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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 four most important skills for a coach
Communication - client motivation - self-management - technical skills
To improve performance by systematically developing human expertise through organizational development and training
Focused on learning and using new necessary skills through incremental change
Electronic performance support system (EPSS)

2. Four characteristics of highly motivated clients
Eager to succeed - open to support - interested in different tactics/methods and trying those out - learning oriented
Measures of quantity or numbers
Structure and processes - resources - information - knowledge and skills - motives - and wellness.
Time and resource intensive - undue influence of vocal member(s) - difficult to facilitate with a single facilitator to encourage participation and take notes

3. Sampling

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4. 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
Personal space
Action plans - interviews - questionnaires - focus groups - performance contracts
Experiential learning
High cost - scheduling difficulties - and temporary (unless learners have opportunity to practice)

5. The tool instructors can leverage from WBT to immediately determine a group's understanding of the material
Bloom's taxonomy - six sigma - Kepner-Tregoe
Polling questions
Simulations
Hypothetical

6. The tasks involved in the formulation phase of strategic development
Identify organizational values - development mission - develop vision - develop value statements
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
Understandable - accurate - functional
Learner-centered - content-centered

7. The HPI tool used to collect current performance - learner analysis - and business needs
Bloom's taxonomy - six sigma - Kepner-Tregoe
Experiencing - publishing - processing - generalizing - and applying
Knowledge in one's personal memory - includes judgment - insights - experience - know-how - personal beliefs - and personal values.
Interviews

8. Predictive validity
External/organizational scans - identify business needs - identify change initiatives - collect data - analyze data - report on the data - design the change initiative
The extent to which an instrument predicts future results
Technology - new products - shareholders - financial conditions - system challenges - process challenges - policies
Kurt Lewin's forcefield analysis

9. The purpose of strategic planning

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10. The core belief of appreciative inquiry theory
Learner characteristics like age - educational background - cultural background - learner expectations - and learn motivation to attend
Culture - vision - strategy - and structure
Communication - client motivation - self-management - technical skills
The world is created in conversation

11. Systems thinking
Written tests - oral Q&A - performance tests - role plays
Competing - accommodating - avoiding - collaborating - and compromising.
Thinking about the whole organization - rather than individuals - and looking primarily at processes
Kurt Lewin's forcefield analysis

12. The other names for a cause-and-effect diagram
Andragogy - time pressures - goal orientation - previous knowledge and experience - relevent content - levels of motivation - and different learning styles
Ishikawa - fishbone
Knowledge - skills - desire - environment - and opportunity
Likert scale

13. The five characteristics of every job that influence employee motivation
Cost-effectiveness - accessibility and application - learner access - and self-direction
Raw and non-contextual - and can exist in forms usable or not
Skill variety - task identity - task significance - autonomy - feedback
An unknown or uncontrolled variable that produces an effect

14. The theory that describes a person starting at age 18 - moving from career exploration to a series of events including educational specialization that leads to a career path and a final career commitment

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15. Steps in Pfeiffer and Jones' experiential learning cycle
The process that enables organizations to create short reference materials with relevant information by reducing information into codified - categorized - and reusable content.
Experiencing - publishing - processing - generalizing - and applying
Performance Analysis
Split-half

16. What does proxemics refer to?
Personal space
A variable in whole number or distinct units (opposed to continuous)
Understandable - accurate - functional
An effective - structured way that captures people's learning from an experience.

17. LMS
Learning Management System. Software that automates administration - tracking - and reporting of learning events (ILT and online).
Passive - active - empathetic - listening for knowledge - listening for clarification
Productivity Environmental Preference Survey (PEPS) - Canfield Learning Style Inventory - and Learning Style Questionnaire
The minimum time schedule for completing all the tasks in a project with several overlapping or dependent tasks.

18. The reliability test where one test is split into two shorter ones - by randomly assigning test items to one half or the other
Chat rooms are essentially synchronous (real-time) message boards.
Split-half
Written tests - oral Q&A - performance tests - role plays
Charts - graphs

19. The learning domain that focuses on the skills and knowledge relating to an activity such as changing a car's oil
Learning Content Management System. Software that packages courses and learning materials for print - CD-ROM - and electronic publication.
Focused on learning and using new necessary skills through incremental change
Threat - problem - solution - habit
Cognitive

20. The processes performance management is primarily concerned with
Semantic differential
Formulation - Development - Implementation - Evaluation
Developing employees - motivating employees - deploying employees - aligning people to process to increase performance
Cross-functional - cross-country/international

21. The collection of strategies for quickly producing instructional packages
Facilitation is used to involve participants - and to help them learn from one another.
problem - establish action plan - clarify values - identify alternatives - discover probable outcomes - eliminate alternatives systematically - start action
Rapid instructional design (RID)
Review of objective and key points - review participant benefits - call participants to action - ask participants if they have any questions.

22. Describe a chat room
Managerial/administrative - supervisory - functional
Chat rooms are essentially synchronous (real-time) message boards.
Chaos is simple systems generating complicated behavior. Complexity is complicated systems generating simple behavior.
Numbers or variables used to classify a system

23. Three tasks for knowledge mapping
Documentation audit - information system survey - identification of external information sources
Analytical - amiable - drivers - expressive
Data that has been given context
Do not discriminate in any aspect of employment based on disabilities - with reasonable accommodations such as interpreters - reading aids - instructional material modifications - etc.

24. Three drawbacks of classroom training
Terminal objectives
Learning Content Management System. Software that packages courses and learning materials for print - CD-ROM - and electronic publication.
High cost - scheduling difficulties - and temporary (unless learners have opportunity to practice)
Long-term process for performance improvement based on 1-on-1 interactions where mentee retains the responsibility for improvement

25. Nominal data
Bloom's Taxonomy
Myer-Briggs Type Indicator (MBTI) - DiSC personality profile
Numbers or variables used to classify a system
Presentation software

26. An assessment done during formation
Performance Analysis
Identify organizational values - development mission - develop vision - develop value statements
Meta-evaluation
Formative evaluation

27. What is an SME
Monetary impact/ROI
Review of objective and key points - review participant benefits - call participants to action - ask participants if they have any questions.
Subject-matter expert
Structures - patterns - events

28. The creator of the theory of three types of learning - knowledge - skills - and attitudes
Review strategies - measure performance - take correction action
Benjamin Bloom
Job analysis
The minimum time schedule for completing all the tasks in a project with several overlapping or dependent tasks.

29. Two characteristics for any coaching program to succeed
Information - feedback
Managerial/administrative - supervisory - functional
Cognitive
Objectivity - confidentiality

30. The HPI tool that can gather both qualitative and quantitative data
Eager to succeed - open to support - interested in different tactics/methods and trying those out - learning oriented
Passive - active - empathetic - listening for knowledge - listening for clarification
Awareness - modeling - targeted interventions - desensitization - training
Surveys

31. The first component of the ASTD HPI model
Separation of place - time - or both among learners - instructors - and learning resources; Interactions are conducted through one or mode media.
Passive - active - empathetic - listening for knowledge - listening for clarification
Business Analysis
Mentoring is longer term - and mentors do not have responsibility for participants improvement.

32. CBT
Objectivity - confidentiality
Computer-based training. Any learning event that uses computers as the primary distributions method.
A variable that can have one of two possible values.
Evaluation

33. Level 5 evaluation
Managers are responsible for their own development - executives are responsible for the development of their subordinates - the organization is responsible for providing growth opportunities
Separation of place - time - or both among learners - instructors - and learning resources; Interactions are conducted through one or mode media.
Enabling objectives
Monetary impact/ROI

34. Change management
Weak manager judgments or experience levels - identified talent shortages - organization culture suports structured programs
Monetary impact/ROI
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.
Change is a process not an event. Change management is the process of directing change at each level of an organization.

35. Continuous
A variable whose quantification can be broken down into very small units - often called analog (opposed to discrete)
Create a vision - communicate the plan - connect the people - congratulate success
Audience - Behavior - Condition - and Degree
Knowledge - skills - desire - environment - and opportunity

36. The two primary tools for the visual display of quantitative data
The minimum time schedule for completing all the tasks in a project with several overlapping or dependent tasks.
Charts - graphs
Reliability
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

37. The five factors that affect human performance
Performance audit
Performance Analysis
Characteristics of adults as learners (CAL) conceptual framework
Knowledge - skills - desire - environment - and opportunity

38. The tasks involved in the evaluation phase of strategic development
Review strategies - measure performance - take correction action
Written tests - oral Q&A - performance tests - role plays
Questions that stimulate discussion
Data from archival records - existing records - report - and data

39. Two characteristics of distance learning
Andragogy - time pressures - goal orientation - previous knowledge and experience - relevent content - levels of motivation - and different learning styles
Cost or budget - lesson content - learner background and expectations - time available - and facilities/equipment/materials
Navigation
Separation of place - time - or both among learners - instructors - and learning resources; Interactions are conducted through one or mode media.

40. The questioning technique that seeks to develop critical thinking and creativity
Benefit-to-cost ratio (Total Benefit / Total Program Cost)
Slides
Socratic questioning
When the cause of the problem is a lack of knowledge or skills

41. The second component of the ASTD HPI model
Job analysis
The process that enables organizations to create short reference materials with relevant information by reducing information into codified - categorized - and reusable content.
Performance Analysis
Managers are responsible for their own development - executives are responsible for the development of their subordinates - the organization is responsible for providing growth opportunities

42. The characteristics of a complex system
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
HPI uses a results-based - systematic approach - HPI focuses on accomplishments before behavior - Organizations are systems.
Socratic questioning
Economic - social - political and legislative - workforce - technological - and competitive.

43. The tasks involved in the implementation phase of strategic development
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
Functional context
Establish short-term objectives - create an action plan to achieve short-term objectives - allocate resources to the objectives - motivate employees to reach the objectives
The world is created in conversation

44. Four characteristics of tasks that are well-suited for job aids
Management - performance
Central tendency
Evaluation
Low frequency - high complexity - high consequence of error - high probability of change in the future

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

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46. Cordinal data
Numbers or variables used to rank order a system
Focused on fundamental changes to thinking patterns and behaviors
Hypothetical
Suggestopedia

47. The four Cs of change
Convergers - divergers - assimilators - and accommodators
Image oriented - interactive - immediate - and intimate.
When the cause of the problem is a lack of knowledge or skills
Create a vision - communicate the plan - connect the people - congratulate success

48. The method used to identify all duties - responsibilities - and tasks that make up a single job function or role
The selection of measurement points which can have a large impact on the research's ability to be generalized
Job analysis
Structures - patterns - events
Cognitive

49. Level 4 evaluation
Behavior
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.
External and environmental influences
Create safe haven for learning - create a comfortable environment - encourage participation - facilitate more than lecture.

50. The technique that should account for 50% of the preparation for a presentation
Rehersal
Brainstorming - case studies - and role plays
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
Speed - quantity - quality/accuracy - thoroughness - timeliness