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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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1. Knowledge management
Learner-centered - content-centered
Entertainment - interaction - control - usability - and customization
Economic - social - political and legislative - workforce - technological - and competitive.
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

2. Systems thinking
Proxemics
Thinking about the whole organization - rather than individuals - and looking primarily at processes
Scaling and integrity
Understandable - accurate - functional

3. List six categories of HPI solutions
The mid-point of the distribution - 50% of the values are above/below this value
Structure and processes - resources - information - knowledge and skills - motives - and wellness.
Navigation
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

4. The three levels that - when in harmony - work to optimal performance in the Rummler and Brache's model
Focused on fundamental shifts in how people view themselves - and intentional alterations of beliefs and values about the world and themselves
Organization - process - and job/performer.
Split-half
Information - resources - incentives/consequences - knowledge and skills - capacity - and motivation.

5. A method used to evaluation organizational effectiveness beyond financial measures
Opportunity-centered
Balanced scorecard
Eager to succeed - open to support - interested in different tactics/methods and trying those out - learning oriented
Problem - action learning group - emphasis on careful questioning and listening - resolution to take action - commitment to learning - group facilitator/learning coach

6. The factors that are defined during the performance gap analysis
Driving forces - restraining forces - current state - desired state
Virtual Reality. Computer-based technology that gives the user a realistic - 3-D - interactive experience that engages as many senses as possible.
The multiple dependent variables in a study with multiple independent variables
The sum of the numbers divided by the total number of values

7. Contrast synchronous to asynchronous e-learning
Learner-centered - content-centered
Synchrononous occurs at a given time with a live instructor. Asynchronous is self-paced and available at any time.
Low frequency - high complexity - high consequence of error - high probability of change in the future
Eager to succeed - open to support - interested in different tactics/methods and trying those out - learning oriented

8. Four stages of accelerated learning

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9. Four barriers to communication during training delivery
Language - speech - environmental - and psychological
Learning style
Feedback
Psychomotor skills

10. The second component of the ASTD HPI model
Performance 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
Chaos is simple systems generating complicated behavior. Complexity is complicated systems generating simple behavior.
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

11. Five approaches to facilitate inclusion
Awareness - modeling - targeted interventions - desensitization - training
Central tendency
Driving forces - restraining forces - current state - desired state
Raw and non-contextual - and can exist in forms usable or not

12. The six interactive and interdependent components of an action learning program
Business needs - performance needs - learning needs - and learner needs
Problem - action learning group - emphasis on careful questioning and listening - resolution to take action - commitment to learning - group facilitator/learning coach
A visual tools used to systematically describe actions/behaviors in a sequential flow - including all the steps and tasks for that process flow.
Skill variety - task identity - task significance - autonomy - feedback

13. Open questions
Cross-functional - cross-country/international
Skill variety - task identity - task significance - autonomy - feedback
Multiple intelligences theory
Questions that stimulate discussion

14. The five principles of andragogy
Learner self-concept - Learner prior experience - Readiness to learn - Orientation to learning - and Motivation to learn
Cost-effectiveness - accessibility and application - learner access - and self-direction
Phone - VoIP - online meetings - email - specialized software
Focused on learning and using new necessary skills through incremental change

15. The fourth component of the ASTD HPI model
Solution Selection
Cost or budget - lesson content - learner background and expectations - time available - and facilities/equipment/materials
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
Rote skills

16. Tacit knowledge

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17. The other names for a cause-and-effect diagram
Threat - problem - solution - habit
Ishikawa - fishbone
Preparation
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

18. The phases of strategic development
Formulation - Development - Implementation - Evaluation
No area is overlooked - forces to be used are known - there is time to develop other strategies if the analysis reveals the need
Computer-based training. Any learning event that uses computers as the primary distributions method.
Cognitive

19. The learning theory that attempts to involve the left and right hemispheres of the brain to make learning more natural
Validity
Accelerated Learning
Formative evaluation
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

20. Four things a coach does
Identify performance gaps - gains commitment to learning - constructs practice to close gaps - drives application and reflection to improve competence
A variable that can have one of two possible values.
Focused on learning and using new necessary skills through incremental change
Separation of place - time - or both among learners - instructors - and learning resources; Interactions are conducted through one or mode media.

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
Terminal objectives
Asynchronous
Technical competence - people skills - conceptual skills - results - taste - judgment - character
Cost-effectiveness - accessibility and application - learner access - and self-direction

22. Types of Level 2 instruments
Benjamin Bloom
Information - feedback
The most frequently occurring value
Written tests - oral Q&A - performance tests - role plays

23. The tasks involved in the implementation phase of strategic development
Change Management
Establish short-term objectives - create an action plan to achieve short-term objectives - allocate resources to the objectives - motivate employees to reach the objectives
Myer-Briggs Type Indicator (MBTI) - DiSC personality profile
Email - whiteboard - bulletin boards - chat rooms - online presentation tools - WIKIs - Blogs - forums - social sites

24. Steps of managing a change project
Split-half
Benefit-to-cost ratio (Total Benefit / Total Program Cost)
The selection of measurement points which can have a large impact on the research's ability to be generalized
Initiating - planning - executing - controlling - closing

25. The e-Learning techniques allows learners to personally assess what can be learned - the value of the content - and the difficulty of the content
Raw and non-contextual - and can exist in forms usable or not
Navigation
Action plans - interviews - questionnaires - focus groups - performance contracts
Change Management

26. The use of electronic technologies to deliver information and facilitate the development of skills
Simulations
To improve performance by systematically developing human expertise through organizational development and training
Likert scale
Learning technologies

27. Four basic components of a process
Inputs - outputs - process controls - and resources.
A visual tools used to systematically describe actions/behaviors in a sequential flow - including all the steps and tasks for that process flow.
Chaos is simple systems generating complicated behavior. Complexity is complicated systems generating simple behavior.
Cost or budget - lesson content - learner background and expectations - time available - and facilities/equipment/materials

28. The core belief of appreciative inquiry theory
Personal space
Virtual Reality. Computer-based technology that gives the user a realistic - 3-D - interactive experience that engages as many senses as possible.
Engage learner's attention - present materials as input to brain - practice with ideas and skills - review to create new connections and applications
The world is created in conversation

29. LCMS
Chat rooms are essentially synchronous (real-time) message boards.
Slides
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
Learning Content Management System. Software that packages courses and learning materials for print - CD-ROM - and electronic publication.

30. Three learner preferences as defined by the VAK model
Maslow's hierarchy
Visual - Auditory - and Kinestethic
Behavorism
Structure and processes - resources - information - knowledge and skills - motives - and wellness.

31. BCR
Groupthink
Benefit-to-cost ratio (Total Benefit / Total Program Cost)
Objectivity - confidentiality
Experiencing - publishing - processing - generalizing - and applying

32. The learning domain that focuses on the skills and knowledge relating to an activity such as changing a car's oil
Cognitive
Problem - action learning group - emphasis on careful questioning and listening - resolution to take action - commitment to learning - group facilitator/learning coach
An unknown or uncontrolled variable that produces an effect
Self-study guides - job aids - instructor-led materials - technology-delivered training deliverables - assessments

33. Data
Asynchronous
Raw and non-contextual - and can exist in forms usable or not
Characteristics of adults as learners (CAL) conceptual framework
Learning organizations - systems thinking

34. Five job analysis methods
Awareness - modeling - targeted interventions - desensitization - training
Interview - survey/questionnaire - observation - focus group - work diary/work log
Control groups - management estimates - extant data - external studies
Measures looking at opinions - behaviors - and attributes

35. The three foundations of action learning

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36. Two circumstances where e-learning is particularly useful
Threat - problem - solution - habit
Rote skills - and prerequisite material
Control groups - management estimates - extant data - external studies
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

37. 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
Learner self-concept - Learner prior experience - Readiness to learn - Orientation to learning - and Motivation to learn
Action plans - interviews - questionnaires - focus groups - performance contracts
Job aids - and EPSS

38. Two types of job rotations
Numbers or variables used to rank order a system
Job aids - and EPSS
Cross-functional - cross-country/international
Constraints analysis

39. The six founding principles of systems thinking
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
Separation of place - time - or both among learners - instructors - and learning resources; Interactions are conducted through one or mode media.
Thinking about the whole organization - rather than individuals - and looking primarily at processes
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

40. Process Map
Request for proposal. A communication from an organization to potential vendors that defines the organizations needs and how to respond to those needs.
A visual tools used to systematically describe actions/behaviors in a sequential flow - including all the steps and tasks for that process flow.
Formulation - Development - Implementation - Evaluation
Reality - feasibility - authority - and learning opportunities

41. Three process principles of strategic management development that are likely to remain constant across organizations
Managers are responsible for their own development - executives are responsible for the development of their subordinates - the organization is responsible for providing growth opportunities
Structure and processes - resources - information - knowledge and skills - motives - and wellness.
Electronic performance support system (EPSS)
A measure of the variability of scores from the mean

42. Five ways to use storytelling
Long-term process for performance improvement based on 1-on-1 interactions where mentee retains the responsibility for improvement
Walk towards a participant as they speak
Honesty - fairness - lawfulness - compassion - respect - loyalty - dependability
Capture attention - help message to be remembered - establish rapport - build credibility - and build team unity.

43. The three fundamental principles of HPI
Something that disrupts the flow of information between source and receiver
Learning
The process that connects information - education - expertise - and practical application of people in an organization for the purposes of sharing and access.
HPI uses a results-based - systematic approach - HPI focuses on accomplishments before behavior - Organizations are systems.

44. The philosophy of teaching focusing on the instructor rather than the participant - and is generally used to in reference to teaching children
Failure to partner - failure to consider culture - failure to manage change - and failure to adapt to the client.
Objectivity - confidentiality
Pedagogy
Functional context

45. Community of practice
Problem - action learning group - emphasis on careful questioning and listening - resolution to take action - commitment to learning - group facilitator/learning coach
Matching current - usually high-potential employees - with future roles within the company to systematic prepare them for a future role
Interviews
A group of people who share a common interest - and are willing to share the experiences of their common interest.

46. BE
Breakeven ( ( Program Costs / Investment ) / ( Benefits / Cash Inflow) )
Measures of quantity or numbers
Awareness - modeling - targeted interventions - desensitization - training
HPI uses a results-based - systematic approach - HPI focuses on accomplishments before behavior - Organizations are systems.

47. Three tools for determining learner preferences
Productivity Environmental Preference Survey (PEPS) - Canfield Learning Style Inventory - and Learning Style Questionnaire
Social contexting - contexting - authority - and concept of time
Action plans - interviews - questionnaires - focus groups - performance contracts
Managers are responsible for their own development - executives are responsible for the development of their subordinates - the organization is responsible for providing growth opportunities

48. The theory that describes how intelligences reflect how people prefer to process information
Multiple intelligences theory
Solution Implementation
Opener - bridge - main body - and close
Growth - exploratory - establishment - maintenance - decline

49. Five mistakes managers can make to negatively impact employee motivation
A collection of code containing instructions for a computer to perform a specific action
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
Misplacing ownership - misaligning incentives - saving recognition - playing favorites - misspeaking praise
Characteristics of adults as learners (CAL) conceptual framework

50. Information Architecture
A description or design specification for how information should be treated and organized.
The most frequently occurring value
The process that enables organizations to create short reference materials with relevant information by reducing information into codified - categorized - and reusable content.
Hard data

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