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Certified Professional In Learning And Performance Cplp

Instructions:

Answer 50 questions in 15 minutes.
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Match each statement with the correct term.
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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 diagnostic model that identifies the performance problem cause - based on cause driving solution

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2. The technique trainers should use when they want to use the revelation technique
Presentation software
Formative evaluation
Conduct a SWOT - establish strategic goals - develop strategies to achieve the strategic goals
High cost - scheduling difficulties - and temporary (unless learners have opportunity to practice)

3. Who is credited with the idea that learning objectives should contain a condition statement - a performance statement - and a criterion statement
Synchrononous occurs at a given time with a live instructor. Asynchronous is self-paced and available at any time.
Objectivity - confidentiality
Knowledge - skills - desire - environment - and opportunity
Robert Mager

4. Four activites to consider when closing a presentation
Rich data - comparable data across interviews with proper construction of interview protocol - and adds depth to quantative methods
Solution Implementation
Learner self-concept - Learner prior experience - Readiness to learn - Orientation to learning - and Motivation to learn
Review of objective and key points - review participant benefits - call participants to action - ask participants if they have any questions.

5. The first component of the ASTD HPI model
Language - speech - environmental - and psychological
Business Analysis
Knowledge - skills - desire - environment - and opportunity
Learning Management System (LMS)

6. Predictive validity
Central tendency
The extent to which an instrument predicts future results
Cost-effectiveness - accessibility and application - learner access - and self-direction
Learning Management System. Software that automates administration - tracking - and reporting of learning events (ILT and online).

7. Types of Level 2 instruments
No area is overlooked - forces to be used are known - there is time to develop other strategies if the analysis reveals the need
Learning Management System (LMS)
Written tests - oral Q&A - performance tests - role plays
Cost or budget - lesson content - learner background and expectations - time available - and facilities/equipment/materials

8. Four steps to prepare for training delivery
The mid-point of the distribution - 50% of the values are above/below this value
Navigation
Gain understanding or learning objectives - learn the materials - practice the delivery - prepare questions to stimulate learning.
Subject-matter expert

9. The three building blocks of knowledge management
Developing employees - motivating employees - deploying employees - aligning people to process to increase performance
No area is overlooked - forces to be used are known - there is time to develop other strategies if the analysis reveals the need
Data - Information - Knowledge
Silence

10. The steps in the outsourcing process
The world is created in conversation
Ginzberg's theory
Capture attention - help message to be remembered - establish rapport - build credibility - and build team unity.
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

11. The four areas measured during a training needs assessment
Business needs - performance needs - learning needs - and learner needs
HPI uses a results-based - systematic approach - HPI focuses on accomplishments before behavior - Organizations are systems.
Productivity Environmental Preference Survey (PEPS) - Canfield Learning Style Inventory - and Learning Style Questionnaire
Learning organizations - systems thinking

12. The two criteria that learners must demonstrate before leaving performance-based training (PBT)
Speed - quantity - quality/accuracy - thoroughness - timeliness
Objectivity - confidentiality
Knowledge - skills
Separation of place - time - or both among learners - instructors - and learning resources; Interactions are conducted through one or mode media.

13. The components of the VAK model
Benjamin Bloom
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
Visual - Auditory - and Kinestethic
Structure and processes - resources - information - knowledge and skills - motives - and wellness.

14. Level 4 evaluation
Solution Implementation
Slides
Behavior
Rehersal

15. The measure that is defined by mean - median - and mode
Rehersal
Websites where users post questions - thoughts and observations - and can reply to other users postings of the same
Central tendency
Philosophy of coaching - definition of coaching - standards of ethical coaching conduct - pledge of coaching ethics

16. The instrument where participants rate two contrasting ideas or words by circling points on a line
High cost - scheduling difficulties - and temporary (unless learners have opportunity to practice)
Reaction
Semantic differential
Reality - feasibility - authority - and learning opportunities

17. The analysis that serves as a reality check to identify a project's limiting factors
Constraints analysis
No area is overlooked - forces to be used are known - there is time to develop other strategies if the analysis reveals the need
Websites where users post questions - thoughts and observations - and can reply to other users postings of the same
Simulations

18. The process of giving advice or information from one person to another about the usefulness of an event - process or action
Learning organizations - systems thinking
Split-half
Feedback
The most frequently occurring value

19. Two circumstances where e-learning is particularly useful
Rote skills - and prerequisite material
Bloom's taxonomy - six sigma - Kepner-Tregoe
Disengagement - disidentification - disorientation - and disenchantment.
Data that has been given context

20. 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
Cognitive
Pedagogy
Productivity Environmental Preference Survey (PEPS) - Canfield Learning Style Inventory - and Learning Style Questionnaire

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
A visual tools used to systematically describe actions/behaviors in a sequential flow - including all the steps and tasks for that process flow.
Experiential learning
Characteristics of adults as learners (CAL) conceptual framework
A variable the influences the dependent variable

22. Five conflict responses
The world is created in conversation
Competing - accommodating - avoiding - collaborating - and compromising.
Rote skills
A group of people who share a common interest - and are willing to share the experiences of their common interest.

23. Four stages of transition through M&As
Disengagement - disidentification - disorientation - and disenchantment.
Thinking about the whole organization - rather than individuals - and looking primarily at processes
Capture attention - reveal trainer's style - raise participant's comfort level - introduce the topic of the presentation.
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.

24. Things a forcefield analysis ensures
No area is overlooked - forces to be used are known - there is time to develop other strategies if the analysis reveals the need
Rich data - comparable data across interviews with proper construction of interview protocol - and adds depth to quantative methods
Rote skills
Understandable - accurate - functional

25. The theory that matches individual needs to instructional experiences
Scaling and integrity
The sum of the numbers divided by the total number of values
Seels and Glasgow instructional systems design model
Opportunity-centered

26. The fifth component of the ASTD HPI model
Surveys
Passive - active - empathetic - listening for knowledge - listening for clarification
Engage learner's attention - present materials as input to brain - practice with ideas and skills - review to create new connections and applications
Solution Implementation

27. Confounding
An unknown or uncontrolled variable that produces an effect
Data - Information - Knowledge
Numbers or variables used to rank order a system
Asynchronous

28. When is training the appropriate solution to a performance problem
Slides
Time and resource intensive - undue influence of vocal member(s) - difficult to facilitate with a single facilitator to encourage participation and take notes
When the cause of the problem is a lack of knowledge or skills
Establish short-term objectives - create an action plan to achieve short-term objectives - allocate resources to the objectives - motivate employees to reach the objectives

29. List David Kolk's four learning styles
Honesty - fairness - lawfulness - compassion - respect - loyalty - dependability
Change is a process not an event. Change management is the process of directing change at each level of an organization.
Convergers - divergers - assimilators - and accommodators
Presentation software

30. Two types of personality inventory instruments
Review of objective and key points - review participant benefits - call participants to action - ask participants if they have any questions.
Myer-Briggs Type Indicator (MBTI) - DiSC personality profile
Pedagogy
Change Management

31. The purpose of workforce planning
Facilitation is used to involve participants - and to help them learn from one another.
To improve performance by systematically developing human expertise through organizational development and training
Thinking about the whole organization - rather than individuals - and looking primarily at processes
Conduct a SWOT - establish strategic goals - develop strategies to achieve the strategic goals

32. The requirements of the ADA
Capture attention - help message to be remembered - establish rapport - build credibility - and build team unity.
Structure and processes - resources - information - knowledge and skills - motives - and wellness.
Do not discriminate in any aspect of employment based on disabilities - with reasonable accommodations such as interpreters - reading aids - instructional material modifications - etc.
Upper-left cerebral - lower-left limbic - upper-right cerebral - and lower-right limbic

33. The sixth component of the ASTD HPI model
Chat rooms are essentially synchronous (real-time) message boards.
Evaluation
Job analysis
No area is overlooked - forces to be used are known - there is time to develop other strategies if the analysis reveals the need

34. The three fundamental principles of HPI
Myer-Briggs Type Indicator (MBTI) - DiSC personality profile
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
Capture attention - help message to be remembered - establish rapport - build credibility - and build team unity.
HPI uses a results-based - systematic approach - HPI focuses on accomplishments before behavior - Organizations are systems.

35. The facilitation tool that can create just enough tension to get people thinking
Silence
Experiential learning
Create new hire training - develop behavior-based interview questions - write performance objectives - prepare employees for career progression
Defining objectives - identifying necessary data - selecting data collection methods - collecting data - analyzing and confirming data - and reporting on the data

36. Three learner preferences as defined by the VAK model
An effective - structured way that captures people's learning from an experience.
Opportunity-centered
Visual - Auditory - and Kinestethic
Reaction

37. The seven characteristics of good dialog
Relevance - inquiry - freedom - connectedness - reception - empowerment - play
Action plans - interviews - questionnaires - focus groups - performance contracts
Chaos is simple systems generating complicated behavior. Complexity is complicated systems generating simple behavior.
Maslow's hierarchy - McGregor's Theory X and Y of management

38. The four components of a learning objective
Learning style
Discovery - Dream - Design - and Destiny
The extent to which an instrument predicts future results
Audience - Behavior - Condition - and Degree

39. Three criteria for formative evaluation
Language - speech - environmental - and psychological
Opener - bridge - main body - and close
Information - feedback
Understandable - accurate - functional

40. The five stages of D. E. Super's developmental framework
Chaos is simple systems generating complicated behavior. Complexity is complicated systems generating simple behavior.
Growth - exploratory - establishment - maintenance - decline
Split-half
Structure

41. Two types of job rotations
Cross-functional - cross-country/international
Entertainment - interaction - control - usability - and customization
Learning Management System. Software that automates administration - tracking - and reporting of learning events (ILT and online).
Create a vision - communicate the plan - connect the people - congratulate success

42. Process Map
Accelerated Learning
Capture attention - help message to be remembered - establish rapport - build credibility - and build team unity.
Growth - exploratory - establishment - maintenance - decline
A visual tools used to systematically describe actions/behaviors in a sequential flow - including all the steps and tasks for that process flow.

43. The purpose of strategic planning

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44. Factors that determine fair use
Cognitive
Identify organizational values - development mission - develop vision - develop value statements
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
Harless' front-end analysis model

45. The instructional design model is based on the assumptions that design happens in a context of project management that establishes roles - tasks - timelines - budgets - checkpoints - and supervisory procedures
Adult learning theories - instructional design techniques
Seels and Glasgow instructional systems design model
Interview - survey/questionnaire - observation - focus group - work diary/work log
Convergers - divergers - assimilators - and accommodators

46. The seven steps in Krumboltz's DECIDES model
problem - establish action plan - clarify values - identify alternatives - discover probable outcomes - eliminate alternatives systematically - start action
Personal space
Surveys
Focused on fundamental changes to thinking patterns and behaviors

47. The four most important skills for a coach
Communication - client motivation - self-management - technical skills
Cognitivism
Opener - bridge - main body - and close
Request for proposal. A communication from an organization to potential vendors that defines the organizations needs and how to respond to those needs.

48. The tool instructors can leverage from WBT to immediately determine a group's understanding of the material
Polling questions
Language - speech - environmental - and psychological
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
Discovery - Dream - Design - and Destiny

49. Types of formative evaluation
Functional context
Pilot tests - technical reviews - production reviews
Breakeven ( ( Program Costs / Investment ) / ( Benefits / Cash Inflow) )
Social contexting - contexting - authority - and concept of time

50. What does proxemics refer to?
Culture - vision - strategy - and structure
Competing - accommodating - avoiding - collaborating - and compromising.
Balanced scorecard
Personal space

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