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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. The measure that is defined by mean - median - and mode
Two-aix matrixes - flowcharts - dichotomy - graphic models
Central tendency
Low frequency - high complexity - high consequence of error - high probability of change in the future
Engage learner's attention - present materials as input to brain - practice with ideas and skills - review to create new connections and applications

2. Community of practice
Theatre style
A group of people who share a common interest - and are willing to share the experiences of their common interest.
The selection of measurement points which can have a large impact on the research's ability to be generalized
Monetary impact/ROI

3. learning object
Simulations
Learner characteristics like age - educational background - cultural background - learner expectations - and learn motivation to attend
Feedback
Self-contained chunk of instructional material

4. Three drawbacks of classroom training
External and environmental influences
High cost - scheduling difficulties - and temporary (unless learners have opportunity to practice)
Central tendency
Experiencing - publishing - processing - generalizing - and applying

5. Mean
Interview - survey/questionnaire - observation - focus group - work diary/work log
Hypothetical
Indicate whether response was correct - explain an incorrect response or clarify a correct response - give instructions on how to proceed
The sum of the numbers divided by the total number of values

6. The characteristics of a complex system
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
Cognitivism
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.
Objectivity - confidentiality

7. Information Chunking
Questionnaires - follow-up interviews - observation checklists
The process that enables organizations to create short reference materials with relevant information by reducing information into codified - categorized - and reusable content.
High cost - scheduling difficulties - and temporary (unless learners have opportunity to practice)
A description or design specification for how information should be treated and organized.

8. The five stages of D. E. Super's developmental framework
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
Threat - problem - solution - habit
Growth - exploratory - establishment - maintenance - decline
An HTML tag identifying the context of the contents on a website or knowledge base.

9. Four characteristics of highly motivated clients
Theatre style
Cross-functional - cross-country/international
Eager to succeed - open to support - interested in different tactics/methods and trying those out - learning oriented
Reliability

10. The way a person prefers to learn new content
Presentation software
Learning style
Culture - vision - strategy - and structure
Productivity Environmental Preference Survey (PEPS) - Canfield Learning Style Inventory - and Learning Style Questionnaire

11. Types of Level 2 instruments
Economic - social - political and legislative - workforce - technological - and competitive.
To systematically plan an organization's future
Synchrononous occurs at a given time with a live instructor. Asynchronous is self-paced and available at any time.
Written tests - oral Q&A - performance tests - role plays

12. The five factors that affect human performance
Establish short-term objectives - create an action plan to achieve short-term objectives - allocate resources to the objectives - motivate employees to reach the objectives
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
Gain understanding or learning objectives - learn the materials - practice the delivery - prepare questions to stimulate learning.
Knowledge - skills - desire - environment - and opportunity

13. Discrete
A variable in whole number or distinct units (opposed to continuous)
Structures - patterns - events
Convergers - divergers - assimilators - and accommodators
The expected range of a measurement

14. The tasks involved in the development phase of strategic development
Something that disrupts the flow of information between source and receiver
Objectivity - confidentiality
Conduct a SWOT - establish strategic goals - develop strategies to achieve the strategic goals
Structure and processes - resources - information - knowledge and skills - motives - and wellness.

15. Three examples of active training techniques
Brainstorming - case studies - and role plays
Managerial/administrative - supervisory - functional
Awareness - modeling - targeted interventions - desensitization - training
Raw and non-contextual - and can exist in forms usable or not

16. The components of the VAK model
Learner self-concept - Learner prior experience - Readiness to learn - Orientation to learning - and Motivation to learn
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
Visual - Auditory - and Kinestethic
Cause Analysis

17. The third component of the ASTD HPI model
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
Cause Analysis
Problem - action learning group - emphasis on careful questioning and listening - resolution to take action - commitment to learning - group facilitator/learning coach
Passive - active - empathetic - listening for knowledge - listening for clarification

18. List David Kolk's four learning styles
Icebreakers do not have to relate to the session materials. Opening exercise introduces the session materials being taught.
Pilot tests - technical reviews - production reviews
Convergers - divergers - assimilators - and accommodators
Rich data - comparable data across interviews with proper construction of interview protocol - and adds depth to quantative methods

19. Triple-loop learning
Focused on fundamental shifts in how people view themselves - and intentional alterations of beliefs and values about the world and themselves
No area is overlooked - forces to be used are known - there is time to develop other strategies if the analysis reveals the need
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
Opener - bridge - main body - and close

20. 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.
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
Managerial/administrative - supervisory - functional
Indicate whether response was correct - explain an incorrect response or clarify a correct response - give instructions on how to proceed

21. Two types of personality inventory instruments
Rote skills
Solution Selection
Relevance - inquiry - freedom - connectedness - reception - empowerment - play
Myer-Briggs Type Indicator (MBTI) - DiSC personality profile

22. The method by which a trainer recognize signs of boredom - disinterest - or lack of understanding
Observe body language
An HTML tag identifying the context of the contents on a website or knowledge base.
Entertainment - interaction - control - usability - and customization
Multiple intelligences theory

23. Things a forcefield analysis ensures
Self-contained chunk of instructional material
No area is overlooked - forces to be used are known - there is time to develop other strategies if the analysis reveals the need
Asynchronous
Two-aix matrixes - flowcharts - dichotomy - graphic models

24. What is the primary reason for 360-degree feedback
Organization - process - and job/performer.
To aid in career planning
Proxemics
Experiencing - publishing - processing - generalizing - and applying

25. The other names for a cause-and-effect diagram
Ishikawa - fishbone
The outcome that depends on the independent variable and covariates
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.
Dictatorship - anarchy - democracy

26. The four quadrants in W.E. (Ned) Herrmann's learning brain model
Upper-left cerebral - lower-left limbic - upper-right cerebral - and lower-right limbic
The process that enables organizations to create short reference materials with relevant information by reducing information into codified - categorized - and reusable content.
To aid in career planning
Chat rooms are essentially synchronous (real-time) message boards.

27. Three tools for determining learner preferences
Opener - bridge - main body - and close
Likert scale
Productivity Environmental Preference Survey (PEPS) - Canfield Learning Style Inventory - and Learning Style Questionnaire
Something that disrupts the flow of information between source and receiver

28. The methods learning organizations use to create and foster productive learning
Visual - Auditory - and Kinestethic
Something that disrupts the flow of information between source and receiver
problem - establish action plan - clarify values - identify alternatives - discover probable outcomes - eliminate alternatives systematically - start action
Culture - vision - strategy - and structure

29. Level 4 evaluation
Cross-functional - cross-country/international
Behavior
Functional context
Scaling and integrity

30. The three levels that - when in harmony - work to optimal performance in the Rummler and Brache's model
Learner self-concept - Learner prior experience - Readiness to learn - Orientation to learning - and Motivation to learn
Pedagogy
Organization - process - and job/performer.
Reliability

31. The framework developed by Patricia Cross to describe some differences between adult and child learners
Return-on-investment ( (Benefits - Costs) / Costs) * 100
Interviews
Reality - feasibility - authority - and learning opportunities
Characteristics of adults as learners (CAL) conceptual framework

32. The seven basic self-governing behaviors
Feedback
Honesty - fairness - lawfulness - compassion - respect - loyalty - dependability
Business needs - performance needs - learning needs - and learner needs
Initiating - planning - executing - controlling - closing

33. Examples of internal factors that influence an organization
Interview - survey/questionnaire - observation - focus group - work diary/work log
Technical competence - people skills - conceptual skills - results - taste - judgment - character
Knowledge - skills - desire - environment - and opportunity
Technology - new products - shareholders - financial conditions - system challenges - process challenges - policies

34. LMS
Myer-Briggs Type Indicator (MBTI) - DiSC personality profile
Failure to partner - failure to consider culture - failure to manage change - and failure to adapt to the client.
Review of objective and key points - review participant benefits - call participants to action - ask participants if they have any questions.
Learning Management System. Software that automates administration - tracking - and reporting of learning events (ILT and online).

35. Three conditions that warrant multi-rater feedback
Weak manager judgments or experience levels - identified talent shortages - organization culture suports structured programs
Chat rooms are essentially synchronous (real-time) message boards.
Learning technologies
Current organization climate - available resources

36. Describe noise - in communication theory
Something that disrupts the flow of information between source and receiver
Speed - quantity - quality/accuracy - thoroughness - timeliness
Numbers or variables used to classify a system
Feedback

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
Benjamin Bloom
Experiencing - publishing - processing - generalizing - and applying
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
Experiential learning

38. When is training the appropriate solution to a performance problem
problem - establish action plan - clarify values - identify alternatives - discover probable outcomes - eliminate alternatives systematically - start action
When the cause of the problem is a lack of knowledge or skills
Formulation - Development - Implementation - Evaluation
Slides

39. Contrast mentoring to coaching
Design
Engage learner's attention - present materials as input to brain - practice with ideas and skills - review to create new connections and applications
Mentoring is longer term - and mentors do not have responsibility for participants improvement.
Dictatorship - anarchy - democracy

40. The first component of the ASTD HPI model
Determine business impact - improve the design of the learning experience - determine the content's adequacy
Business Analysis
Learning organizations - systems thinking
Knowledge that has been documented - includes books - manuals - training courses - job aids - software rules - databases - etc.

41. Double-loop learning
Visual - Auditory - and Kinestethic
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
Cognitive

42. The purposes of training evaluation

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43. Four basic components of a process
Solution Implementation
Inputs - outputs - process controls - and resources.
Honesty - fairness - lawfulness - compassion - respect - loyalty - dependability
Theatre style

44. Five job analysis methods
Benefit-to-cost ratio (Total Benefit / Total Program Cost)
Interview - survey/questionnaire - observation - focus group - work diary/work log
Technical competence - people skills - conceptual skills - results - taste - judgment - character
Learning Content Management System. Software that packages courses and learning materials for print - CD-ROM - and electronic publication.

45. The method used to identify all duties - responsibilities - and tasks that make up a single job function or role
Job analysis
Cognitive
Analytical - amiable - drivers - expressive
The minimum time schedule for completing all the tasks in a project with several overlapping or dependent tasks.

46. Three pitfalls of coaching
Information - feedback
Upper-left cerebral - lower-left limbic - upper-right cerebral - and lower-right limbic
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
Questionnaires - follow-up interviews - observation checklists

47. The model (a pyramid) from bottom to top is: physiology - safety - belongingness - esteem - and self-actualization

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48. Four variables that effect how members of a culture think and express themselves
Rapid instructional design (RID)
Social contexting - contexting - authority - and concept of time
An unknown or uncontrolled variable that produces an effect
Eager to succeed - open to support - interested in different tactics/methods and trying those out - learning oriented

49. Five stages of Tuckman's team-maturing model
Learning Management System. Software that automates administration - tracking - and reporting of learning events (ILT and online).
Monetary impact/ROI
Design
Form - storm - norm - perform - and adjourn.

50. The four characteristics of online communication
Results
Subject-matter expert
Image oriented - interactive - immediate - and intimate.
Balanced scorecard