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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 elements of the 4-D cycle
Discovery - Dream - Design - and Destiny
Problem - action learning group - emphasis on careful questioning and listening - resolution to take action - commitment to learning - group facilitator/learning coach
Learning style
Opener - bridge - main body - and close

2. Open questions
The outcome that depends on the independent variable and covariates
Questions that stimulate discussion
External and environmental influences
Harless' front-end analysis model

3. The purpose of an after-action review

4. Five conflict responses
Competing - accommodating - avoiding - collaborating - and compromising.
Terminal objectives
Cross-functional - cross-country/international
Hypothetical

5. The difference between an icebreaker and an opening exercise
Kurt Lewin's forcefield analysis
Sorting - tabulating - and comparing raw to summarized data
A variable the influences the dependent variable
Icebreakers do not have to relate to the session materials. Opening exercise introduces the session materials being taught.

6. The tasks involved in the evaluation phase of strategic development
Economic - social - political and legislative - workforce - technological - and competitive.
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
Phone - VoIP - online meetings - email - specialized software
Review strategies - measure performance - take correction action

7. The purpose of workforce planning
A visual tools used to systematically describe actions/behaviors in a sequential flow - including all the steps and tasks for that process flow.
Return-on-investment ( (Benefits - Costs) / Costs) * 100
To improve performance by systematically developing human expertise through organizational development and training
Websites where users post questions - thoughts and observations - and can reply to other users postings of the same

8. The four dimensions of personality per the Myers-Briggs Type Indicator
Learning organizations - systems thinking
Control groups - management estimates - extant data - external studies
Breakeven ( ( Program Costs / Investment ) / ( Benefits / Cash Inflow) )
Extroversion/Introversion - Sensing/Intuition - Thinking/Feeling - Judgment/Perception

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

10. A method used to evaluation organizational effectiveness beyond financial measures
HPI uses a results-based - systematic approach - HPI focuses on accomplishments before behavior - Organizations are systems.
Data - Information - Knowledge
Balanced scorecard
A variable that can have one of two possible values.

11. Types of Level 4 instruments
Learner self-concept - Learner prior experience - Readiness to learn - Orientation to learning - and Motivation to learn
External and environmental influences
Semantic differential
Performance records - direct observation - supervisor checklists

12. The technique trainers should use when they want to use the revelation technique
Bloom's Taxonomy
Hypothetical
Initiating - planning - executing - controlling - closing
Presentation software

13. The linear scale use to rate statements and attitudes
Upper-left cerebral - lower-left limbic - upper-right cerebral - and lower-right limbic
Convergers - divergers - assimilators - and accommodators
Likert scale
Learning Content Management System. Software that packages courses and learning materials for print - CD-ROM - and electronic publication.

14. The HPI tool used to collect current performance - learner analysis - and business needs
Rote skills - and prerequisite material
Interviews
Engage learner's attention - present materials as input to brain - practice with ideas and skills - review to create new connections and applications
Create a vision - communicate the plan - connect the people - congratulate success

15. Mode
Cognitivism
Cause Analysis
Information that combined with understanding enables understanding
The most frequently occurring value

16. The theory that describes how intelligences reflect how people prefer to process information
Initiating - planning - executing - controlling - closing
Multiple intelligences theory
Audience - behavior - condition - and degree
The mid-point of the distribution - 50% of the values are above/below this value

17. Closed questions
Reaction
Questions that check for understanding or test for consensus
Knowledge that has been documented - includes books - manuals - training courses - job aids - software rules - databases - etc.
Pedagogy

18. The five criteria to measure performance after coaching
Presentation software
Speed - quantity - quality/accuracy - thoroughness - timeliness
Form - storm - norm - perform - and adjourn.
Cognitive

19. CBT
problem - establish action plan - clarify values - identify alternatives - discover probable outcomes - eliminate alternatives systematically - start action
Computer-based training. Any learning event that uses computers as the primary distributions method.
Language - speech - environmental - and psychological
Preparation

20. Information
Data that has been given context
Split-half
An unknown or uncontrolled variable that produces an effect
Polling questions

21. Four characteristics of tasks that are well-suited for job aids
A variable whose quantification can be broken down into very small units - often called analog (opposed to discrete)
Low frequency - high complexity - high consequence of error - high probability of change in the future
Terminal objectives
Time and resource intensive - undue influence of vocal member(s) - difficult to facilitate with a single facilitator to encourage participation and take notes

22. What does context refer to in designing learning
Review strategies - measure performance - take correction action
Learner characteristics like age - educational background - cultural background - learner expectations - and learn motivation to attend
Maslow's hierarchy
Cognitivism

23. List seven things that cannot be copyrighted
Solution Selection
Learning Management System (LMS)
Ideas - processes - procedures - methods of operation - concepts - principles - and discoveries
Learner characteristics like age - educational background - cultural background - learner expectations - and learn motivation to attend

24. Four barriers to communication during training delivery
Focused on fundamental shifts in how people view themselves - and intentional alterations of beliefs and values about the world and themselves
Language - speech - environmental - and psychological
Behavorism
Do not discriminate in any aspect of employment based on disabilities - with reasonable accommodations such as interpreters - reading aids - instructional material modifications - etc.

25. The seven basic self-governing behaviors
An unknown or uncontrolled variable that produces an effect
problem - establish action plan - clarify values - identify alternatives - discover probable outcomes - eliminate alternatives systematically - start action
Honesty - fairness - lawfulness - compassion - respect - loyalty - dependability
Documentation audit - information system survey - identification of external information sources

26. The components of the action learning formula
Dictatorship - anarchy - democracy
Mentoring is longer term - and mentors do not have responsibility for participants improvement.
L = P + Q + R. Learning - Programmed instruction - Questioning - Reflection
The extent to which an instrument predicts future results

27. The learning theory that attempts to involve the left and right hemispheres of the brain to make learning more natural
Technology - new products - shareholders - financial conditions - system challenges - process challenges - policies
Accelerated Learning
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
Communication - client motivation - self-management - technical skills

28. The five stages of D. E. Super's developmental framework
Visual - Auditory - and Kinestethic
Growth - exploratory - establishment - maintenance - decline
Performance audit
Learning Content Management System. Software that packages courses and learning materials for print - CD-ROM - and electronic publication.

29. The seven steps in Krumboltz's DECIDES model
Split-half
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
problem - establish action plan - clarify values - identify alternatives - discover probable outcomes - eliminate alternatives systematically - start action
Language - speech - environmental - and psychological

30. Five stages of Tuckman's team-maturing model
A group of people who share a common interest - and are willing to share the experiences of their common interest.
Howard Gardner
Form - storm - norm - perform - and adjourn.
Walk towards a participant as they speak

31. The e-Learning techniques allows learners to personally assess what can be learned - the value of the content - and the difficulty of the content
Gain understanding or learning objectives - learn the materials - practice the delivery - prepare questions to stimulate learning.
Seels and Glasgow instructional systems design model
Navigation
Identify organizational values - development mission - develop vision - develop value statements

32. The tool instructors can leverage from WBT to immediately determine a group's understanding of the material
Managerial/administrative - supervisory - functional
Polling questions
Ideas - processes - procedures - methods of operation - concepts - principles - and discoveries
Email - whiteboard - bulletin boards - chat rooms - online presentation tools - WIKIs - Blogs - forums - social sites

33. The steps of a needs analysis
Seels and Glasgow instructional systems design model
Time and resource intensive - undue influence of vocal member(s) - difficult to facilitate with a single facilitator to encourage participation and take notes
External/organizational scans - identify business needs - identify change initiatives - collect data - analyze data - report on the data - design the change initiative
Ideas - processes - procedures - methods of operation - concepts - principles - and discoveries

34. Process Map
A visual tools used to systematically describe actions/behaviors in a sequential flow - including all the steps and tasks for that process flow.
Reality - feasibility - authority - and learning opportunities
Howard Gardner
Polling questions

35. Four variables that effect how members of a culture think and express themselves
Pilot tests - technical reviews - production reviews
Social contexting - contexting - authority - and concept of time
Virtual Reality. Computer-based technology that gives the user a realistic - 3-D - interactive experience that engages as many senses as possible.
Written tests - oral Q&A - performance tests - role plays

36. Types of Level 2 instruments
Perform a front-end analysis
Written tests - oral Q&A - performance tests - role plays
External coaching - internal coaching
Audience - Behavior - Condition - and Degree

37. scripting
Questions that stimulate discussion
A collection of code containing instructions for a computer to perform a specific action
Characteristics of adults as learners (CAL) conceptual framework
Electronic performance support system (EPSS)

38. The six steps in a training needs assessment
Awareness - modeling - targeted interventions - desensitization - training
Sequence
Personal space
Defining objectives - identifying necessary data - selecting data collection methods - collecting data - analyzing and confirming data - and reporting on the data

39. Four characteristics of highly motivated clients
The selection of measurement points which can have a large impact on the research's ability to be generalized
Eager to succeed - open to support - interested in different tactics/methods and trying those out - learning oriented
Philosophy of coaching - definition of coaching - standards of ethical coaching conduct - pledge of coaching ethics
Focused on fundamental shifts in how people view themselves - and intentional alterations of beliefs and values about the world and themselves

40. PERT
Opener - bridge - main body - and close
Virtual Reality. Computer-based technology that gives the user a realistic - 3-D - interactive experience that engages as many senses as possible.
External/organizational scans - identify business needs - identify change initiatives - collect data - analyze data - report on the data - design the change initiative
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.

41. 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

42. Systems thinking
Thinking about the whole organization - rather than individuals - and looking primarily at processes
Management - performance
Engage learner's attention - present materials as input to brain - practice with ideas and skills - review to create new connections and applications
Gain understanding or learning objectives - learn the materials - practice the delivery - prepare questions to stimulate learning.

43. The factors that are defined during the performance gap analysis
Driving forces - restraining forces - current state - desired state
Measures of quantity or numbers
Websites where users post questions - thoughts and observations - and can reply to other users postings of the same
- measure - analyze - improve - control

44. Four ways to create a learning climate based on Knowles' work
Data that has been given context
Create safe haven for learning - create a comfortable environment - encourage participation - facilitate more than lecture.
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
Information - feedback

45. Nominal data
Gain understanding or learning objectives - learn the materials - practice the delivery - prepare questions to stimulate learning.
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
Numbers or variables used to classify a system
Current organization climate - available resources

46. EPSS
Initiating - planning - executing - controlling - closing
Theatre style
Electronic Performance Support System. Software that provides just-in-time help - guidance - coaching - or assistance to improve job performance.
To improve performance by systematically developing human expertise through organizational development and training

47. Level 4 evaluation
Determine business impact - improve the design of the learning experience - determine the content's adequacy
Behavior
HPI uses a results-based - systematic approach - HPI focuses on accomplishments before behavior - Organizations are systems.
Relevance - inquiry - freedom - connectedness - reception - empowerment - play

48. Compare/contrast chaos and complexity
Form - storm - norm - perform - and adjourn.
Brainstorming - case studies - and role plays
Questions that check for understanding or test for consensus
Chaos is simple systems generating complicated behavior. Complexity is complicated systems generating simple behavior.

49. Four stages of transition through M&As
Meta-evaluation
Image oriented - interactive - immediate - and intimate.
Disengagement - disidentification - disorientation - and disenchantment.
Learner characteristics like age - educational background - cultural background - learner expectations - and learn motivation to attend

50. The creator of the theory of three types of learning - knowledge - skills - and attitudes
Engage learner's attention - present materials as input to brain - practice with ideas and skills - review to create new connections and applications
No area is overlooked - forces to be used are known - there is time to develop other strategies if the analysis reveals the need
Job analysis
Benjamin Bloom