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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. Types of formative evaluation
Hard data
Pilot tests - technical reviews - production reviews
Walk towards a participant as they speak
The extent to which an instrument predicts future results

2. The purpose of workforce planning
To improve performance by systematically developing human expertise through organizational development and training
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
Organization - process - and job/performer.
Structures - patterns - events

3. Four activites to consider when closing a presentation
Weak manager judgments or experience levels - identified talent shortages - organization culture suports structured programs
Review of objective and key points - review participant benefits - call participants to action - ask participants if they have any questions.
Rote skills - and prerequisite material
Disengagement - disidentification - disorientation - and disenchantment.

4. The four components of a learning objective
Questionnaires - follow-up interviews - observation checklists
Surveys
Audience - Behavior - Condition - and Degree
Interviews

5. The fifth component of the ASTD HPI model
Robert Mager
Knowledge that has been documented - includes books - manuals - training courses - job aids - software rules - databases - etc.
Solution Implementation
Audience - Behavior - Condition - and Degree

6. Three advantages of interviews as a data gathering technique
Questions that check for understanding or test for consensus
Rich data - comparable data across interviews with proper construction of interview protocol - and adds depth to quantative methods
Failure to partner - failure to consider culture - failure to manage change - and failure to adapt to the client.
Monetary impact/ROI

7. Two guiding principles of displaying quantative data in charts and graphs
The process that enables organizations to create short reference materials with relevant information by reducing information into codified - categorized - and reusable content.
Virtual Reality. Computer-based technology that gives the user a realistic - 3-D - interactive experience that engages as many senses as possible.
Separation of place - time - or both among learners - instructors - and learning resources; Interactions are conducted through one or mode media.
Scaling and integrity

8. The second component of the ASTD HPI model
Performance Analysis
Create safe haven for learning - create a comfortable environment - encourage participation - facilitate more than lecture.
Rehersal
Cross-functional - cross-country/international

9. List seven things that cannot be copyrighted
Interviews
Ideas - processes - procedures - methods of operation - concepts - principles - and discoveries
The explicit and systematic management of intellectual capital and organizational knowledge for the purpose of improving organizations and the people in the organizations; as well as - associated processes like creating - gathering - organizing - ret
Change Management

10. The core belief of appreciative inquiry theory
Thinking about the whole organization - rather than individuals - and looking primarily at processes
The world is created in conversation
Audience - behavior - condition - and degree
The selection of measurement points which can have a large impact on the research's ability to be generalized

11. Two influences of great effect on employee motivation
A measure of the variability of scores from the mean
Review of objective and key points - review participant benefits - call participants to action - ask participants if they have any questions.
Management - performance
The mid-point of the distribution - 50% of the values are above/below this value

12. The requirements of the ADA
Do not discriminate in any aspect of employment based on disabilities - with reasonable accommodations such as interpreters - reading aids - instructional material modifications - etc.
Data - Information - Knowledge
Polling questions
Productivity Environmental Preference Survey (PEPS) - Canfield Learning Style Inventory - and Learning Style Questionnaire

13. The technique trainers should use when they want to use the revelation technique
Weak manager judgments or experience levels - identified talent shortages - organization culture suports structured programs
To improve performance by systematically developing human expertise through organizational development and training
Presentation software
Identify performance gaps - gains commitment to learning - constructs practice to close gaps - drives application and reflection to improve competence

14. Four benefits of web-based training
Harless' front-end analysis model
Suggestopedia
Two-aix matrixes - flowcharts - dichotomy - graphic models
Cost-effectiveness - accessibility and application - learner access - and self-direction

15. The use of electronic technologies to deliver information and facilitate the development of skills
Learning technologies
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.
Sorting - tabulating - and comparing raw to summarized data

16. The method used to identify all duties - responsibilities - and tasks that make up a single job function or role
Ginzberg's theory
Determine business impact - improve the design of the learning experience - determine the content's adequacy
Job analysis
Monetary impact/ROI

17. The five elements of learner engagement
Ideas - processes - procedures - methods of operation - concepts - principles - and discoveries
Computer-based training. Any learning event that uses computers as the primary distributions method.
Enabling objectives
Entertainment - interaction - control - usability - and customization

18. The learning theory that includes activities like behavioral modeling - simulations - role plays - skill drills - and rewards
Action plans - interviews - questionnaires - focus groups - performance contracts
Behavorism
External/organizational scans - identify business needs - identify change initiatives - collect data - analyze data - report on the data - design the change initiative
Electronic Performance Support System. Software that provides just-in-time help - guidance - coaching - or assistance to improve job performance.

19. The seven steps in Krumboltz's DECIDES model
Form - storm - norm - perform - and adjourn.
Upper-left cerebral - lower-left limbic - upper-right cerebral - and lower-right limbic
problem - establish action plan - clarify values - identify alternatives - discover probable outcomes - eliminate alternatives systematically - start action
Semantic differential

20. The four dimensions of personality per the Myers-Briggs Type Indicator
Characteristics of adults as learners (CAL) conceptual framework
Constraints analysis
Facilitation is used to involve participants - and to help them learn from one another.
Extroversion/Introversion - Sensing/Intuition - Thinking/Feeling - Judgment/Perception

21. List seven principles of adult learning
The extent to which an instrument represents the program's content
Andragogy - time pressures - goal orientation - previous knowledge and experience - relevent content - levels of motivation - and different learning styles
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
Hard data

22. Knowledge management
Maslow's hierarchy - McGregor's Theory X and Y of management
Capture attention - help message to be remembered - establish rapport - build credibility - and build team unity.
Communication - client motivation - self-management - technical skills
The explicit and systematic management of intellectual capital and organizational knowledge for the purpose of improving organizations and the people in the organizations; as well as - associated processes like creating - gathering - organizing - ret

23. The purpose of an after-action review

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24. The theory that matches individual needs to instructional experiences
Opportunity-centered
Culture - vision - strategy - and structure
Matching current - usually high-potential employees - with future roles within the company to systematic prepare them for a future role
Passive - active - empathetic - listening for knowledge - listening for clarification

25. The final behavioral outcomes of a specific instructional event
Terminal objectives
Observe body language
Enabling objectives
HPI uses a results-based - systematic approach - HPI focuses on accomplishments before behavior - Organizations are systems.

26. The first component of the ASTD HPI model
Written tests - oral Q&A - performance tests - role plays
An effective - structured way that captures people's learning from an experience.
Learning Content Management System. Software that packages courses and learning materials for print - CD-ROM - and electronic publication.
Business Analysis

27. Cordinal data
Numbers or variables used to rank order a system
Passive - active - empathetic - listening for knowledge - listening for clarification
Split-half
Indicate whether response was correct - explain an incorrect response or clarify a correct response - give instructions on how to proceed

28. The method a trainer can use to encourage a participant to continue speaking
Technology - new products - shareholders - financial conditions - system challenges - process challenges - policies
Driving forces - restraining forces - current state - desired state
Managers are responsible for their own development - executives are responsible for the development of their subordinates - the organization is responsible for providing growth opportunities
Walk towards a participant as they speak

29. VR
Questions that check for understanding or test for consensus
Hard data
Control groups - management estimates - extant data - external studies
Virtual Reality. Computer-based technology that gives the user a realistic - 3-D - interactive experience that engages as many senses as possible.

30. The technique trainers should use when a presentation is formal and should present a professional image
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
Adult learning theories - instructional design techniques
Slides
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

31. The philosophy of teaching focusing on the instructor rather than the participant - and is generally used to in reference to teaching children
Managerial/administrative - supervisory - functional
Hard data
Pedagogy
The most frequently occurring value

32. The components of the action learning formula
Request for proposal. A communication from an organization to potential vendors that defines the organizations needs and how to respond to those needs.
Rote skills
L = P + Q + R. Learning - Programmed instruction - Questioning - Reflection
External coaching - internal coaching

33. The four characteristics of online communication
Determine business impact - improve the design of the learning experience - determine the content's adequacy
The outcome that depends on the independent variable and covariates
Image oriented - interactive - immediate - and intimate.
Perform a front-end analysis

34. The three parts of the problem-solving model
Capture attention - help message to be remembered - establish rapport - build credibility - and build team unity.
Diagnose the problem - generate alternative actions/behaviors - identify consequences for those actions/behaviors
Managerial/administrative - supervisory - functional
Focused on learning and using new necessary skills through incremental change

35. The theory that describes how intelligences reflect how people prefer to process information
HPI uses a results-based - systematic approach - HPI focuses on accomplishments before behavior - Organizations are systems.
Multiple intelligences theory
Speed - quantity - quality/accuracy - thoroughness - timeliness
Numbers or variables used to rank order a system

36. Three tasks for knowledge mapping
Documentation audit - information system survey - identification of external information sources
Design
Measures of quantity or numbers
Audience - behavior - condition - and degree

37. The method used to identify the efficiency and effectiveness of employees
Establish scope - create plan - implement plan - monitor/evaluate/revise plan
Establish short-term objectives - create an action plan to achieve short-term objectives - allocate resources to the objectives - motivate employees to reach the objectives
Performance audit
Walk towards a participant as they speak

38. Five ways to use storytelling
Simulations
Capture attention - help message to be remembered - establish rapport - build credibility - and build team unity.
Phone - VoIP - online meetings - email - specialized software
Interviews

39. The purposes of training evaluation

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40. The HPI tool that can gather both qualitative and quantitative data
Defining objectives - identifying necessary data - selecting data collection methods - collecting data - analyzing and confirming data - and reporting on the data
A collection of code containing instructions for a computer to perform a specific action
Chat rooms are essentially synchronous (real-time) message boards.
Surveys

41. The questioning technique that seeks to develop critical thinking and creativity
Questions that check for understanding or test for consensus
Entertainment - interaction - control - usability - and customization
Reliability
Socratic questioning

42. LCMS
Indicate whether response was correct - explain an incorrect response or clarify a correct response - give instructions on how to proceed
Learning Content Management System. Software that packages courses and learning materials for print - CD-ROM - and electronic publication.
Polling questions
Audience - Behavior - Condition - and Degree

43. Four cases when a trainer should not use a chart pack
Focused on fundamental changes to thinking patterns and behaviors
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.
An effective - structured way that captures people's learning from an experience.
Structure and processes - resources - information - knowledge and skills - motives - and wellness.

44. Mentoring
A measure of the variability of scores from the mean
Reaction
Separation of place - time - or both among learners - instructors - and learning resources; Interactions are conducted through one or mode media.
Long-term process for performance improvement based on 1-on-1 interactions where mentee retains the responsibility for improvement

45. The seven basic self-governing behaviors
Honesty - fairness - lawfulness - compassion - respect - loyalty - dependability
Meta-evaluation
Managers are responsible for their own development - executives are responsible for the development of their subordinates - the organization is responsible for providing growth opportunities
Sorting - tabulating - and comparing raw to summarized data

46. Three basic management styles
Philosophy of coaching - definition of coaching - standards of ethical coaching conduct - pledge of coaching ethics
Dictatorship - anarchy - democracy
An HTML tag identifying the context of the contents on a website or knowledge base.
Icebreakers do not have to relate to the session materials. Opening exercise introduces the session materials being taught.

47. The five stages of D. E. Super's developmental framework
Engage learner's attention - present materials as input to brain - practice with ideas and skills - review to create new connections and applications
Managerial/administrative - supervisory - functional
Technical competence - people skills - conceptual skills - results - taste - judgment - character
Growth - exploratory - establishment - maintenance - decline

48. Nominal data
External coaching - internal coaching
Honesty - fairness - lawfulness - compassion - respect - loyalty - dependability
The world is created in conversation
Numbers or variables used to classify a system

49. Open questions
Focused on fundamental changes to thinking patterns and behaviors
Skill variety - task identity - task significance - autonomy - feedback
Questions that stimulate discussion
Andragogy - time pressures - goal orientation - previous knowledge and experience - relevent content - levels of motivation - and different learning styles

50. Quantitative
Mentoring is longer term - and mentors do not have responsibility for participants improvement.
Written tests - oral Q&A - performance tests - role plays
Measures of quantity or numbers
Rich data - comparable data across interviews with proper construction of interview protocol - and adds depth to quantative methods