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Certified Professional In Learning And Performance Cplp

Instructions:

Answer 50 questions in 15 minutes.
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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 five criteria to measure performance after coaching
Speed - quantity - quality/accuracy - thoroughness - timeliness
Management - performance
Visual - Auditory - and Kinestethic
Meta-evaluation

2. Sequencing and structure are closely related. What refers to the relationship among skills and topics
Initiating - planning - executing - controlling - closing
Audience - Behavior - Condition - and Degree
Structure
Philosophy of coaching - definition of coaching - standards of ethical coaching conduct - pledge of coaching ethics

3. The learning theory that includes activities like behavioral modeling - simulations - role plays - skill drills - and rewards
Eager to succeed - open to support - interested in different tactics/methods and trying those out - learning oriented
To aid in career planning
Silence
Behavorism

4. Four steps to prepare for training delivery
Documentation audit - information system survey - identification of external information sources
Gain understanding or learning objectives - learn the materials - practice the delivery - prepare questions to stimulate learning.
Economic - social - political and legislative - workforce - technological - and competitive.
Extroversion/Introversion - Sensing/Intuition - Thinking/Feeling - Judgment/Perception

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

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6. The e-Learning techniques allows learners to personally assess what can be learned - the value of the content - and the difficulty of the content
Engage learner's attention - present materials as input to brain - practice with ideas and skills - review to create new connections and applications
Job analysis
Navigation
Business Analysis

7. Four activites to consider when closing a presentation
Review of objective and key points - review participant benefits - call participants to action - ask participants if they have any questions.
Identify business goals - clarify those goals - determine specificity and measurability of the goals.
Chaos is simple systems generating complicated behavior. Complexity is complicated systems generating simple behavior.
Numbers or variables used to classify a system

8. Types of Level 2 instruments
External and environmental influences
Pilot tests - technical reviews - production reviews
Review of objective and key points - review participant benefits - call participants to action - ask participants if they have any questions.
Written tests - oral Q&A - performance tests - role plays

9. VR
Virtual Reality. Computer-based technology that gives the user a realistic - 3-D - interactive experience that engages as many senses as possible.
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.
Skill variety - task identity - task significance - autonomy - feedback
Observe body language

10. Three tools for determining learner preferences
Feedback
Low frequency - high complexity - high consequence of error - high probability of change in the future
Learning style
Productivity Environmental Preference Survey (PEPS) - Canfield Learning Style Inventory - and Learning Style Questionnaire

11. ROI
Sequence
Control groups - management estimates - extant data - external studies
Return-on-investment ( (Benefits - Costs) / Costs) * 100
Perform a front-end analysis

12. The instrument where participants rate two contrasting ideas or words by circling points on a line
Honesty - fairness - lawfulness - compassion - respect - loyalty - dependability
Thinking about the whole organization - rather than individuals - and looking primarily at processes
Semantic differential
A variable whose quantification can be broken down into very small units - often called analog (opposed to discrete)

13. The seven characteristics of good dialog
Chat rooms are essentially synchronous (real-time) message boards.
Developing employees - motivating employees - deploying employees - aligning people to process to increase performance
Semantic differential
Relevance - inquiry - freedom - connectedness - reception - empowerment - play

14. The four Cs of change
Dictatorship - anarchy - democracy
Action plans - interviews - questionnaires - focus groups - performance contracts
Business Analysis
Create a vision - communicate the plan - connect the people - congratulate success

15. Four stages of accelerated learning

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16. The three fundamental principles of HPI
Knowledge that has been documented - includes books - manuals - training courses - job aids - software rules - databases - etc.
HPI uses a results-based - systematic approach - HPI focuses on accomplishments before behavior - Organizations are systems.
Problem - action learning group - emphasis on careful questioning and listening - resolution to take action - commitment to learning - group facilitator/learning coach
High cost - scheduling difficulties - and temporary (unless learners have opportunity to practice)

17. The other names for a cause-and-effect diagram
Ishikawa - fishbone
Facilitation is used to involve participants - and to help them learn from one another.
The process that enables organizations to create short reference materials with relevant information by reducing information into codified - categorized - and reusable content.
Economic - social - political and legislative - workforce - technological - and competitive.

18. Four benefits of web-based training
Cost-effectiveness - accessibility and application - learner access - and self-direction
To aid in career planning
Numbers or variables used to classify a system
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

19. The two primary tools for the visual display of quantitative data
Charts - graphs
To systematically plan an organization's future
Knowledge that has been documented - includes books - manuals - training courses - job aids - software rules - databases - etc.
Pareto analysis

20. Level 5 evaluation
Monetary impact/ROI
A group of people who share a common interest - and are willing to share the experiences of their common interest.
Theatre style
Mentoring is longer term - and mentors do not have responsibility for participants improvement.

21. The process where each member of a group makes their opinions conform to the perceived group consensus
Focused on learning and using new necessary skills through incremental change
Identify business goals - clarify those goals - determine specificity and measurability of the goals.
Groupthink
Focused on fundamental shifts in how people view themselves - and intentional alterations of beliefs and values about the world and themselves

22. The four most important skills for a coach
Theatre style
Opener - bridge - main body - and close
Communication - client motivation - self-management - technical skills
Economic - social - political and legislative - workforce - technological - and competitive.

23. The six founding principles of systems thinking
Rote skills - and prerequisite material
Information that combined with understanding enables understanding
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
A visual tools used to systematically describe actions/behaviors in a sequential flow - including all the steps and tasks for that process flow.

24. Malcolm Knowles' work tipped the instructional systems design scale. The two ends of that scale
Long-term process for performance improvement based on 1-on-1 interactions where mentee retains the responsibility for improvement
Learner-centered - content-centered
Economic - social - political and legislative - workforce - technological - and competitive.
Focused on learning and using new necessary skills through incremental change

25. 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
Matching current - usually high-potential employees - with future roles within the company to systematic prepare them for a future role
Structure and processes - resources - information - knowledge and skills - motives - and wellness.
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

26. Discrete
Eager to succeed - open to support - interested in different tactics/methods and trying those out - learning oriented
Multiple intelligences theory
Data that has been given context
A variable in whole number or distinct units (opposed to continuous)

27. Karl Albrecht's progressive psychological phases of change response
An HTML tag identifying the context of the contents on a website or knowledge base.
Silence
Threat - problem - solution - habit
To improve performance by systematically developing human expertise through organizational development and training

28. Four tools and techniques related to six sigma
Questionnaires - follow-up interviews - observation checklists
Learning Content Management System. Software that packages courses and learning materials for print - CD-ROM - and electronic publication.
Constraints analysis
DMAIC methodology - IPO model - flowcharting - evaluation models

29. Meta-tag
Visual - Auditory - and Kinestethic
An HTML tag identifying the context of the contents on a website or knowledge base.
Terminal objectives
Seels and Glasgow instructional systems design model

30. Covariates
Problem - action learning group - emphasis on careful questioning and listening - resolution to take action - commitment to learning - group facilitator/learning coach
Subject-matter expert
The multiple dependent variables in a study with multiple independent variables
Myer-Briggs Type Indicator (MBTI) - DiSC personality profile

31. The HPI tool that can gather both qualitative and quantitative data
Identify business goals - clarify those goals - determine specificity and measurability of the goals.
Surveys
Structure and processes - resources - information - knowledge and skills - motives - and wellness.
Focused on fundamental changes to thinking patterns and behaviors

32. Process Map
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
A visual tools used to systematically describe actions/behaviors in a sequential flow - including all the steps and tasks for that process flow.
Measures of quantity or numbers
Computer-based training. Any learning event that uses computers as the primary distributions method.

33. The facilitation tool that can create just enough tension to get people thinking
Silence
External/organizational scans - identify business needs - identify change initiatives - collect data - analyze data - report on the data - design the change initiative
Behavorism
Knowledge - skills - desire - environment - and opportunity

34. Four characteristics of tasks that are well-suited for job aids
Characteristics of adults as learners (CAL) conceptual framework
Low frequency - high complexity - high consequence of error - high probability of change in the future
Rich data - comparable data across interviews with proper construction of interview protocol - and adds depth to quantative methods
Cost or budget - lesson content - learner background and expectations - time available - and facilities/equipment/materials

35. Two influences of great effect on employee motivation
Return-on-investment ( (Benefits - Costs) / Costs) * 100
Management - performance
Learning Content Management System. Software that packages courses and learning materials for print - CD-ROM - and electronic publication.
Convergers - divergers - assimilators - and accommodators

36. Three advantages of interviews as a data gathering technique
problem - establish action plan - clarify values - identify alternatives - discover probable outcomes - eliminate alternatives systematically - start action
Raw and non-contextual - and can exist in forms usable or not
Philosophy of coaching - definition of coaching - standards of ethical coaching conduct - pledge of coaching ethics
Rich data - comparable data across interviews with proper construction of interview protocol - and adds depth to quantative methods

37. Three criteria for formative evaluation
HPI uses a results-based - systematic approach - HPI focuses on accomplishments before behavior - Organizations are systems.
Understandable - accurate - functional
Surveys
Information - feedback

38. Five technologies that can be used to connect clients to coaches
A collection of code containing instructions for a computer to perform a specific action
Phone - VoIP - online meetings - email - specialized software
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
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

39. The components of the action learning formula
L = P + Q + R. Learning - Programmed instruction - Questioning - Reflection
Information - resources - incentives/consequences - knowledge and skills - capacity - and motivation.
Review strategies - measure performance - take correction action
External and environmental influences

40. The term for the relationship of people's positions in space
Evaluation
Structure and processes - resources - information - knowledge and skills - motives - and wellness.
Proxemics
Brainstorming - case studies - and role plays

41. The five principles of andragogy
Learner self-concept - Learner prior experience - Readiness to learn - Orientation to learning - and Motivation to learn
Communication - client motivation - self-management - technical skills
High cost - scheduling difficulties - and temporary (unless learners have opportunity to practice)
Maslow's hierarchy

42. Types of Level 1 instruments
Problem - action learning group - emphasis on careful questioning and listening - resolution to take action - commitment to learning - group facilitator/learning coach
Questionnaires - follow-up interviews - observation checklists
Knowledge - skills
L = P + Q + R. Learning - Programmed instruction - Questioning - Reflection

43. What is the best thing to do first when a client wants a designer to develop a training to improve declining business process
Perform a front-end analysis
Audience - Behavior - Condition - and Degree
Identify organizational values - development mission - develop vision - develop value statements
Multiple intelligences theory

44. The processes performance management is primarily concerned with
External and environmental influences
Competing - accommodating - avoiding - collaborating - and compromising.
Ideas - processes - procedures - methods of operation - concepts - principles - and discoveries
Developing employees - motivating employees - deploying employees - aligning people to process to increase performance

45. DMAIC
- measure - analyze - improve - control
Performance records - direct observation - supervisor checklists
Feedback
The world is created in conversation

46. 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

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47. The process of giving advice or information from one person to another about the usefulness of an event - process or action
Something that disrupts the flow of information between source and receiver
Developing employees - motivating employees - deploying employees - aligning people to process to increase performance
Feedback
Philosophy of coaching - definition of coaching - standards of ethical coaching conduct - pledge of coaching ethics

48. Types of Level 3 instruments
Thinking about the whole organization - rather than individuals - and looking primarily at processes
Action plans - interviews - questionnaires - focus groups - performance contracts
Determine business impact - improve the design of the learning experience - determine the content's adequacy
Personal space

49. Describe noise - in communication theory
Establish scope - create plan - implement plan - monitor/evaluate/revise plan
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
Hypothetical
Something that disrupts the flow of information between source and receiver

50. The purpose of workforce planning
Rich data - comparable data across interviews with proper construction of interview protocol - and adds depth to quantative methods
To improve performance by systematically developing human expertise through organizational development and training
Preparation
A variable that can have one of two possible values.