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. Types of synthesis models
Technology - new products - shareholders - financial conditions - system challenges - process challenges - policies
Two-aix matrixes - flowcharts - dichotomy - graphic models
Phone - VoIP - online meetings - email - specialized software
Questions that check for understanding or test for consensus


2. The ability of the same measurement to produce consistent results over time
Reliability
Disengagement - disidentification - disorientation - and disenchantment.
Driving forces - restraining forces - current state - desired state
The world is created in conversation


3. Who is credited with the idea that learning objectives should contain a condition statement - a performance statement - and a criterion statement
Written tests - oral Q&A - performance tests - role plays
Opener - bridge - main body - and close
Questions that stimulate discussion
Robert Mager


4. The seven attributes essential for leadership per Warren Bennis
Technical competence - people skills - conceptual skills - results - taste - judgment - character
Myer-Briggs Type Indicator (MBTI) - DiSC personality profile
Rote skills - and prerequisite material
An HTML tag identifying the context of the contents on a website or knowledge base.


5. Mean
Knowledge - skills
The sum of the numbers divided by the total number of values
Do not discriminate in any aspect of employment based on disabilities - with reasonable accommodations such as interpreters - reading aids - instructional material modifications - etc.
Learner-centered - content-centered


6. Five approaches to facilitate inclusion
Philosophy of coaching - definition of coaching - standards of ethical coaching conduct - pledge of coaching ethics
Passive - active - empathetic - listening for knowledge - listening for clarification
Awareness - modeling - targeted interventions - desensitization - training
Current organization climate - available resources


7. Knowledge
Information that combined with understanding enables understanding
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 sum of the numbers divided by the total number of values
Learning technologies


8. The seven steps in Krumboltz's DECIDES model
Knowledge - skills
problem - establish action plan - clarify values - identify alternatives - discover probable outcomes - eliminate alternatives systematically - start action
Capture attention - help message to be remembered - establish rapport - build credibility - and build team unity.
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


9. Three examples of active training techniques
Reaction
Learning Management System (LMS)
Scaling and integrity
Brainstorming - case studies - and role plays


10. Content validity

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11. The fourth component of the ASTD HPI model
Change Management
Engage learner's attention - present materials as input to brain - practice with ideas and skills - review to create new connections and applications
Solution Selection
Formative evaluation


12. Five stages of Tuckman's team-maturing model
Maslow's hierarchy - McGregor's Theory X and Y of management
Job aids - and EPSS
Form - storm - norm - perform - and adjourn.
- measure - analyze - improve - control


13. Two theories of motivation for coaching

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14. Four activites to consider when closing a presentation
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
Growth - exploratory - establishment - maintenance - decline
The process that connects information - education - expertise - and practical application of people in an organization for the purposes of sharing and access.
Review of objective and key points - review participant benefits - call participants to action - ask participants if they have any questions.


15. Things feedback to a learner that answered a question should do
Indicate whether response was correct - explain an incorrect response or clarify a correct response - give instructions on how to proceed
Objectivity - confidentiality
Something that disrupts the flow of information between source and receiver
Andragogy - time pressures - goal orientation - previous knowledge and experience - relevent content - levels of motivation - and different learning styles


16. The three levels of problems in systems thinking
Structures - patterns - events
Data that has been given context
Icebreakers do not have to relate to the session materials. Opening exercise introduces the session materials being taught.
The sum of the numbers divided by the total number of values


17. An assessment done during formation
Structure and processes - resources - information - knowledge and skills - motives - and wellness.
Cognitive
Formative evaluation
Structure


18. The instructional design model is based on the assumptions that design happens in a context of project management that establishes roles - tasks - timelines - budgets - checkpoints - and supervisory procedures
The minimum time schedule for completing all the tasks in a project with several overlapping or dependent tasks.
A description or design specification for how information should be treated and organized.
Seels and Glasgow instructional systems design model
Learner characteristics like age - educational background - cultural background - learner expectations - and learn motivation to attend


19. Four common mistakes HPI professionals make in selecting - designing - and implementing interventions
Rote skills - and prerequisite material
Preparation
Failure to partner - failure to consider culture - failure to manage change - and failure to adapt to the client.
Sequence


20. The six interactive and interdependent components of an action learning program
The most frequently occurring value
Problem - action learning group - emphasis on careful questioning and listening - resolution to take action - commitment to learning - group facilitator/learning coach
Personal space
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


21. A computer application that is linked directly to another application to train or guide workers through a task
Analytical - amiable - drivers - expressive
Electronic performance support system (EPSS)
Rote skills - and prerequisite material
Learner characteristics like age - educational background - cultural background - learner expectations - and learn motivation to attend


22. The two mechanisms the chaos and complexity theory focus on
The sum of the numbers divided by the total number of values
Information - feedback
Separation of place - time - or both among learners - instructors - and learning resources; Interactions are conducted through one or mode media.
The most frequently occurring value


23. The three tasks of business analysis
Behavorism
Identify business goals - clarify those goals - determine specificity and measurability of the goals.
A collection of code containing instructions for a computer to perform a specific action
Learning Management System. Software that automates administration - tracking - and reporting of learning events (ILT and online).


24. What does context refer to in designing learning
The outcome that depends on the independent variable and covariates
Written tests - oral Q&A - performance tests - role plays
Inputs - outputs - process controls - and resources.
Learner characteristics like age - educational background - cultural background - learner expectations - and learn motivation to attend


25. LMS
The sum of the numbers divided by the total number of values
Structure and processes - resources - information - knowledge and skills - motives - and wellness.
Learning Management System. Software that automates administration - tracking - and reporting of learning events (ILT and online).
Action plans - interviews - questionnaires - focus groups - performance contracts


26. Steps of managing a change project
HPI uses a results-based - systematic approach - HPI focuses on accomplishments before behavior - Organizations are systems.
Upper-left cerebral - lower-left limbic - upper-right cerebral - and lower-right limbic
A collection of code containing instructions for a computer to perform a specific action
Initiating - planning - executing - controlling - closing


27. The HPI tool that uses the 80/20 rule
Pareto analysis
Driving forces - restraining forces - current state - desired state
Disengagement - disidentification - disorientation - and disenchantment.
Conduct a SWOT - establish strategic goals - develop strategies to achieve the strategic goals


28. The creator of the theory of three types of learning - knowledge - skills - and attitudes
Organization - process - and job/performer.
Technology - new products - shareholders - financial conditions - system challenges - process challenges - policies
Gain understanding or learning objectives - learn the materials - practice the delivery - prepare questions to stimulate learning.
Benjamin Bloom


29. Four stages of accelerated learning

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30. Sampling

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31. Skills / knowledge areas that SMEs may lack
Rote skills
Formulation - Development - Implementation - Evaluation
Data - Information - Knowledge
Adult learning theories - instructional design techniques


32. Levels of listening
Understandable - accurate - functional
Silence
Questionnaires - follow-up interviews - observation checklists
Passive - active - empathetic - listening for knowledge - listening for clarification


33. The diagnostic model that identifies the performance problem cause - based on cause driving solution

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34. The tool instructors can leverage from WBT to immediately determine a group's understanding of the material
Do not discriminate in any aspect of employment based on disabilities - with reasonable accommodations such as interpreters - reading aids - instructional material modifications - etc.
Polling questions
Accelerated Learning
Preparation


35. Two examples of performance support systems
Job aids - and EPSS
Numbers or variables used to classify a system
Surveys
Entertainment - interaction - control - usability - and customization


36. The steps in the outsourcing process
A variable in whole number or distinct units (opposed to continuous)
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
Sorting - tabulating - and comparing raw to summarized data
Ginzberg's theory


37. The seven basic self-governing behaviors
Honesty - fairness - lawfulness - compassion - respect - loyalty - dependability
Myer-Briggs Type Indicator (MBTI) - DiSC personality profile
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.
Convergers - divergers - assimilators - and accommodators


38. The final behavioral outcomes of a specific instructional event
Philosophy of coaching - definition of coaching - standards of ethical coaching conduct - pledge of coaching ethics
Learning Management System (LMS)
Terminal objectives
A measure of the variability of scores from the mean


39. The purposes of training evaluation

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40. Three learner preferences as defined by the VAK model
When the cause of the problem is a lack of knowledge or skills
Performance records - direct observation - supervisor checklists
Visual - Auditory - and Kinestethic
Information that combined with understanding enables understanding


41. The two criteria that learners must demonstrate before leaving performance-based training (PBT)
Knowledge - skills
Information - feedback
Breakeven ( ( Program Costs / Investment ) / ( Benefits / Cash Inflow) )
A measure of the variability of scores from the mean


42. Four benefits of web-based training
problem - establish action plan - clarify values - identify alternatives - discover probable outcomes - eliminate alternatives systematically - start action
Cost-effectiveness - accessibility and application - learner access - and self-direction
Sorting - tabulating - and comparing raw to summarized data
Observe body language


43. The four characteristics of online communication
Facilitation is used to involve participants - and to help them learn from one another.
Image oriented - interactive - immediate - and intimate.
Reliability
Developing employees - motivating employees - deploying employees - aligning people to process to increase performance


44. The four parts of the International Federation's (ICF) ethical standards
Create a vision - communicate the plan - connect the people - congratulate success
Philosophy of coaching - definition of coaching - standards of ethical coaching conduct - pledge of coaching ethics
Formative evaluation
Interviews


45. Quantitative
Navigation
Formative evaluation
A description or design specification for how information should be treated and organized.
Measures of quantity or numbers


46. The phases of strategic development
Language - speech - environmental - and psychological
Maslow's hierarchy - McGregor's Theory X and Y of management
Information - resources - incentives/consequences - knowledge and skills - capacity - and motivation.
Formulation - Development - Implementation - Evaluation


47. CBT
Likert scale
Computer-based training. Any learning event that uses computers as the primary distributions method.
Conduct a SWOT - establish strategic goals - develop strategies to achieve the strategic goals
The world is created in conversation


48. Knowledge Mapping
A measure of the variability of scores from the mean
Capture attention - reveal trainer's style - raise participant's comfort level - introduce the topic of the presentation.
Perform a front-end analysis
The process that connects information - education - expertise - and practical application of people in an organization for the purposes of sharing and access.


49. The four dimensions of personality per the Myers-Briggs Type Indicator
Chat rooms are essentially synchronous (real-time) message boards.
Extroversion/Introversion - Sensing/Intuition - Thinking/Feeling - Judgment/Perception
Monetary impact/ROI
Solution Selection


50. The type of learning that E-Learning is outstanding for teaching because it has infinite patience
To improve performance by systematically developing human expertise through organizational development and training
Rote skills
A description or design specification for how information should be treated and organized.
Mentoring is longer term - and mentors do not have responsibility for participants improvement.