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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 learning theory that attempts to involve the left and right hemispheres of the brain to make learning more natural
Accelerated Learning
Capture attention - help message to be remembered - establish rapport - build credibility - and build team unity.
Questions that check for understanding or test for consensus
Split-half

2. Change management
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
Hard data
Change is a process not an event. Change management is the process of directing change at each level of an organization.
Enabling objectives

3. The two mechanisms the chaos and complexity theory focus on
Objectivity - confidentiality
Reliability
Review of objective and key points - review participant benefits - call participants to action - ask participants if they have any questions.
Information - feedback

4. A method used to evaluation organizational effectiveness beyond financial measures
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.
An HTML tag identifying the context of the contents on a website or knowledge base.
Balanced scorecard

5. The process of giving advice or information from one person to another about the usefulness of an event - process or action
Feedback
Asynchronous
High cost - scheduling difficulties - and temporary (unless learners have opportunity to practice)
Ishikawa - fishbone

6. BCR
Psychomotor skills
Create new hire training - develop behavior-based interview questions - write performance objectives - prepare employees for career progression
A variable the influences the dependent variable
Benefit-to-cost ratio (Total Benefit / Total Program Cost)

7. Four steps to prepare for training delivery
Behavior
Gain understanding or learning objectives - learn the materials - practice the delivery - prepare questions to stimulate learning.
Harless' front-end analysis model
Form - storm - norm - perform - and adjourn.

8. RFP
Request for proposal. A communication from an organization to potential vendors that defines the organizations needs and how to respond to those needs.
Bloom's Taxonomy
Technology - new products - shareholders - financial conditions - system challenges - process challenges - policies
A variable in whole number or distinct units (opposed to continuous)

9. The technique that should account for 50% of the preparation for a presentation
Threat - problem - solution - habit
Structure and processes - resources - information - knowledge and skills - motives - and wellness.
Change Management
Rehersal

10. Discrete
Gain understanding or learning objectives - learn the materials - practice the delivery - prepare questions to stimulate learning.
A variable in whole number or distinct units (opposed to continuous)
Ishikawa - fishbone
Initiating - planning - executing - controlling - closing

11. learning object
Social contexting - contexting - authority - and concept of time
Chaos is simple systems generating complicated behavior. Complexity is complicated systems generating simple behavior.
Harless' front-end analysis model
Self-contained chunk of instructional material

12. A computer application that is linked directly to another application to train or guide workers through a task
Questions that check for understanding or test for consensus
Subject-matter expert
Electronic performance support system (EPSS)
Silence

13. Cordinal data
Numbers or variables used to rank order a system
External/organizational scans - identify business needs - identify change initiatives - collect data - analyze data - report on the data - design the change initiative
Ginzberg's theory
Cognitive

14. Information Architecture
A description or design specification for how information should be treated and organized.
Functional context
Understandable - accurate - functional
Business Analysis

15. The type of learning that E-Learning is outstanding for teaching because it has infinite patience
Analytical - amiable - drivers - expressive
Extroversion/Introversion - Sensing/Intuition - Thinking/Feeling - Judgment/Perception
Reaction
Rote skills

16. Knowledge
Communication - client motivation - self-management - technical skills
Information that combined with understanding enables understanding
The extent to which an instrument represents the program's content
Silence

17. The topics of the A-B-C-D training development process
Culture - vision - strategy - and structure
Low frequency - high complexity - high consequence of error - high probability of change in the future
Audience - behavior - condition - and degree
Form - storm - norm - perform - and adjourn.

18. Tacit knowledge

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19. Open questions
No area is overlooked - forces to be used are known - there is time to develop other strategies if the analysis reveals the need
Questions that stimulate discussion
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
Synchrononous occurs at a given time with a live instructor. Asynchronous is self-paced and available at any time.

20. The four components of a learning objective
The extent to which an instrument represents the program's content
Audience - Behavior - Condition - and Degree
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
Control groups - management estimates - extant data - external studies

21. An evaluation of an evaluation
Organization - process - and job/performer.
The expected range of a measurement
Meta-evaluation
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

22. The method by which a trainer recognize signs of boredom - disinterest - or lack of understanding
Self-contained chunk of instructional material
Bloom's taxonomy - six sigma - Kepner-Tregoe
Virtual Reality. Computer-based technology that gives the user a realistic - 3-D - interactive experience that engages as many senses as possible.
Observe body language

23. Dichotomous
A variable that can have one of two possible values.
Knowledge - skills
Numbers or variables used to rank order a system
Cost or budget - lesson content - learner background and expectations - time available - and facilities/equipment/materials

24. Types of Level 4 instruments
Documentation audit - information system survey - identification of external information sources
Performance records - direct observation - supervisor checklists
Questionnaires - follow-up interviews - observation checklists
Identify performance gaps - gains commitment to learning - constructs practice to close gaps - drives application and reflection to improve competence

25. Five conflict responses
Reliability
Problem - action learning group - emphasis on careful questioning and listening - resolution to take action - commitment to learning - group facilitator/learning coach
Results
Competing - accommodating - avoiding - collaborating - and compromising.

26. Four stages of accelerated learning

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27. The components of the VAK model
Sorting - tabulating - and comparing raw to summarized data
High cost - scheduling difficulties - and temporary (unless learners have opportunity to practice)
Learning style
Visual - Auditory - and Kinestethic

28. The type of question - often starting with 'what if ...' - that is used to get learners to thinking freely
Constraints analysis
problem - establish action plan - clarify values - identify alternatives - discover probable outcomes - eliminate alternatives systematically - start action
Hypothetical
Feedback

29. Two types of personality inventory instruments
Socratic questioning
Myer-Briggs Type Indicator (MBTI) - DiSC personality profile
L = P + Q + R. Learning - Programmed instruction - Questioning - Reflection
Knowledge - skills - desire - environment - and opportunity

30. Three basic management styles
Dictatorship - anarchy - democracy
Business Analysis
A measure of the variability of scores from the mean
A description or design specification for how information should be treated and organized.

31. Closed questions
Questions that check for understanding or test for consensus
Diagnose the problem - generate alternative actions/behaviors - identify consequences for those actions/behaviors
Myer-Briggs Type Indicator (MBTI) - DiSC personality profile
Opener - bridge - main body - and close

32. The processes performance management is primarily concerned with
Inputs - outputs - process controls - and resources.
Developing employees - motivating employees - deploying employees - aligning people to process to increase performance
Audience - behavior - condition - and degree
A group of people who share a common interest - and are willing to share the experiences of their common interest.

33. The framework developed by Patricia Cross to describe some differences between adult and child learners
Opportunity-centered
Characteristics of adults as learners (CAL) conceptual framework
Results
Knowledge - skills - desire - environment - and opportunity

34. The technique trainers should use when a presentation is formal and should present a professional image
To aid in career planning
Agreeing with the client when another response would be better - being judgmental or too rigid - progressing at the wrong pace (too fast/too slow) for the client
Knowledge - skills
Slides

35. The three levels of problems in systems thinking
Behavior
Evaluation
An unknown or uncontrolled variable that produces an effect
Structures - patterns - events

36. Qualitative
The multiple dependent variables in a study with multiple independent variables
Dictatorship - anarchy - democracy
External coaching - internal coaching
Measures looking at opinions - behaviors - and attributes

37. The seven basic self-governing behaviors
Diagnose the problem - generate alternative actions/behaviors - identify consequences for those actions/behaviors
Andragogy - time pressures - goal orientation - previous knowledge and experience - relevent content - levels of motivation - and different learning styles
Maslow's hierarchy
Honesty - fairness - lawfulness - compassion - respect - loyalty - dependability

38. List David Kolk's four learning styles
Upper-left cerebral - lower-left limbic - upper-right cerebral - and lower-right limbic
Walk towards a participant as they speak
Convergers - divergers - assimilators - and accommodators
- measure - analyze - improve - control

39. Nominal data
Knowledge - skills
Do not discriminate in any aspect of employment based on disabilities - with reasonable accommodations such as interpreters - reading aids - instructional material modifications - etc.
Dictatorship - anarchy - democracy
Numbers or variables used to classify a system

40. The steps in the outsourcing process
Kurt Lewin's forcefield analysis
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
Icebreakers do not have to relate to the session materials. Opening exercise introduces the session materials being taught.
Hypothetical

41. The seventh component of the ASTD HPI model
Questions that stimulate discussion
Driving forces - restraining forces - current state - desired state
Learner self-concept - Learner prior experience - Readiness to learn - Orientation to learning - and Motivation to learn
Change Management

42. The characteristics of a complex system
Business needs - performance needs - learning needs - and learner needs
DMAIC methodology - IPO model - flowcharting - evaluation models
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
High cost - scheduling difficulties - and temporary (unless learners have opportunity to practice)

43. Contrast synchronous to asynchronous e-learning
Review strategies - measure performance - take correction action
Driving forces - restraining forces - current state - desired state
Synchrononous occurs at a given time with a live instructor. Asynchronous is self-paced and available at any time.
Visual - Auditory - and Kinestethic

44. Triple-loop learning
Focused on fundamental shifts in how people view themselves - and intentional alterations of beliefs and values about the world and themselves
Diagnose the problem - generate alternative actions/behaviors - identify consequences for those actions/behaviors
Review strategies - measure performance - take correction action
Visual - Auditory - and Kinestethic

45. EPSS
Electronic Performance Support System. Software that provides just-in-time help - guidance - coaching - or assistance to improve job performance.
Understandable - accurate - functional
Mentoring is longer term - and mentors do not have responsibility for participants improvement.
Learning Management System (LMS)

46. The linear scale use to rate statements and attitudes
A collection of code containing instructions for a computer to perform a specific action
Review strategies - measure performance - take correction action
Polling questions
Likert scale

47. Exercises that include a form of real-life situation that allows participants to practice is called
Simulations
Defining objectives - identifying necessary data - selecting data collection methods - collecting data - analyzing and confirming data - and reporting on the data
Performance Analysis
The world is created in conversation

48. The three fundamental principles of HPI
Job aids - and EPSS
Learning Content Management System. Software that packages courses and learning materials for print - CD-ROM - and electronic publication.
HPI uses a results-based - systematic approach - HPI focuses on accomplishments before behavior - Organizations are systems.
Experiencing - publishing - processing - generalizing - and applying

49. succession planning
Kurt Lewin's forcefield analysis
Bloom's taxonomy - six sigma - Kepner-Tregoe
Matching current - usually high-potential employees - with future roles within the company to systematic prepare them for a future role
The most frequently occurring value

50. What does proxemics refer to?
Electronic performance support system (EPSS)
Cost-effectiveness - accessibility and application - learner access - and self-direction
Personal space
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