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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 type of results produced by quantative methods
Hard data
Interview - survey/questionnaire - observation - focus group - work diary/work log
Separation of place - time - or both among learners - instructors - and learning resources; Interactions are conducted through one or mode media.
L = P + Q + R. Learning - Programmed instruction - Questioning - Reflection

2. The HPI tool that can gather both qualitative and quantitative data
Solution Implementation
Surveys
Organization - process - and job/performer.
The most frequently occurring value

3. The seven attributes essential for leadership per Warren Bennis
Computer-based training. Any learning event that uses computers as the primary distributions method.
Competing - accommodating - avoiding - collaborating - and compromising.
Technical competence - people skills - conceptual skills - results - taste - judgment - character
Discovery - Dream - Design - and Destiny

4. Four characteristics of effective openers

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5. List David Kolk's four learning styles
Convergers - divergers - assimilators - and accommodators
Productivity Environmental Preference Survey (PEPS) - Canfield Learning Style Inventory - and Learning Style Questionnaire
Opportunity-centered
Electronic performance support system (EPSS)

6. Three tasks for knowledge mapping
Documentation audit - information system survey - identification of external information sources
Adult learning theories - instructional design techniques
Silence
Personal space

7. The purpose of workforce planning
Establish scope - create plan - implement plan - monitor/evaluate/revise plan
To improve performance by systematically developing human expertise through organizational development and training
Maslow's hierarchy
Written tests - oral Q&A - performance tests - role plays

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

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9. Examples of collaborative software
Initiating - planning - executing - controlling - closing
Experiencing - publishing - processing - generalizing - and applying
Change Management
Email - whiteboard - bulletin boards - chat rooms - online presentation tools - WIKIs - Blogs - forums - social sites

10. Types of Level 2 instruments
Written tests - oral Q&A - performance tests - role plays
Benefit-to-cost ratio (Total Benefit / Total Program Cost)
Likert scale
Feedback

11. Four personal social styles per Harvey Robbins
Cognitivism
Economic - social - political and legislative - workforce - technological - and competitive.
Learning technologies
Analytical - amiable - drivers - expressive

12. Three process principles of strategic management development that are likely to remain constant across organizations
Control groups - management estimates - extant data - external studies
Relevance - inquiry - freedom - connectedness - reception - empowerment - play
Questions that stimulate discussion
Managers are responsible for their own development - executives are responsible for the development of their subordinates - the organization is responsible for providing growth opportunities

13. Level 1 evaluation
Virtual Reality. Computer-based technology that gives the user a realistic - 3-D - interactive experience that engages as many senses as possible.
Reaction
Hypothetical
Identify organizational values - development mission - develop vision - develop value statements

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

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15. Five job analysis methods
Interview - survey/questionnaire - observation - focus group - work diary/work log
Learning Content Management System. Software that packages courses and learning materials for print - CD-ROM - and electronic publication.
Do not discriminate in any aspect of employment based on disabilities - with reasonable accommodations such as interpreters - reading aids - instructional material modifications - etc.
HPI uses a results-based - systematic approach - HPI focuses on accomplishments before behavior - Organizations are systems.

16. The instrument where participants rate two contrasting ideas or words by circling points on a line
Control groups - management estimates - extant data - external studies
A visual tools used to systematically describe actions/behaviors in a sequential flow - including all the steps and tasks for that process flow.
Semantic differential
Documentation audit - information system survey - identification of external information sources

17. The method where instruction is provided in a self-directed format that is available at all times - even with a facilitator is not online
Asynchronous
Reaction
Focused on learning and using new necessary skills through incremental change
Silence

18. The type of question - often starting with 'what if ...' - that is used to get learners to thinking freely
Hypothetical
Chaos is simple systems generating complicated behavior. Complexity is complicated systems generating simple behavior.
Written tests - oral Q&A - performance tests - role plays
Rapid instructional design (RID)

19. Four stages of transition through M&As
Disengagement - disidentification - disorientation - and disenchantment.
The most frequently occurring value
Polling questions
The process that enables organizations to create short reference materials with relevant information by reducing information into codified - categorized - and reusable content.

20. Four variables that effect how members of a culture think and express themselves
Social contexting - contexting - authority - and concept of time
Validity
Charts - graphs
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.

21. Four characteristics of tasks that are well-suited for job aids
Extroversion/Introversion - Sensing/Intuition - Thinking/Feeling - Judgment/Perception
Navigation
Proxemics
Low frequency - high complexity - high consequence of error - high probability of change in the future

22. Information Architecture
A description or design specification for how information should be treated and organized.
A group of people who share a common interest - and are willing to share the experiences of their common interest.
Upper-left cerebral - lower-left limbic - upper-right cerebral - and lower-right limbic
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

23. Three basic management styles
To aid in career planning
Chat rooms are essentially synchronous (real-time) message boards.
Questionnaires - follow-up interviews - observation checklists
Dictatorship - anarchy - democracy

24. The method used to identify the efficiency and effectiveness of employees
Rich data - comparable data across interviews with proper construction of interview protocol - and adds depth to quantative methods
Performance audit
Objectivity - confidentiality
Identify organizational values - development mission - develop vision - develop value statements

25. VR
Feedback
Adult learning theories - instructional design techniques
Review of objective and key points - review participant benefits - call participants to action - ask participants if they have any questions.
Virtual Reality. Computer-based technology that gives the user a realistic - 3-D - interactive experience that engages as many senses as possible.

26. The five elements of learner engagement
Kurt Lewin's forcefield analysis
Understandable - accurate - functional
Groupthink
Entertainment - interaction - control - usability - and customization

27. Two types of job rotations
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
Cross-functional - cross-country/international
Hard data
Request for proposal. A communication from an organization to potential vendors that defines the organizations needs and how to respond to those needs.

28. An assessment done during formation
Ginzberg's theory
Passive - active - empathetic - listening for knowledge - listening for clarification
Formative evaluation
Simulations

29. Skills / knowledge areas that SMEs may lack
Measures looking at opinions - behaviors - and attributes
Adult learning theories - instructional design techniques
Upper-left cerebral - lower-left limbic - upper-right cerebral - and lower-right limbic
Management - performance

30. The three major tasks of analyzing data
Raw and non-contextual - and can exist in forms usable or not
Icebreakers do not have to relate to the session materials. Opening exercise introduces the session materials being taught.
Knowledge - skills
Sorting - tabulating - and comparing raw to summarized data

31. The tasks involved in the formulation phase of strategic development
Time and resource intensive - undue influence of vocal member(s) - difficult to facilitate with a single facilitator to encourage participation and take notes
High cost - scheduling difficulties - and temporary (unless learners have opportunity to practice)
Identify organizational values - development mission - develop vision - develop value statements
Failure to partner - failure to consider culture - failure to manage change - and failure to adapt to the client.

32. the meaning of significant - in a statistical context
No area is overlooked - forces to be used are known - there is time to develop other strategies if the analysis reveals the need
The extent to which an instrument predicts future results
In statistics - it means probably true
A group of people who share a common interest - and are willing to share the experiences of their common interest.

33. List six categories of HPI solutions
Subject-matter expert
Competing - accommodating - avoiding - collaborating - and compromising.
Structure and processes - resources - information - knowledge and skills - motives - and wellness.
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

34. BE
Developing employees - motivating employees - deploying employees - aligning people to process to increase performance
Breakeven ( ( Program Costs / Investment ) / ( Benefits / Cash Inflow) )
Howard Gardner
Self-study guides - job aids - instructor-led materials - technology-delivered training deliverables - assessments

35. The HPI tool that uses the 80/20 rule
Proxemics
Pareto analysis
Computer-based training. Any learning event that uses computers as the primary distributions method.
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

36. The two primary tools for the visual display of quantitative data
The outcome that depends on the independent variable and covariates
External/organizational scans - identify business needs - identify change initiatives - collect data - analyze data - report on the data - design the change initiative
The process that connects information - education - expertise - and practical application of people in an organization for the purposes of sharing and access.
Charts - graphs

37. Describe how facilitation differs from training
Social contexting - contexting - authority - and concept of time
Kurt Lewin's forcefield analysis
Facilitation is used to involve participants - and to help them learn from one another.
Maslow's hierarchy - McGregor's Theory X and Y of management

38. Open questions
Constraints analysis
Job analysis
Ideas - processes - procedures - methods of operation - concepts - principles - and discoveries
Questions that stimulate discussion

39. Confidence interval
Identify performance gaps - gains commitment to learning - constructs practice to close gaps - drives application and reflection to improve competence
Kurt Lewin's forcefield analysis
The expected range of a measurement
Documentation audit - information system survey - identification of external information sources

40. Two circumstances where e-learning is particularly useful
Self-contained chunk of instructional material
An HTML tag identifying the context of the contents on a website or knowledge base.
Pedagogy
Rote skills - and prerequisite material

41. succession planning
Polling questions
Matching current - usually high-potential employees - with future roles within the company to systematic prepare them for a future role
Disengagement - disidentification - disorientation - and disenchantment.
Cognitivism

42. The tasks involved in the implementation phase of strategic development
Balanced scorecard
Opener - bridge - main body - and close
Long-term process for performance improvement based on 1-on-1 interactions where mentee retains the responsibility for improvement
Establish short-term objectives - create an action plan to achieve short-term objectives - allocate resources to the objectives - motivate employees to reach the objectives

43. The four parts of the International Federation's (ICF) ethical standards
Determine business impact - improve the design of the learning experience - determine the content's adequacy
Solution Selection
Experiential learning
Philosophy of coaching - definition of coaching - standards of ethical coaching conduct - pledge of coaching ethics

44. The three tasks of business analysis
Ideas - processes - procedures - methods of operation - concepts - principles - and discoveries
Bloom's Taxonomy
Identify business goals - clarify those goals - determine specificity and measurability of the goals.
Experiential learning

45. The three competency elements that constitute most jobs
Data that has been given context
Electronic performance support system (EPSS)
problem - establish action plan - clarify values - identify alternatives - discover probable outcomes - eliminate alternatives systematically - start action
Managerial/administrative - supervisory - functional

46. Critical Path
The minimum time schedule for completing all the tasks in a project with several overlapping or dependent tasks.
Change Management
Interview - survey/questionnaire - observation - focus group - work diary/work log
Information that combined with understanding enables understanding

47. The purpose of an after-action review

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48. List seven principles of adult learning
Information that combined with understanding enables understanding
Andragogy - time pressures - goal orientation - previous knowledge and experience - relevent content - levels of motivation - and different learning styles
Change Management
Multiple intelligences theory

49. Types of Level 5 instruments
Weak manager judgments or experience levels - identified talent shortages - organization culture suports structured programs
No area is overlooked - forces to be used are known - there is time to develop other strategies if the analysis reveals the need
HPI uses a results-based - systematic approach - HPI focuses on accomplishments before behavior - Organizations are systems.
Control groups - management estimates - extant data - external studies

50. The measure that is defined by mean - median - and mode
The process that enables organizations to create short reference materials with relevant information by reducing information into codified - categorized - and reusable content.
Job analysis
Central tendency
Change is a process not an event. Change management is the process of directing change at each level of an organization.