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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 technique that should account for 50% of the preparation for a presentation
Self-study guides - job aids - instructor-led materials - technology-delivered training deliverables - assessments
Solution Selection
Business needs - performance needs - learning needs - and learner needs
Rehersal

2. An evaluation of an evaluation
Design
Self-study guides - job aids - instructor-led materials - technology-delivered training deliverables - assessments
High cost - scheduling difficulties - and temporary (unless learners have opportunity to practice)
Meta-evaluation

3. Types of Level 5 instruments
Subject-matter expert
Interview - survey/questionnaire - observation - focus group - work diary/work log
Navigation
Control groups - management estimates - extant data - external studies

4. Types of Level 1 instruments
Hypothetical
Questionnaires - follow-up interviews - observation checklists
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
Create safe haven for learning - create a comfortable environment - encourage participation - facilitate more than lecture.

5. The three tasks of business analysis
Opportunity-centered
Identify business goals - clarify those goals - determine specificity and measurability of the goals.
The extent to which an instrument predicts future results
Audience - behavior - condition - and degree

6. The tell approach to learning - based on the theory that learning occurs through exposure to logically presented information - usually involving lecture
Knowledge in one's personal memory - includes judgment - insights - experience - know-how - personal beliefs - and personal values.
Cognitivism
Managers are responsible for their own development - executives are responsible for the development of their subordinates - the organization is responsible for providing growth opportunities
Eager to succeed - open to support - interested in different tactics/methods and trying those out - learning oriented

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

8. 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
Formulation - Development - Implementation - Evaluation
L = P + Q + R. Learning - Programmed instruction - Questioning - Reflection
Matching current - usually high-potential employees - with future roles within the company to systematic prepare them for a future role

9. DMAIC
Data that has been given context
- measure - analyze - improve - control
Pilot tests - technical reviews - production reviews
Brainstorming - case studies - and role plays

10. Change management
Charts - graphs
Validity
Change is a process not an event. Change management is the process of directing change at each level of an organization.
Capture attention - help message to be remembered - establish rapport - build credibility - and build team unity.

11. Examples of collaborative software
Walk towards a participant as they speak
Email - whiteboard - bulletin boards - chat rooms - online presentation tools - WIKIs - Blogs - forums - social sites
Current organization climate - available resources
Validity

12. The core belief of appreciative inquiry theory
Honesty - fairness - lawfulness - compassion - respect - loyalty - dependability
Terminal objectives
The world is created in conversation
Results

13. Information
Threat - problem - solution - habit
Breakeven ( ( Program Costs / Investment ) / ( Benefits / Cash Inflow) )
Data that has been given context
Questions that check for understanding or test for consensus

14. Three disadvantages of focus groups
Indicate whether response was correct - explain an incorrect response or clarify a correct response - give instructions on how to proceed
Time and resource intensive - undue influence of vocal member(s) - difficult to facilitate with a single facilitator to encourage participation and take notes
Pilot tests - technical reviews - production reviews
Separation of place - time - or both among learners - instructors - and learning resources; Interactions are conducted through one or mode media.

15. succession planning
A visual tools used to systematically describe actions/behaviors in a sequential flow - including all the steps and tasks for that process flow.
Benjamin Bloom
The process that enables organizations to create short reference materials with relevant information by reducing information into codified - categorized - and reusable content.
Matching current - usually high-potential employees - with future roles within the company to systematic prepare them for a future role

16. Triple-loop learning
Initiating - planning - executing - controlling - closing
Focused on fundamental shifts in how people view themselves - and intentional alterations of beliefs and values about the world and themselves
Productivity Environmental Preference Survey (PEPS) - Canfield Learning Style Inventory - and Learning Style Questionnaire
Computer-based training. Any learning event that uses computers as the primary distributions method.

17. The three building blocks of knowledge management
Data - Information - Knowledge
Slides
A variable that can have one of two possible values.
Create a vision - communicate the plan - connect the people - congratulate success

18. Four common mistakes HPI professionals make in selecting - designing - and implementing interventions
Maslow's hierarchy - McGregor's Theory X and Y of management
Failure to partner - failure to consider culture - failure to manage change - and failure to adapt to the client.
Multiple intelligences theory
Discovery - Dream - Design - and Destiny

19. Two theories of motivation for coaching

20. The purpose of an after-action review

21. The term for the relationship of people's positions in space
Proxemics
Measures looking at opinions - behaviors - and attributes
Interviews
Performance audit

22. Closed questions
Return-on-investment ( (Benefits - Costs) / Costs) * 100
Questions that check for understanding or test for consensus
Reliability
To improve performance by systematically developing human expertise through organizational development and training

23. The five principles of andragogy
The mid-point of the distribution - 50% of the values are above/below this value
Learner self-concept - Learner prior experience - Readiness to learn - Orientation to learning - and Motivation to learn
Validity
Analytical - amiable - drivers - expressive

24. Three conditions that warrant multi-rater feedback
Visual - Auditory - and Kinestethic
An effective - structured way that captures people's learning from an experience.
Entertainment - interaction - control - usability - and customization
Weak manager judgments or experience levels - identified talent shortages - organization culture suports structured programs

25. List seven things that cannot be copyrighted
Productivity Environmental Preference Survey (PEPS) - Canfield Learning Style Inventory - and Learning Style Questionnaire
Rote skills - and prerequisite material
Matching current - usually high-potential employees - with future roles within the company to systematic prepare them for a future role
Ideas - processes - procedures - methods of operation - concepts - principles - and discoveries

26. Two guiding principles of displaying quantative data in charts and graphs
Analytical - amiable - drivers - expressive
Cost or budget - lesson content - learner background and expectations - time available - and facilities/equipment/materials
Cognitive
Scaling and integrity

27. When is training the appropriate solution to a performance problem
Sequence
When the cause of the problem is a lack of knowledge or skills
Validity
Honesty - fairness - lawfulness - compassion - respect - loyalty - dependability

28. The HPI tool used to collect current performance - learner analysis - and business needs
Silence
Job aids - and EPSS
Interviews
Pareto analysis

29. Four steps to prepare for training delivery
Learning style
Numbers or variables used to rank order a system
Communication - client motivation - self-management - technical skills
Gain understanding or learning objectives - learn the materials - practice the delivery - prepare questions to stimulate learning.

30. The use of electronic technologies to deliver information and facilitate the development of skills
Create safe haven for learning - create a comfortable environment - encourage participation - facilitate more than lecture.
To systematically plan an organization's future
Create a vision - communicate the plan - connect the people - congratulate success
Learning technologies

31. The requirements of the ADA
Asynchronous
Charts - graphs
Do not discriminate in any aspect of employment based on disabilities - with reasonable accommodations such as interpreters - reading aids - instructional material modifications - etc.
Change is a process not an event. Change management is the process of directing change at each level of an organization.

32. The facilitation tool that can create just enough tension to get people thinking
Raw and non-contextual - and can exist in forms usable or not
Silence
An HTML tag identifying the context of the contents on a website or knowledge base.
Knowledge - skills - desire - environment - and opportunity

33. Systems thinking
Engage learner's attention - present materials as input to brain - practice with ideas and skills - review to create new connections and applications
A variable that can have one of two possible values.
Thinking about the whole organization - rather than individuals - and looking primarily at processes
Rapid instructional design (RID)

34. What is the primary reason for 360-degree feedback
Data - Information - Knowledge
Inputs - outputs - process controls - and resources.
To aid in career planning
Maslow's hierarchy

35. The technique trainers should use when they want to use the revelation technique
Presentation software
Websites where users post questions - thoughts and observations - and can reply to other users postings of the same
Organization - process - and job/performer.
Growth - exploratory - establishment - maintenance - decline

36. The final behavioral outcomes of a specific instructional event
Solution Selection
Terminal objectives
Polling questions
Defining objectives - identifying necessary data - selecting data collection methods - collecting data - analyzing and confirming data - and reporting on the data

37. The components of the VAK model
Awareness - modeling - targeted interventions - desensitization - training
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
Ginzberg's theory
Visual - Auditory - and Kinestethic

38. The five elements of learner engagement
Managers are responsible for their own development - executives are responsible for the development of their subordinates - the organization is responsible for providing growth opportunities
Rote skills
Determine business impact - improve the design of the learning experience - determine the content's adequacy
Entertainment - interaction - control - usability - and customization

39. 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
Two-aix matrixes - flowcharts - dichotomy - graphic models
Relevance - inquiry - freedom - connectedness - reception - empowerment - play
Experiential learning
Cognitive

40. Malcolm Knowles' work tipped the instructional systems design scale. The two ends of that scale
The multiple dependent variables in a study with multiple independent variables
Questionnaires - follow-up interviews - observation checklists
Learner-centered - content-centered
Competing - accommodating - avoiding - collaborating - and compromising.

41. Contrast synchronous to asynchronous e-learning
Change Management
Characteristics of adults as learners (CAL) conceptual framework
Synchrononous occurs at a given time with a live instructor. Asynchronous is self-paced and available at any time.
Threat - problem - solution - habit

42. Steps in Pfeiffer and Jones' experiential learning cycle
Computer-based training. Any learning event that uses computers as the primary distributions method.
Results
Solution Implementation
Experiencing - publishing - processing - generalizing - and applying

43. The analysis that identifies forces that maintain the status quo - and the approaches to allow change

44. Four barriers to communication during training delivery
Ishikawa - fishbone
Walk towards a participant as they speak
Language - speech - environmental - and psychological
Gain understanding or learning objectives - learn the materials - practice the delivery - prepare questions to stimulate learning.

45. The steps of a needs analysis
Learner-centered - content-centered
External/organizational scans - identify business needs - identify change initiatives - collect data - analyze data - report on the data - design the change initiative
Information - feedback
Raw and non-contextual - and can exist in forms usable or not

46. EPSS
Cognitive
Something that disrupts the flow of information between source and receiver
Electronic Performance Support System. Software that provides just-in-time help - guidance - coaching - or assistance to improve job performance.
A group of people who share a common interest - and are willing to share the experiences of their common interest.

47. Software that automates the administration of training
Chaos is simple systems generating complicated behavior. Complexity is complicated systems generating simple behavior.
Learning Management System (LMS)
A collection of code containing instructions for a computer to perform a specific action
Social contexting - contexting - authority - and concept of time

48. Independent
Cross-functional - cross-country/international
HPI uses a results-based - systematic approach - HPI focuses on accomplishments before behavior - Organizations are systems.
Form - storm - norm - perform - and adjourn.
A variable the influences the dependent variable

49. The four parts of the International Federation's (ICF) ethical standards
Polling questions
Numbers or variables used to rank order a system
Philosophy of coaching - definition of coaching - standards of ethical coaching conduct - pledge of coaching ethics
Low frequency - high complexity - high consequence of error - high probability of change in the future

50. Qualitative
Measures looking at opinions - behaviors - and attributes
Information that combined with understanding enables understanding
Numbers or variables used to classify a system
Questions that stimulate discussion