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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 four most important skills for a coach
Relevance - inquiry - freedom - connectedness - reception - empowerment - play
A variable in whole number or distinct units (opposed to continuous)
Communication - client motivation - self-management - technical skills
Productivity Environmental Preference Survey (PEPS) - Canfield Learning Style Inventory - and Learning Style Questionnaire

2. Four characteristics of highly motivated clients
To aid in career planning
Socratic questioning
Eager to succeed - open to support - interested in different tactics/methods and trying those out - learning oriented
Facilitation is used to involve participants - and to help them learn from one another.

3. Sampling

4. A computer application that is linked directly to another application to train or guide workers through a task
Discovery - Dream - Design - and Destiny
Cognitivism
Electronic performance support system (EPSS)
Threat - problem - solution - habit

5. Knowledge
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
Growth - exploratory - establishment - maintenance - decline
Information that combined with understanding enables understanding
Questions that stimulate discussion

6. Factors that determine fair use
Semantic differential
Scaling and integrity
Performance records - direct observation - supervisor checklists
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

7. The core belief of appreciative inquiry theory
Suggestopedia
Driving forces - restraining forces - current state - desired state
The world is created in conversation
Long-term process for performance improvement based on 1-on-1 interactions where mentee retains the responsibility for improvement

8. The six interactive and interdependent components of an action learning program
Business Analysis
Disengagement - disidentification - disorientation - and disenchantment.
Problem - action learning group - emphasis on careful questioning and listening - resolution to take action - commitment to learning - group facilitator/learning coach
Convergers - divergers - assimilators - and accommodators

9. Three criteria for formative evaluation
Validity
Productivity Environmental Preference Survey (PEPS) - Canfield Learning Style Inventory - and Learning Style Questionnaire
Understandable - accurate - functional
Groupthink

10. Information
Multiple intelligences theory
Maslow's hierarchy - McGregor's Theory X and Y of management
Data that has been given context
Subject-matter expert

11. PERT
Knowledge in one's personal memory - includes judgment - insights - experience - know-how - personal beliefs - and personal values.
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.
Structures - patterns - events
The selection of measurement points which can have a large impact on the research's ability to be generalized

12. The theory that describes how intelligences reflect how people prefer to process information
Chaos is simple systems generating complicated behavior. Complexity is complicated systems generating simple behavior.
Multiple intelligences theory
Problem - action learning group - emphasis on careful questioning and listening - resolution to take action - commitment to learning - group facilitator/learning coach
Learner self-concept - Learner prior experience - Readiness to learn - Orientation to learning - and Motivation to learn

13. The three tasks of business analysis
Theatre style
Opener - bridge - main body - and close
Interviews
Identify business goals - clarify those goals - determine specificity and measurability of the goals.

14. Two influences of great effect on employee motivation
Identify performance gaps - gains commitment to learning - constructs practice to close gaps - drives application and reflection to improve competence
A variable the influences the dependent variable
Conduct a SWOT - establish strategic goals - develop strategies to achieve the strategic goals
Management - performance

15. LMS
Social contexting - contexting - authority - and concept of time
Learning Management System. Software that automates administration - tracking - and reporting of learning events (ILT and online).
Adult learning theories - instructional design techniques
Structure

16. Quantitative
Measures of quantity or numbers
Functional context
Cross-functional - cross-country/international
Mentoring is longer term - and mentors do not have responsibility for participants improvement.

17. Information Architecture
A description or design specification for how information should be treated and organized.
External and environmental influences
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
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

18. Three basic management styles
Dictatorship - anarchy - democracy
Bloom's Taxonomy
External and environmental influences
Learner-centered - content-centered

19. The technique trainers should use when a presentation is formal and should present a professional image
Data that has been given context
Slides
Observe body language
HPI uses a results-based - systematic approach - HPI focuses on accomplishments before behavior - Organizations are systems.

20. Four characteristics of effective openers

21. EPSS
Ideas - processes - procedures - methods of operation - concepts - principles - and discoveries
Electronic Performance Support System. Software that provides just-in-time help - guidance - coaching - or assistance to improve job performance.
Low frequency - high complexity - high consequence of error - high probability of change in the future
Action plans - interviews - questionnaires - focus groups - performance contracts

22. List David Kolk's four learning styles
A collection of code containing instructions for a computer to perform a specific action
Preparation
Convergers - divergers - assimilators - and accommodators
Job aids - and EPSS

23. The creator of the theory of three types of learning - knowledge - skills - and attitudes
Benjamin Bloom
Solution Selection
Suggestopedia
Written tests - oral Q&A - performance tests - role plays

24. Examples of collaborative software
Control groups - management estimates - extant data - external studies
Email - whiteboard - bulletin boards - chat rooms - online presentation tools - WIKIs - Blogs - forums - social sites
A variable in whole number or distinct units (opposed to continuous)
L = P + Q + R. Learning - Programmed instruction - Questioning - Reflection

25. Triple-loop learning
Focused on fundamental shifts in how people view themselves - and intentional alterations of beliefs and values about the world and themselves
Myer-Briggs Type Indicator (MBTI) - DiSC personality profile
The minimum time schedule for completing all the tasks in a project with several overlapping or dependent tasks.
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

26. 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
Initiating - planning - executing - controlling - closing
Reality - feasibility - authority - and learning opportunities
Seels and Glasgow instructional systems design model
Rote skills

27. Two characteristics of distance learning
Separation of place - time - or both among learners - instructors - and learning resources; Interactions are conducted through one or mode media.
Create new hire training - develop behavior-based interview questions - write performance objectives - prepare employees for career progression
Learning style
Ishikawa - fishbone

28. The purpose of strategic planning

29. Training that related to actual job circumstances
Job aids - and EPSS
Functional context
A collection of code containing instructions for a computer to perform a specific action
Capture attention - help message to be remembered - establish rapport - build credibility - and build team unity.

30. The five stages of D. E. Super's developmental framework
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
Growth - exploratory - establishment - maintenance - decline
Pedagogy
Written tests - oral Q&A - performance tests - role plays

31. Qualitative
Kurt Lewin's forcefield analysis
Measures looking at opinions - behaviors - and attributes
Return-on-investment ( (Benefits - Costs) / Costs) * 100
External and environmental influences

32. Four tasks typically done in the job analysis
Simulations
Learning Content Management System. Software that packages courses and learning materials for print - CD-ROM - and electronic publication.
Maslow's hierarchy
Create new hire training - develop behavior-based interview questions - write performance objectives - prepare employees for career progression

33. the meaning of significant - in a statistical context
Learning Content Management System. Software that packages courses and learning materials for print - CD-ROM - and electronic publication.
Competing - accommodating - avoiding - collaborating - and compromising.
In statistics - it means probably true
Data from archival records - existing records - report - and data

34. The seven basic self-governing behaviors
Psychomotor skills
Honesty - fairness - lawfulness - compassion - respect - loyalty - dependability
Reaction
Economic - social - political and legislative - workforce - technological - and competitive.

35. The two criteria that learners must demonstrate before leaving performance-based training (PBT)
Electronic performance support system (EPSS)
Learner characteristics like age - educational background - cultural background - learner expectations - and learn motivation to attend
Learning Management System. Software that automates administration - tracking - and reporting of learning events (ILT and online).
Knowledge - skills

36. Four things a coach does
Questionnaires - follow-up interviews - observation checklists
Preparation
A variable in whole number or distinct units (opposed to continuous)
Identify performance gaps - gains commitment to learning - constructs practice to close gaps - drives application and reflection to improve competence

37. The three foundations of action learning

38. What is the primary reason for 360-degree feedback
Capture attention - help message to be remembered - establish rapport - build credibility - and build team unity.
To aid in career planning
Solution Selection
Information - resources - incentives/consequences - knowledge and skills - capacity - and motivation.

39. Level 3 evaluation
Surveys
Structure
Results
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

40. The methods learning organizations use to create and foster productive learning
Culture - vision - strategy - and structure
A visual tools used to systematically describe actions/behaviors in a sequential flow - including all the steps and tasks for that process flow.
Written tests - oral Q&A - performance tests - role plays
External coaching - internal coaching

41. 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
Balanced scorecard
Reliability
Design

42. The final behavioral outcomes of a specific instructional event
Terminal objectives
Information - feedback
Experiential learning
Validity

43. Steps of managing a change project
Problem - action learning group - emphasis on careful questioning and listening - resolution to take action - commitment to learning - group facilitator/learning coach
Long-term process for performance improvement based on 1-on-1 interactions where mentee retains the responsibility for improvement
Initiating - planning - executing - controlling - closing
Formative evaluation

44. Five conflict responses
An HTML tag identifying the context of the contents on a website or knowledge base.
Learning Content Management System. Software that packages courses and learning materials for print - CD-ROM - and electronic publication.
Self-study guides - job aids - instructor-led materials - technology-delivered training deliverables - assessments
Competing - accommodating - avoiding - collaborating - and compromising.

45. The elements of the 4-D cycle
Discovery - Dream - Design - and Destiny
A group of people who share a common interest - and are willing to share the experiences of their common interest.
Gain understanding or learning objectives - learn the materials - practice the delivery - prepare questions to stimulate learning.
Virtual Reality. Computer-based technology that gives the user a realistic - 3-D - interactive experience that engages as many senses as possible.

46. The learning theory that attempts to involve the left and right hemispheres of the brain to make learning more natural
Management - performance
Brainstorming - case studies - and role plays
Accelerated Learning
Kurt Lewin's forcefield analysis

47. Two guiding principles of displaying quantative data in charts and graphs
Formative evaluation
Focused on fundamental shifts in how people view themselves - and intentional alterations of beliefs and values about the world and themselves
Scaling and integrity
Presentation software

48. The tasks involved in the evaluation phase of strategic development
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
HPI uses a results-based - systematic approach - HPI focuses on accomplishments before behavior - Organizations are systems.
Review strategies - measure performance - take correction action
Observe body language

49. Four barriers to communication during training delivery
An effective - structured way that captures people's learning from an experience.
Change Management
Language - speech - environmental - and psychological
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

50. The method where instruction is provided in a self-directed format that is available at all times - even with a facilitator is not online
Asynchronous
Breakeven ( ( Program Costs / Investment ) / ( Benefits / Cash Inflow) )
Learner-centered - content-centered
Awareness - modeling - targeted interventions - desensitization - training