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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 method used to identify all duties - responsibilities - and tasks that make up a single job function or role
Job analysis
Ideas - processes - procedures - methods of operation - concepts - principles - and discoveries
Disengagement - disidentification - disorientation - and disenchantment.
A variable whose quantification can be broken down into very small units - often called analog (opposed to discrete)

2. Describe a message board
Websites where users post questions - thoughts and observations - and can reply to other users postings of the same
Job analysis
Change is a process not an event. Change management is the process of directing change at each level of an organization.
Bloom's taxonomy - six sigma - Kepner-Tregoe

3. The tasks involved in the evaluation phase of strategic development
Create a vision - communicate the plan - connect the people - congratulate success
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
Review strategies - measure performance - take correction action
L = P + Q + R. Learning - Programmed instruction - Questioning - Reflection

4. Dependent
The outcome that depends on the independent variable and covariates
Return-on-investment ( (Benefits - Costs) / Costs) * 100
Rote skills - and prerequisite material
Questionnaires - follow-up interviews - observation checklists

5. Information
Psychomotor skills
Entertainment - interaction - control - usability - and customization
Focused on fundamental changes to thinking patterns and behaviors
Data that has been given context

6. Continuous
A variable whose quantification can be broken down into very small units - often called analog (opposed to discrete)
Performance Analysis
Honesty - fairness - lawfulness - compassion - respect - loyalty - dependability
The extent to which an instrument predicts future results

7. RFP
Request for proposal. A communication from an organization to potential vendors that defines the organizations needs and how to respond to those needs.
The mid-point of the distribution - 50% of the values are above/below this value
Relevance - inquiry - freedom - connectedness - reception - empowerment - play
A collection of code containing instructions for a computer to perform a specific action

8. The five criteria to measure performance after coaching
Speed - quantity - quality/accuracy - thoroughness - timeliness
Weak manager judgments or experience levels - identified talent shortages - organization culture suports structured programs
Kurt Lewin's forcefield analysis
Performance records - direct observation - supervisor checklists

9. The technique - developed by Georgi Lazanov - that uses the instructional application of stimulating the body and mind at peak efficiency to develop super-learning capabilities
Suggestopedia
Email - whiteboard - bulletin boards - chat rooms - online presentation tools - WIKIs - Blogs - forums - social sites
Review strategies - measure performance - take correction action
Engage learner's attention - present materials as input to brain - practice with ideas and skills - review to create new connections and applications

10. Four steps to prepare for training delivery
Gain understanding or learning objectives - learn the materials - practice the delivery - prepare questions to stimulate learning.
Personal space
Data from archival records - existing records - report - and data
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

11. Information Chunking
Central tendency
Benjamin Bloom
Separation of place - time - or both among learners - instructors - and learning resources; Interactions are conducted through one or mode media.
The process that enables organizations to create short reference materials with relevant information by reducing information into codified - categorized - and reusable content.

12. The three fundamental principles of HPI
Visual - Auditory - and Kinestethic
HPI uses a results-based - systematic approach - HPI focuses on accomplishments before behavior - Organizations are systems.
Business needs - performance needs - learning needs - and learner needs
An unknown or uncontrolled variable that produces an effect

13. PERT
Structure and processes - resources - information - knowledge and skills - motives - and wellness.
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.
The process that connects information - education - expertise - and practical application of people in an organization for the purposes of sharing and access.
Driving forces - restraining forces - current state - desired state

14. The two criteria that learners must demonstrate before leaving performance-based training (PBT)
Knowledge - skills
Experiential learning
Data from archival records - existing records - report - and data
A variable in whole number or distinct units (opposed to continuous)

15. Critical Path
A collection of code containing instructions for a computer to perform a specific action
Rote skills - and prerequisite material
Growth - exploratory - establishment - maintenance - decline
The minimum time schedule for completing all the tasks in a project with several overlapping or dependent tasks.

16. The HPI tool that can gather both qualitative and quantitative data
External/organizational scans - identify business needs - identify change initiatives - collect data - analyze data - report on the data - design the change initiative
External coaching - internal coaching
Surveys
Breakeven ( ( Program Costs / Investment ) / ( Benefits / Cash Inflow) )

17. Three disadvantages of focus groups
Time and resource intensive - undue influence of vocal member(s) - difficult to facilitate with a single facilitator to encourage participation and take notes
Synchrononous occurs at a given time with a live instructor. Asynchronous is self-paced and available at any time.
The mid-point of the distribution - 50% of the values are above/below this value
Measures of quantity or numbers

18. Steps of managing a change project
Initiating - planning - executing - controlling - closing
Technical competence - people skills - conceptual skills - results - taste - judgment - character
Knowledge - skills
Competing - accommodating - avoiding - collaborating - and compromising.

19. The type of learning that E-Learning is outstanding for teaching because it has infinite patience
Rote skills
Silence
Chaos is simple systems generating complicated behavior. Complexity is complicated systems generating simple behavior.
Control groups - management estimates - extant data - external studies

20. Who is credited with the idea that learning objectives should contain a condition statement - a performance statement - and a criterion statement
Upper-left cerebral - lower-left limbic - upper-right cerebral - and lower-right limbic
Robert Mager
To improve performance by systematically developing human expertise through organizational development and training
Audience - behavior - condition - and degree

21. BCR
Identify organizational values - development mission - develop vision - develop value statements
Benefit-to-cost ratio (Total Benefit / Total Program Cost)
Review strategies - measure performance - take correction action
The multiple dependent variables in a study with multiple independent variables

22. Three pitfalls of coaching
Current organization climate - available resources
Charts - graphs
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
External coaching - internal coaching

23. Confidence interval
Performance audit
The expected range of a measurement
Multiple intelligences theory
Performance Analysis

24. The core belief of appreciative inquiry theory
Surveys
The world is created in conversation
Social contexting - contexting - authority - and concept of time
Matching current - usually high-potential employees - with future roles within the company to systematic prepare them for a future role

25. Four barriers to communication during training delivery
Analytical - amiable - drivers - expressive
Language - speech - environmental - and psychological
Charts - graphs
Focused on fundamental changes to thinking patterns and behaviors

26. Four variables that effect how members of a culture think and express themselves
Rich data - comparable data across interviews with proper construction of interview protocol - and adds depth to quantative methods
Objectivity - confidentiality
Social contexting - contexting - authority - and concept of time
Business Analysis

27. Two guiding principles of displaying quantative data in charts and graphs
Scaling and integrity
The mid-point of the distribution - 50% of the values are above/below this value
Andragogy - time pressures - goal orientation - previous knowledge and experience - relevent content - levels of motivation - and different learning styles
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.

28. The processes performance management is primarily concerned with
Developing employees - motivating employees - deploying employees - aligning people to process to increase performance
Focused on fundamental shifts in how people view themselves - and intentional alterations of beliefs and values about the world and themselves
Change is a process not an event. Change management is the process of directing change at each level of an organization.
Electronic performance support system (EPSS)

29. The three major tasks of analyzing data
Separation of place - time - or both among learners - instructors - and learning resources; Interactions are conducted through one or mode media.
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
Sorting - tabulating - and comparing raw to summarized data
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

30. Three conditions that warrant multi-rater feedback
Validity
Weak manager judgments or experience levels - identified talent shortages - organization culture suports structured programs
Opportunity-centered
Change is a process not an event. Change management is the process of directing change at each level of an organization.

31. The philosophy of teaching focusing on the instructor rather than the participant - and is generally used to in reference to teaching children
The expected range of a measurement
The world is created in conversation
Pedagogy
Validity

32. The four components of a learning objective
Numbers or variables used to rank order a system
Sequence
Focused on learning and using new necessary skills through incremental change
Audience - Behavior - Condition - and Degree

33. Three criteria for formative evaluation
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
Understandable - accurate - functional
Electronic Performance Support System. Software that provides just-in-time help - guidance - coaching - or assistance to improve job performance.
Virtual Reality. Computer-based technology that gives the user a realistic - 3-D - interactive experience that engages as many senses as possible.

34. Four things a coach does
The selection of measurement points which can have a large impact on the research's ability to be generalized
Walk towards a participant as they speak
Questions that check for understanding or test for consensus
Identify performance gaps - gains commitment to learning - constructs practice to close gaps - drives application and reflection to improve competence

35. Five technologies that can be used to connect clients to coaches
Socratic questioning
Phone - VoIP - online meetings - email - specialized software
Sorting - tabulating - and comparing raw to summarized data
Gain understanding or learning objectives - learn the materials - practice the delivery - prepare questions to stimulate learning.

36. The six interactive and interdependent components of an action learning program
Problem - action learning group - emphasis on careful questioning and listening - resolution to take action - commitment to learning - group facilitator/learning coach
Robert Mager
Something that disrupts the flow of information between source and receiver
The outcome that depends on the independent variable and covariates

37. BE
Breakeven ( ( Program Costs / Investment ) / ( Benefits / Cash Inflow) )
Economic - social - political and legislative - workforce - technological - and competitive.
Knowledge - skills - desire - environment - and opportunity
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

38. The analysis that serves as a reality check to identify a project's limiting factors
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
Constraints analysis
Philosophy of coaching - definition of coaching - standards of ethical coaching conduct - pledge of coaching ethics
Cognitive

39. Information Architecture
Speed - quantity - quality/accuracy - thoroughness - timeliness
Pilot tests - technical reviews - production reviews
A description or design specification for how information should be treated and organized.
Self-contained chunk of instructional material

40. The four characteristics of online communication
Image oriented - interactive - immediate - and intimate.
No area is overlooked - forces to be used are known - there is time to develop other strategies if the analysis reveals the need
Measures of quantity or numbers
Data from archival records - existing records - report - and data

41. The four Cs of change
Separation of place - time - or both among learners - instructors - and learning resources; Interactions are conducted through one or mode media.
Create a vision - communicate the plan - connect the people - congratulate success
Objectivity - confidentiality
Design

42. The tool instructors can leverage from WBT to immediately determine a group's understanding of the material
Management - performance
Polling questions
Information that combined with understanding enables understanding
Separation of place - time - or both among learners - instructors - and learning resources; Interactions are conducted through one or mode media.

43. Types of Level 2 instruments
Electronic performance support system (EPSS)
Written tests - oral Q&A - performance tests - role plays
The extent to which an instrument represents the program's content
Audience - Behavior - Condition - and Degree

44. 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
To systematically plan an organization's future
Asynchronous
Change Management

45. The seven characteristics of good dialog
Social contexting - contexting - authority - and concept of time
Relevance - inquiry - freedom - connectedness - reception - empowerment - play
Capture attention - reveal trainer's style - raise participant's comfort level - introduce the topic of the presentation.
Current organization climate - available resources

46. The use of electronic technologies to deliver information and facilitate the development of skills
Indicate whether response was correct - explain an incorrect response or clarify a correct response - give instructions on how to proceed
Performance audit
Rote skills
Learning technologies

47. Level 5 evaluation
Honesty - fairness - lawfulness - compassion - respect - loyalty - dependability
Electronic Performance Support System. Software that provides just-in-time help - guidance - coaching - or assistance to improve job performance.
Monetary impact/ROI
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

48. Median
Disengagement - disidentification - disorientation - and disenchantment.
Economic - social - political and legislative - workforce - technological - and competitive.
Speed - quantity - quality/accuracy - thoroughness - timeliness
The mid-point of the distribution - 50% of the values are above/below this value

49. What does context refer to in designing learning
Benefit-to-cost ratio (Total Benefit / Total Program Cost)
Learner characteristics like age - educational background - cultural background - learner expectations - and learn motivation to attend
Experiencing - publishing - processing - generalizing - and applying
The minimum time schedule for completing all the tasks in a project with several overlapping or dependent tasks.

50. Predictive validity
Managers are responsible for their own development - executives are responsible for the development of their subordinates - the organization is responsible for providing growth opportunities
Rote skills
Measures of quantity or numbers
The extent to which an instrument predicts future results