six sigma - Kepner-Tregoe
Thinking about the whole organization - rather than individuals - and looking primarily at processes
Action plans - interviews - questionnaires - focus groups - performance contracts
Formative evaluation

50. The collection of strategies for quickly producing instructional packages
Dictatorship - anarchy - democracy
Rapid instructional design (RID)
Surveys
Learner-centered - content-centered