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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. Four elements of an effective oral presentation
Formulation - Development - Implementation - Evaluation
Focused on learning and using new necessary skills through incremental change
Opener - bridge - main body - and close
Visual - Auditory - and Kinestethic

2. Three basic management styles
Learning style
Return-on-investment ( (Benefits - Costs) / Costs) * 100
Dictatorship - anarchy - democracy
Benjamin Bloom

3. Four ways to create a learning climate based on Knowles' work
Rote skills
Create safe haven for learning - create a comfortable environment - encourage participation - facilitate more than lecture.
Data that has been given context
Benjamin Bloom

4. Four characteristics of effective openers

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5. Two types of coaching situations that primarily differ on the degree of confidentiality and sensitivity
Performance records - direct observation - supervisor checklists
Preparation
External coaching - internal coaching
Numbers or variables used to classify a system

6. Describe a chat room
Weak manager judgments or experience levels - identified talent shortages - organization culture suports structured programs
Establish scope - create plan - implement plan - monitor/evaluate/revise plan
Reliability
Chat rooms are essentially synchronous (real-time) message boards.

7. The tasks involved in the implementation phase of strategic development
Chaos is simple systems generating complicated behavior. Complexity is complicated systems generating simple behavior.
Extroversion/Introversion - Sensing/Intuition - Thinking/Feeling - Judgment/Perception
Terminal objectives
Establish short-term objectives - create an action plan to achieve short-term objectives - allocate resources to the objectives - motivate employees to reach the objectives

8. Types of synthesis models
Audience - behavior - condition - and degree
Experiencing - publishing - processing - generalizing - and applying
Two-aix matrixes - flowcharts - dichotomy - graphic models
Create a vision - communicate the plan - connect the people - congratulate success

9. What is the best thing to do first when a client wants a designer to develop a training to improve declining business process
The process that enables organizations to create short reference materials with relevant information by reducing information into codified - categorized - and reusable content.
Performance audit
Structures - patterns - events
Perform a front-end analysis

10. DMAIC
When the cause of the problem is a lack of knowledge or skills
- measure - analyze - improve - control
Functional context
A measure of the variability of scores from the mean

11. Four common mistakes HPI professionals make in selecting - designing - and implementing interventions
Split-half
Self-study guides - job aids - instructor-led materials - technology-delivered training deliverables - assessments
problem - establish action plan - clarify values - identify alternatives - discover probable outcomes - eliminate alternatives systematically - start action
Failure to partner - failure to consider culture - failure to manage change - and failure to adapt to the client.

12. Three criteria for formative evaluation
Understandable - accurate - functional
Groupthink
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
Questions that check for understanding or test for consensus

13. CBT
Computer-based training. Any learning event that uses computers as the primary distributions method.
Scaling and integrity
External coaching - internal coaching
Managerial/administrative - supervisory - functional

14. The four quadrants in W.E. (Ned) Herrmann's learning brain model
Defining objectives - identifying necessary data - selecting data collection methods - collecting data - analyzing and confirming data - and reporting on the data
Upper-left cerebral - lower-left limbic - upper-right cerebral - and lower-right limbic
Conduct a SWOT - establish strategic goals - develop strategies to achieve the strategic goals
Terminal objectives

15. Five mistakes managers can make to negatively impact employee motivation
Reaction
Ishikawa - fishbone
Misplacing ownership - misaligning incentives - saving recognition - playing favorites - misspeaking praise
Learner characteristics like age - educational background - cultural background - learner expectations - and learn motivation to attend

16. Covariates
The multiple dependent variables in a study with multiple independent variables
Walk towards a participant as they speak
Philosophy of coaching - definition of coaching - standards of ethical coaching conduct - pledge of coaching ethics
Focused on fundamental changes to thinking patterns and behaviors

17. The seventh component of the ASTD HPI model
Change Management
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
Information that combined with understanding enables understanding

18. The process of giving advice or information from one person to another about the usefulness of an event - process or action
Gain understanding or learning objectives - learn the materials - practice the delivery - prepare questions to stimulate learning.
Walk towards a participant as they speak
Ideas - processes - procedures - methods of operation - concepts - principles - and discoveries
Feedback

19. Five ways to use storytelling
Capture attention - help message to be remembered - establish rapport - build credibility - and build team unity.
Email - whiteboard - bulletin boards - chat rooms - online presentation tools - WIKIs - Blogs - forums - social sites
Productivity Environmental Preference Survey (PEPS) - Canfield Learning Style Inventory - and Learning Style Questionnaire
Time and resource intensive - undue influence of vocal member(s) - difficult to facilitate with a single facilitator to encourage participation and take notes

20. Closed questions
Characteristics of adults as learners (CAL) conceptual framework
Data that has been given context
Inputs - outputs - process controls - and resources.
Questions that check for understanding or test for consensus

21. The method by which a trainer recognize signs of boredom - disinterest - or lack of understanding
Job analysis
Performance audit
Weak manager judgments or experience levels - identified talent shortages - organization culture suports structured programs
Observe body language

22. Level 1 evaluation
Conduct a SWOT - establish strategic goals - develop strategies to achieve the strategic goals
Solution Implementation
Reaction
Functional context

23. Dependent
Create new hire training - develop behavior-based interview questions - write performance objectives - prepare employees for career progression
The outcome that depends on the independent variable and covariates
A variable whose quantification can be broken down into very small units - often called analog (opposed to discrete)
Understandable - accurate - functional

24. The tell approach to learning - based on the theory that learning occurs through exposure to logically presented information - usually involving lecture
Focused on fundamental changes to thinking patterns and behaviors
Time and resource intensive - undue influence of vocal member(s) - difficult to facilitate with a single facilitator to encourage participation and take notes
Written tests - oral Q&A - performance tests - role plays
Cognitivism

25. Karl Albrecht's progressive psychological phases of change response
Opportunity-centered
Threat - problem - solution - habit
Theatre style
Scaling and integrity

26. The six steps in a training needs assessment
Andragogy - time pressures - goal orientation - previous knowledge and experience - relevent content - levels of motivation - and different learning styles
Relevance - inquiry - freedom - connectedness - reception - empowerment - play
Self-study guides - job aids - instructor-led materials - technology-delivered training deliverables - assessments
Defining objectives - identifying necessary data - selecting data collection methods - collecting data - analyzing and confirming data - and reporting on the data

27. The HPI tool that can gather both qualitative and quantitative data
Passive - active - empathetic - listening for knowledge - listening for clarification
Audience - behavior - condition - and degree
Surveys
Philosophy of coaching - definition of coaching - standards of ethical coaching conduct - pledge of coaching ethics

28. The five factors that affect human performance
Knowledge - skills - desire - environment - and opportunity
Perform a front-end analysis
Review of objective and key points - review participant benefits - call participants to action - ask participants if they have any questions.
Initiating - planning - executing - controlling - closing

29. the meaning of significant - in a statistical context
In statistics - it means probably true
Identify organizational values - development mission - develop vision - develop value statements
Formative evaluation
Discovery - Dream - Design - and Destiny

30. Types of Level 4 instruments
Navigation
Behavior
Information that combined with understanding enables understanding
Performance records - direct observation - supervisor checklists

31. Tacit knowledge

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32. Types of Level 5 instruments
Rapid instructional design (RID)
Control groups - management estimates - extant data - external studies
Review of objective and key points - review participant benefits - call participants to action - ask participants if they have any questions.
Objectivity - confidentiality

33. The learning domain that focuses on the skills and knowledge relating to an activity such as changing a car's oil
Cognitive
Audience - Behavior - Condition - and Degree
Myer-Briggs Type Indicator (MBTI) - DiSC personality profile
Facilitation is used to involve participants - and to help them learn from one another.

34. Malcolm Knowles' work tipped the instructional systems design scale. The two ends of that scale
No area is overlooked - forces to be used are known - there is time to develop other strategies if the analysis reveals the need
Constraints analysis
Learner-centered - content-centered
Determine business impact - improve the design of the learning experience - determine the content's adequacy

35. When is training the appropriate solution to a performance problem
When the cause of the problem is a lack of knowledge or skills
Documentation audit - information system survey - identification of external information sources
Low frequency - high complexity - high consequence of error - high probability of change in the future
Objectivity - confidentiality

36. Double-loop learning
Reliability
Diagnose the problem - generate alternative actions/behaviors - identify consequences for those actions/behaviors
Focused on fundamental changes to thinking patterns and behaviors
Semantic differential

37. learning object
Information that combined with understanding enables understanding
Benjamin Bloom
Self-contained chunk of instructional material
Learning style

38. Three process principles of strategic management development that are likely to remain constant across organizations
Managers are responsible for their own development - executives are responsible for the development of their subordinates - the organization is responsible for providing growth opportunities
Data from archival records - existing records - report - and data
- measure - analyze - improve - control
Diagnose the problem - generate alternative actions/behaviors - identify consequences for those actions/behaviors

39. scripting
Productivity Environmental Preference Survey (PEPS) - Canfield Learning Style Inventory - and Learning Style Questionnaire
Semantic differential
Proxemics
A collection of code containing instructions for a computer to perform a specific action

40. The five stages of D. E. Super's developmental framework
Functional context
Return-on-investment ( (Benefits - Costs) / Costs) * 100
Growth - exploratory - establishment - maintenance - decline
Indicate whether response was correct - explain an incorrect response or clarify a correct response - give instructions on how to proceed

41. The reliability test where one test is split into two shorter ones - by randomly assigning test items to one half or the other
Seels and Glasgow instructional systems design model
Cognitive
Brainstorming - case studies - and role plays
Split-half

42. The requirements of the ADA
Cost or budget - lesson content - learner background and expectations - time available - and facilities/equipment/materials
Do not discriminate in any aspect of employment based on disabilities - with reasonable accommodations such as interpreters - reading aids - instructional material modifications - etc.
Audience - Behavior - Condition - and Degree
Learning

43. ROI
Return-on-investment ( (Benefits - Costs) / Costs) * 100
Performance Analysis
Bloom's Taxonomy
Slides

44. Three examples of active training techniques
Data from archival records - existing records - report - and data
Brainstorming - case studies - and role plays
Breakeven ( ( Program Costs / Investment ) / ( Benefits / Cash Inflow) )
Simulations

45. Two characteristics for any coaching program to succeed
Performance audit
Business Analysis
Asynchronous
Objectivity - confidentiality

46. Types of Level 2 instruments
Written tests - oral Q&A - performance tests - role plays
Technology - new products - shareholders - financial conditions - system challenges - process challenges - policies
Management - performance
A collection of code containing instructions for a computer to perform a specific action

47. Four characteristics of highly motivated clients
Focused on fundamental changes to thinking patterns and behaviors
Eager to succeed - open to support - interested in different tactics/methods and trying those out - learning oriented
Image oriented - interactive - immediate - and intimate.
Andragogy - time pressures - goal orientation - previous knowledge and experience - relevent content - levels of motivation - and different learning styles

48. Sequencing and structure are closely related. What refers to the relationship among skills and topics
Measures looking at opinions - behaviors - and attributes
Structure
The world is created in conversation
Create new hire training - develop behavior-based interview questions - write performance objectives - prepare employees for career progression

49. What does proxemics refer to?
Data that has been given context
Job aids - and EPSS
Personal space
Speed - quantity - quality/accuracy - thoroughness - timeliness

50. Compare/contrast chaos and complexity
Chaos is simple systems generating complicated behavior. Complexity is complicated systems generating simple behavior.
Review of objective and key points - review participant benefits - call participants to action - ask participants if they have any questions.
A variable the influences the dependent variable
No area is overlooked - forces to be used are known - there is time to develop other strategies if the analysis reveals the need