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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. Change management
Change is a process not an event. Change management is the process of directing change at each level of an organization.
Focused on learning and using new necessary skills through incremental change
Sequence
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

2. The theory that describes how intelligences reflect how people prefer to process information
Howard Gardner
Solution Implementation
Multiple intelligences theory
Virtual Reality. Computer-based technology that gives the user a realistic - 3-D - interactive experience that engages as many senses as possible.

3. The three major tasks of analyzing data
Engage learner's attention - present materials as input to brain - practice with ideas and skills - review to create new connections and applications
Something that disrupts the flow of information between source and receiver
Robert Mager
Sorting - tabulating - and comparing raw to summarized data

4. Four stages of transition through M&As
Business Analysis
Disengagement - disidentification - disorientation - and disenchantment.
Communication - client motivation - self-management - technical skills
Learning Management System (LMS)

5. Four cases when a trainer should not use a chart pack
Threat - problem - solution - habit
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.
Cost or budget - lesson content - learner background and expectations - time available - and facilities/equipment/materials
Data from archival records - existing records - report - and data

6. The fifth component of the ASTD HPI model
L = P + Q + R. Learning - Programmed instruction - Questioning - Reflection
Solution Implementation
Robert Mager
Opportunity-centered

7. Tacit knowledge

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8. Two characteristics of distance learning
Defining objectives - identifying necessary data - selecting data collection methods - collecting data - analyzing and confirming data - and reporting on the data
Separation of place - time - or both among learners - instructors - and learning resources; Interactions are conducted through one or mode media.
To improve performance by systematically developing human expertise through organizational development and training
A variable whose quantification can be broken down into very small units - often called analog (opposed to discrete)

9. Dichotomous
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
Chat rooms are essentially synchronous (real-time) message boards.
Subject-matter expert
A variable that can have one of two possible values.

10. Three criteria for formative evaluation
Establish scope - create plan - implement plan - monitor/evaluate/revise plan
Learner characteristics like age - educational background - cultural background - learner expectations - and learn motivation to attend
The sum of the numbers divided by the total number of values
Understandable - accurate - functional

11. ROI
Return-on-investment ( (Benefits - Costs) / Costs) * 100
Measures looking at opinions - behaviors - and attributes
An HTML tag identifying the context of the contents on a website or knowledge base.
Philosophy of coaching - definition of coaching - standards of ethical coaching conduct - pledge of coaching ethics

12. When is training the appropriate solution to a performance problem
Entertainment - interaction - control - usability - and customization
Matching current - usually high-potential employees - with future roles within the company to systematic prepare them for a future role
The selection of measurement points which can have a large impact on the research's ability to be generalized
When the cause of the problem is a lack of knowledge or skills

13. The guidelines Carl Rogers describes as critical elements to remember in adult learning situations
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
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
Competing - accommodating - avoiding - collaborating - and compromising.
Management - performance

14. Median
Electronic Performance Support System. Software that provides just-in-time help - guidance - coaching - or assistance to improve job performance.
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
Dictatorship - anarchy - democracy
The mid-point of the distribution - 50% of the values are above/below this value

15. Community of practice
Facilitation is used to involve participants - and to help them learn from one another.
A group of people who share a common interest - and are willing to share the experiences of their common interest.
Visual - Auditory - and Kinestethic
Rapid instructional design (RID)

16. Two guiding principles of displaying quantative data in charts and graphs
External and environmental influences
Social contexting - contexting - authority - and concept of time
Scaling and integrity
Two-aix matrixes - flowcharts - dichotomy - graphic models

17. The tasks involved in the formulation phase of strategic development
An effective - structured way that captures people's learning from an experience.
Email - whiteboard - bulletin boards - chat rooms - online presentation tools - WIKIs - Blogs - forums - social sites
Organization - process - and job/performer.
Identify organizational values - development mission - develop vision - develop value statements

18. The seating arrangement is the least conducive to stimulating group discussion
Opener - bridge - main body - and close
Knowledge - skills
Virtual Reality. Computer-based technology that gives the user a realistic - 3-D - interactive experience that engages as many senses as possible.
Theatre style

19. The diagnostic model that identifies the performance problem cause - based on cause driving solution

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20. The five principles of andragogy
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.
Learner self-concept - Learner prior experience - Readiness to learn - Orientation to learning - and Motivation to learn
Socratic questioning
Cause Analysis

21. List seven things that cannot be copyrighted
Observe body language
Misplacing ownership - misaligning incentives - saving recognition - playing favorites - misspeaking praise
Ideas - processes - procedures - methods of operation - concepts - principles - and discoveries
Capture attention - help message to be remembered - establish rapport - build credibility - and build team unity.

22. Four stages of accelerated learning

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23. The system that uses knowledge - skills - and attitudes (KSAs) to describe three types of learning

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24. The first component of the ASTD HPI model
Business Analysis
Experiential learning
Reaction
Defining objectives - identifying necessary data - selecting data collection methods - collecting data - analyzing and confirming data - and reporting on the data

25. The four parts of the International Federation's (ICF) ethical standards
Initiating - planning - executing - controlling - closing
Learner self-concept - Learner prior experience - Readiness to learn - Orientation to learning - and Motivation to learn
Entertainment - interaction - control - usability - and customization
Philosophy of coaching - definition of coaching - standards of ethical coaching conduct - pledge of coaching ethics

26. Describe a message board
The sum of the numbers divided by the total number of values
Websites where users post questions - thoughts and observations - and can reply to other users postings of the same
Cost-effectiveness - accessibility and application - learner access - and self-direction
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.

27. The four Cs of change
Create a vision - communicate the plan - connect the people - congratulate success
Business needs - performance needs - learning needs - and learner needs
Establish scope - create plan - implement plan - monitor/evaluate/revise plan
Self-study guides - job aids - instructor-led materials - technology-delivered training deliverables - assessments

28. Four common mistakes HPI professionals make in selecting - designing - and implementing interventions
Time and resource intensive - undue influence of vocal member(s) - difficult to facilitate with a single facilitator to encourage participation and take notes
Ginzberg's theory
Failure to partner - failure to consider culture - failure to manage change - and failure to adapt to the client.
DMAIC methodology - IPO model - flowcharting - evaluation models

29. The tell approach to learning - based on the theory that learning occurs through exposure to logically presented information - usually involving lecture
Interview - survey/questionnaire - observation - focus group - work diary/work log
Cognitivism
An effective - structured way that captures people's learning from an experience.
Change Management

30. learning object
Self-contained chunk of instructional material
Performance records - direct observation - supervisor checklists
Knowledge - skills - desire - environment - and opportunity
Formulation - Development - Implementation - Evaluation

31. The seven attributes essential for leadership per Warren Bennis
Constraints analysis
Determine business impact - improve the design of the learning experience - determine the content's adequacy
The outcome that depends on the independent variable and covariates
Technical competence - people skills - conceptual skills - results - taste - judgment - character

32. Continuous
Form - storm - norm - perform - and adjourn.
Focused on fundamental shifts in how people view themselves - and intentional alterations of beliefs and values about the world and themselves
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)

33. Triple-loop learning
Capture attention - help message to be remembered - establish rapport - build credibility - and build team unity.
Focused on fundamental changes to thinking patterns and behaviors
Focused on fundamental shifts in how people view themselves - and intentional alterations of beliefs and values about the world and themselves
Information that combined with understanding enables understanding

34. The HPI tool used to collect current performance - learner analysis - and business needs
Indicate whether response was correct - explain an incorrect response or clarify a correct response - give instructions on how to proceed
Review strategies - measure performance - take correction action
Current organization climate - available resources
Interviews

35. Malcolm Knowles' work tipped the instructional systems design scale. The two ends of that scale
Learner-centered - content-centered
Knowledge - skills - desire - environment - and opportunity
problem - establish action plan - clarify values - identify alternatives - discover probable outcomes - eliminate alternatives systematically - start action
Cognitivism

36. The process that measures if the practitioner measured what they intended to measure
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
Awareness - modeling - targeted interventions - desensitization - training
Validity
Email - whiteboard - bulletin boards - chat rooms - online presentation tools - WIKIs - Blogs - forums - social sites

37. An evaluation of an evaluation
Philosophy of coaching - definition of coaching - standards of ethical coaching conduct - pledge of coaching ethics
Silence
Sequence
Meta-evaluation

38. Steps of managing a change project
Initiating - planning - executing - controlling - closing
Design
Learning Content Management System. Software that packages courses and learning materials for print - CD-ROM - and electronic publication.
Establish scope - create plan - implement plan - monitor/evaluate/revise plan

39. The learning domain that focuses on the skills and knowledge relating to an activity such as changing a car's oil
Cognitive
Weak manager judgments or experience levels - identified talent shortages - organization culture suports structured programs
Reaction
Understandable - accurate - functional

40. The five stages of D. E. Super's developmental framework
Hypothetical
Enabling objectives
Diagnose the problem - generate alternative actions/behaviors - identify consequences for those actions/behaviors
Growth - exploratory - establishment - maintenance - decline

41. Level 2 evaluation
Slides
Learning
The extent to which an instrument represents the program's content
Eager to succeed - open to support - interested in different tactics/methods and trying those out - learning oriented

42. The steps of a needs analysis
Visual - Auditory - and Kinestethic
Groupthink
Characteristics of adults as learners (CAL) conceptual framework
External/organizational scans - identify business needs - identify change initiatives - collect data - analyze data - report on the data - design the change initiative

43. List seven principles of adult learning
Perform a front-end analysis
Andragogy - time pressures - goal orientation - previous knowledge and experience - relevent content - levels of motivation - and different learning styles
Failure to partner - failure to consider culture - failure to manage change - and failure to adapt to the client.
Surveys

44. Things a forcefield analysis ensures
Sorting - tabulating - and comparing raw to summarized data
A variable the influences the dependent variable
Computer-based training. Any learning event that uses computers as the primary distributions method.
No area is overlooked - forces to be used are known - there is time to develop other strategies if the analysis reveals the need

45. Exercises that include a form of real-life situation that allows participants to practice is called
Competing - accommodating - avoiding - collaborating - and compromising.
In statistics - it means probably true
Simulations
A measure of the variability of scores from the mean

46. Knowledge management
Sequence
Job analysis
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
Bloom's Taxonomy

47. PERT
An effective - structured way that captures people's learning from an experience.
Information - feedback
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.
Honesty - fairness - lawfulness - compassion - respect - loyalty - dependability

48. The analysis that serves as a reality check to identify a project's limiting factors
Job analysis
Constraints analysis
Email - whiteboard - bulletin boards - chat rooms - online presentation tools - WIKIs - Blogs - forums - social sites
Review of objective and key points - review participant benefits - call participants to action - ask participants if they have any questions.

49. Four characteristics of highly motivated clients
Benjamin Bloom
Eager to succeed - open to support - interested in different tactics/methods and trying those out - learning oriented
A collection of code containing instructions for a computer to perform a specific action
Current organization climate - available resources

50. The characteristics of a complex system
Organization - process - and job/performer.
Matching current - usually high-potential employees - with future roles within the company to systematic prepare them for a future role
Data from archival records - existing records - report - and data
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