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Test your basic knowledge |
Certified Professional In Learning And Performance Cplp
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Study First
Subject
:
certifications
Instructions:
Answer 50 questions in 15 minutes.
If you are not ready to take this test, you can
study here
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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. Four elements of an effective oral presentation
Formulation - Development - Implementation - Evaluation
Focused on learning and using new necessary skills through incremental change
Opener - bridge - main body - and close
Visual - Auditory - and Kinestethic
2. Three basic management styles
Learning style
Return-on-investment ( (Benefits - Costs) / Costs) * 100
Dictatorship - anarchy - democracy
Benjamin Bloom
3. Four ways to create a learning climate based on Knowles' work
Rote skills
Create safe haven for learning - create a comfortable environment - encourage participation - facilitate more than lecture.
Data that has been given context
Benjamin Bloom
4. Four characteristics of effective openers
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5. Two types of coaching situations that primarily differ on the degree of confidentiality and sensitivity
Performance records - direct observation - supervisor checklists
Preparation
External coaching - internal coaching
Numbers or variables used to classify a system
6. Describe a chat room
Weak manager judgments or experience levels - identified talent shortages - organization culture suports structured programs
Establish scope - create plan - implement plan - monitor/evaluate/revise plan
Reliability
Chat rooms are essentially synchronous (real-time) message boards.
7. The tasks involved in the implementation phase of strategic development
Chaos is simple systems generating complicated behavior. Complexity is complicated systems generating simple behavior.
Extroversion/Introversion - Sensing/Intuition - Thinking/Feeling - Judgment/Perception
Terminal objectives
Establish short-term objectives - create an action plan to achieve short-term objectives - allocate resources to the objectives - motivate employees to reach the objectives
8. Types of synthesis models
Audience - behavior - condition - and degree
Experiencing - publishing - processing - generalizing - and applying
Two-aix matrixes - flowcharts - dichotomy - graphic models
Create a vision - communicate the plan - connect the people - congratulate success
9. What is the best thing to do first when a client wants a designer to develop a training to improve declining business process
The process that enables organizations to create short reference materials with relevant information by reducing information into codified - categorized - and reusable content.
Performance audit
Structures - patterns - events
Perform a front-end analysis
10. DMAIC
When the cause of the problem is a lack of knowledge or skills
- measure - analyze - improve - control
Functional context
A measure of the variability of scores from the mean
11. Four common mistakes HPI professionals make in selecting - designing - and implementing interventions
Split-half
Self-study guides - job aids - instructor-led materials - technology-delivered training deliverables - assessments
problem - establish action plan - clarify values - identify alternatives - discover probable outcomes - eliminate alternatives systematically - start action
Failure to partner - failure to consider culture - failure to manage change - and failure to adapt to the client.
12. Three criteria for formative evaluation
Understandable - accurate - functional
Groupthink
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
Questions that check for understanding or test for consensus
13. CBT
Computer-based training. Any learning event that uses computers as the primary distributions method.
Scaling and integrity
External coaching - internal coaching
Managerial/administrative - supervisory - functional
14. The four quadrants in W.E. (Ned) Herrmann's learning brain model
Defining objectives - identifying necessary data - selecting data collection methods - collecting data - analyzing and confirming data - and reporting on the data
Upper-left cerebral - lower-left limbic - upper-right cerebral - and lower-right limbic
Conduct a SWOT - establish strategic goals - develop strategies to achieve the strategic goals
Terminal objectives
15. Five mistakes managers can make to negatively impact employee motivation
Reaction
Ishikawa - fishbone
Misplacing ownership - misaligning incentives - saving recognition - playing favorites - misspeaking praise
Learner characteristics like age - educational background - cultural background - learner expectations - and learn motivation to attend
16. Covariates
The multiple dependent variables in a study with multiple independent variables
Walk towards a participant as they speak
Philosophy of coaching - definition of coaching - standards of ethical coaching conduct - pledge of coaching ethics
Focused on fundamental changes to thinking patterns and behaviors
17. The seventh component of the ASTD HPI model
Change Management
Upper-left cerebral - lower-left limbic - upper-right cerebral - and lower-right limbic
problem - establish action plan - clarify values - identify alternatives - discover probable outcomes - eliminate alternatives systematically - start action
Information that combined with understanding enables understanding
18. The process of giving advice or information from one person to another about the usefulness of an event - process or action
Gain understanding or learning objectives - learn the materials - practice the delivery - prepare questions to stimulate learning.
Walk towards a participant as they speak
Ideas - processes - procedures - methods of operation - concepts - principles - and discoveries
Feedback
19. Five ways to use storytelling
Capture attention - help message to be remembered - establish rapport - build credibility - and build team unity.
Email - whiteboard - bulletin boards - chat rooms - online presentation tools - WIKIs - Blogs - forums - social sites
Productivity Environmental Preference Survey (PEPS) - Canfield Learning Style Inventory - and Learning Style Questionnaire
Time and resource intensive - undue influence of vocal member(s) - difficult to facilitate with a single facilitator to encourage participation and take notes
20. Closed questions
Characteristics of adults as learners (CAL) conceptual framework
Data that has been given context
Inputs - outputs - process controls - and resources.
Questions that check for understanding or test for consensus
21. The method by which a trainer recognize signs of boredom - disinterest - or lack of understanding
Job analysis
Performance audit
Weak manager judgments or experience levels - identified talent shortages - organization culture suports structured programs
Observe body language
22. Level 1 evaluation
Conduct a SWOT - establish strategic goals - develop strategies to achieve the strategic goals
Solution Implementation
Reaction
Functional context
23. Dependent
Create new hire training - develop behavior-based interview questions - write performance objectives - prepare employees for career progression
The outcome that depends on the independent variable and covariates
A variable whose quantification can be broken down into very small units - often called analog (opposed to discrete)
Understandable - accurate - functional
24. The tell approach to learning - based on the theory that learning occurs through exposure to logically presented information - usually involving lecture
Focused on fundamental changes to thinking patterns and behaviors
Time and resource intensive - undue influence of vocal member(s) - difficult to facilitate with a single facilitator to encourage participation and take notes
Written tests - oral Q&A - performance tests - role plays
Cognitivism
25. Karl Albrecht's progressive psychological phases of change response
Opportunity-centered
Threat - problem - solution - habit
Theatre style
Scaling and integrity
26. The six steps in a training needs assessment
Andragogy - time pressures - goal orientation - previous knowledge and experience - relevent content - levels of motivation - and different learning styles
Relevance - inquiry - freedom - connectedness - reception - empowerment - play
Self-study guides - job aids - instructor-led materials - technology-delivered training deliverables - assessments
Defining objectives - identifying necessary data - selecting data collection methods - collecting data - analyzing and confirming data - and reporting on the data
27. The HPI tool that can gather both qualitative and quantitative data
Passive - active - empathetic - listening for knowledge - listening for clarification
Audience - behavior - condition - and degree
Surveys
Philosophy of coaching - definition of coaching - standards of ethical coaching conduct - pledge of coaching ethics
28. The five factors that affect human performance
Knowledge - skills - desire - environment - and opportunity
Perform a front-end analysis
Review of objective and key points - review participant benefits - call participants to action - ask participants if they have any questions.
Initiating - planning - executing - controlling - closing
29. the meaning of significant - in a statistical context
In statistics - it means probably true
Identify organizational values - development mission - develop vision - develop value statements
Formative evaluation
Discovery - Dream - Design - and Destiny
30. Types of Level 4 instruments
Navigation
Behavior
Information that combined with understanding enables understanding
Performance records - direct observation - supervisor checklists
31. Tacit knowledge
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32. Types of Level 5 instruments
Rapid instructional design (RID)
Control groups - management estimates - extant data - external studies
Review of objective and key points - review participant benefits - call participants to action - ask participants if they have any questions.
Objectivity - confidentiality
33. The learning domain that focuses on the skills and knowledge relating to an activity such as changing a car's oil
Cognitive
Audience - Behavior - Condition - and Degree
Myer-Briggs Type Indicator (MBTI) - DiSC personality profile
Facilitation is used to involve participants - and to help them learn from one another.
34. Malcolm Knowles' work tipped the instructional systems design scale. The two ends of that scale
No area is overlooked - forces to be used are known - there is time to develop other strategies if the analysis reveals the need
Constraints analysis
Learner-centered - content-centered
Determine business impact - improve the design of the learning experience - determine the content's adequacy
35. When is training the appropriate solution to a performance problem
When the cause of the problem is a lack of knowledge or skills
Documentation audit - information system survey - identification of external information sources
Low frequency - high complexity - high consequence of error - high probability of change in the future
Objectivity - confidentiality
36. Double-loop learning
Reliability
Diagnose the problem - generate alternative actions/behaviors - identify consequences for those actions/behaviors
Focused on fundamental changes to thinking patterns and behaviors
Semantic differential
37. learning object
Information that combined with understanding enables understanding
Benjamin Bloom
Self-contained chunk of instructional material
Learning style
38. 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
Data from archival records - existing records - report - and data
- measure - analyze - improve - control
Diagnose the problem - generate alternative actions/behaviors - identify consequences for those actions/behaviors
39. scripting
Productivity Environmental Preference Survey (PEPS) - Canfield Learning Style Inventory - and Learning Style Questionnaire
Semantic differential
Proxemics
A collection of code containing instructions for a computer to perform a specific action
40. The five stages of D. E. Super's developmental framework
Functional context
Return-on-investment ( (Benefits - Costs) / Costs) * 100
Growth - exploratory - establishment - maintenance - decline
Indicate whether response was correct - explain an incorrect response or clarify a correct response - give instructions on how to proceed
41. The reliability test where one test is split into two shorter ones - by randomly assigning test items to one half or the other
Seels and Glasgow instructional systems design model
Cognitive
Brainstorming - case studies - and role plays
Split-half
42. The requirements of the ADA
Cost or budget - lesson content - learner background and expectations - time available - and facilities/equipment/materials
Do not discriminate in any aspect of employment based on disabilities - with reasonable accommodations such as interpreters - reading aids - instructional material modifications - etc.
Audience - Behavior - Condition - and Degree
Learning
43. ROI
Return-on-investment ( (Benefits - Costs) / Costs) * 100
Performance Analysis
Bloom's Taxonomy
Slides
44. Three examples of active training techniques
Data from archival records - existing records - report - and data
Brainstorming - case studies - and role plays
Breakeven ( ( Program Costs / Investment ) / ( Benefits / Cash Inflow) )
Simulations
45. Two characteristics for any coaching program to succeed
Performance audit
Business Analysis
Asynchronous
Objectivity - confidentiality
46. Types of Level 2 instruments
Written tests - oral Q&A - performance tests - role plays
Technology - new products - shareholders - financial conditions - system challenges - process challenges - policies
Management - performance
A collection of code containing instructions for a computer to perform a specific action
47. Four characteristics of highly motivated clients
Focused on fundamental changes to thinking patterns and behaviors
Eager to succeed - open to support - interested in different tactics/methods and trying those out - learning oriented
Image oriented - interactive - immediate - and intimate.
Andragogy - time pressures - goal orientation - previous knowledge and experience - relevent content - levels of motivation - and different learning styles
48. Sequencing and structure are closely related. What refers to the relationship among skills and topics
Measures looking at opinions - behaviors - and attributes
Structure
The world is created in conversation
Create new hire training - develop behavior-based interview questions - write performance objectives - prepare employees for career progression
49. What does proxemics refer to?
Data that has been given context
Job aids - and EPSS
Personal space
Speed - quantity - quality/accuracy - thoroughness - timeliness
50. Compare/contrast chaos and complexity
Chaos is simple systems generating complicated behavior. Complexity is complicated systems generating simple behavior.
Review of objective and key points - review participant benefits - call participants to action - ask participants if they have any questions.
A variable the influences the dependent variable
No area is overlooked - forces to be used are known - there is time to develop other strategies if the analysis reveals the need