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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. Extant
Separation of place - time - or both among learners - instructors - and learning resources; Interactions are conducted through one or mode media.
Knowledge - skills
Howard Gardner
Data from archival records - existing records - report - and data

2. Examples of collaborative software
Knowledge - skills - desire - environment - and opportunity
Email - whiteboard - bulletin boards - chat rooms - online presentation tools - WIKIs - Blogs - forums - social sites
Likert scale
Subject-matter expert

3. The two primary tools for the visual display of quantitative data
Separation of place - time - or both among learners - instructors - and learning resources; Interactions are conducted through one or mode media.
Synchrononous occurs at a given time with a live instructor. Asynchronous is self-paced and available at any time.
Charts - graphs
Self-study guides - job aids - instructor-led materials - technology-delivered training deliverables - assessments

4. 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
Self-study guides - job aids - instructor-led materials - technology-delivered training deliverables - assessments
Monetary impact/ROI
Suggestopedia
Charts - graphs

5. BE
The world is created in conversation
Learner characteristics like age - educational background - cultural background - learner expectations - and learn motivation to attend
Breakeven ( ( Program Costs / Investment ) / ( Benefits / Cash Inflow) )
Hypothetical

6. The three parts of the problem-solving model
Websites where users post questions - thoughts and observations - and can reply to other users postings of the same
Diagnose the problem - generate alternative actions/behaviors - identify consequences for those actions/behaviors
No area is overlooked - forces to be used are known - there is time to develop other strategies if the analysis reveals the need
Information - feedback

7. Three pitfalls of coaching
Subject-matter expert
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
Growth - exploratory - establishment - maintenance - decline
- measure - analyze - improve - control

8. Covariates
Indicate whether response was correct - explain an incorrect response or clarify a correct response - give instructions on how to proceed
Create a vision - communicate the plan - connect the people - congratulate success
The multiple dependent variables in a study with multiple independent variables
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

9. Content validity

10. Four activites to consider when closing a presentation
Identify business goals - clarify those goals - determine specificity and measurability of the goals.
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
Review of objective and key points - review participant benefits - call participants to action - ask participants if they have any questions.
Analytical - amiable - drivers - expressive

11. Sampling

12. The e-Learning techniques allows learners to personally assess what can be learned - the value of the content - and the difficulty of the content
Behavorism
Navigation
Perform a front-end analysis
A variable whose quantification can be broken down into very small units - often called analog (opposed to discrete)

13. Mean
The sum of the numbers divided by the total number of values
Sequence
Upper-left cerebral - lower-left limbic - upper-right cerebral - and lower-right limbic
Relevance - inquiry - freedom - connectedness - reception - empowerment - play

14. The components of the VAK model
Raw and non-contextual - and can exist in forms usable or not
Presentation software
Audience - behavior - condition - and degree
Visual - Auditory - and Kinestethic

15. Dichotomous
In statistics - it means probably true
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
Cost or budget - lesson content - learner background and expectations - time available - and facilities/equipment/materials
A variable that can have one of two possible values.

16. The purpose of strategic planning

17. Five conflict responses
Competing - accommodating - avoiding - collaborating - and compromising.
Performance audit
Semantic differential
Personal space

18. Four variables that effect how members of a culture think and express themselves
Social contexting - contexting - authority - and concept of time
Accelerated Learning
Weak manager judgments or experience levels - identified talent shortages - organization culture suports structured programs
Convergers - divergers - assimilators - and accommodators

19. The six major factors that influence performance in Gilbert's behavior engineering model
Information - resources - incentives/consequences - knowledge and skills - capacity - and motivation.
Culture - vision - strategy - and structure
External and environmental influences
Perform a front-end analysis

20. Five mistakes managers can make to negatively impact employee motivation
Adult learning theories - instructional design techniques
Misplacing ownership - misaligning incentives - saving recognition - playing favorites - misspeaking praise
Visual - Auditory - and Kinestethic
Capture attention - help message to be remembered - establish rapport - build credibility - and build team unity.

21. The sixth component of the ASTD HPI model
In statistics - it means probably true
Written tests - oral Q&A - performance tests - role plays
Knowledge - skills - desire - environment - and opportunity
Evaluation

22. Critical Path
Ginzberg's theory
Visual - Auditory - and Kinestethic
Solution Selection
The minimum time schedule for completing all the tasks in a project with several overlapping or dependent tasks.

23. The five factors that affect human performance
Virtual Reality. Computer-based technology that gives the user a realistic - 3-D - interactive experience that engages as many senses as possible.
Knowledge - skills - desire - environment - and opportunity
Adult learning theories - instructional design techniques
The extent to which an instrument represents the program's content

24. Things feedback to a learner that answered a question should do
Self-study guides - job aids - instructor-led materials - technology-delivered training deliverables - assessments
Objectivity - confidentiality
Knowledge - skills - desire - environment - and opportunity
Indicate whether response was correct - explain an incorrect response or clarify a correct response - give instructions on how to proceed

25. Systems thinking
Action plans - interviews - questionnaires - focus groups - performance contracts
Thinking about the whole organization - rather than individuals - and looking primarily at processes
Capture attention - reveal trainer's style - raise participant's comfort level - introduce the topic of the presentation.
Reliability

26. The seven steps in Krumboltz's DECIDES model
problem - establish action plan - clarify values - identify alternatives - discover probable outcomes - eliminate alternatives systematically - start action
Results
Websites where users post questions - thoughts and observations - and can reply to other users postings of the same
Maslow's hierarchy - McGregor's Theory X and Y of management

27. Community of practice
A group of people who share a common interest - and are willing to share the experiences of their common interest.
Change is a process not an event. Change management is the process of directing change at each level of an organization.
The process that connects information - education - expertise - and practical application of people in an organization for the purposes of sharing and access.
Economic - social - political and legislative - workforce - technological - and competitive.

28. Skills / knowledge areas that SMEs may lack
Rapid instructional design (RID)
Ginzberg's theory
Adult learning theories - instructional design techniques
Create safe haven for learning - create a comfortable environment - encourage participation - facilitate more than lecture.

29. Four basic components of a process
Failure to partner - failure to consider culture - failure to manage change - and failure to adapt to the client.
Inputs - outputs - process controls - and resources.
Focused on fundamental changes to thinking patterns and behaviors
Feedback

30. Four elements of an effective oral presentation
Data - Information - Knowledge
The extent to which an instrument represents the program's content
Bloom's Taxonomy
Opener - bridge - main body - and close

31. Examples of courseware
Opener - bridge - main body - and close
Structure and processes - resources - information - knowledge and skills - motives - and wellness.
Self-study guides - job aids - instructor-led materials - technology-delivered training deliverables - assessments
Understandable - accurate - functional

32. Independent
A variable the influences the dependent variable
An HTML tag identifying the context of the contents on a website or knowledge base.
Cost-effectiveness - accessibility and application - learner access - and self-direction
Business needs - performance needs - learning needs - and learner needs

33. Two guiding principles of displaying quantative data in charts and graphs
Two-aix matrixes - flowcharts - dichotomy - graphic models
Preparation
Information - resources - incentives/consequences - knowledge and skills - capacity - and motivation.
Scaling and integrity

34. The three tasks of business analysis
Passive - active - empathetic - listening for knowledge - listening for clarification
Identify business goals - clarify those goals - determine specificity and measurability of the goals.
Audience - Behavior - Condition - and Degree
No area is overlooked - forces to be used are known - there is time to develop other strategies if the analysis reveals the need

35. The reliability test where one test is split into two shorter ones - by randomly assigning test items to one half or the other
Proxemics
Likert scale
Management - performance
Split-half

36. The components of the action learning formula
Visual - Auditory - and Kinestethic
No area is overlooked - forces to be used are known - there is time to develop other strategies if the analysis reveals the need
Failure to partner - failure to consider culture - failure to manage change - and failure to adapt to the client.
L = P + Q + R. Learning - Programmed instruction - Questioning - Reflection

37. Level 2 evaluation
Learning
Behavior
Analytical - amiable - drivers - expressive
Capture attention - help message to be remembered - establish rapport - build credibility - and build team unity.

38. The third component of the ASTD HPI model
Solution Selection
Cause Analysis
Split-half
Focused on learning and using new necessary skills through incremental change

39. The three levels of problems in systems thinking
Job aids - and EPSS
Structures - patterns - events
External/organizational scans - identify business needs - identify change initiatives - collect data - analyze data - report on the data - design the change initiative
Chaos is simple systems generating complicated behavior. Complexity is complicated systems generating simple behavior.

40. The tool instructors can leverage from WBT to immediately determine a group's understanding of the material
Extroversion/Introversion - Sensing/Intuition - Thinking/Feeling - Judgment/Perception
Structure and processes - resources - information - knowledge and skills - motives - and wellness.
Current organization climate - available resources
Polling questions

41. The analysis that identifies forces that maintain the status quo - and the approaches to allow change

42. Open questions
Interview - survey/questionnaire - observation - focus group - work diary/work log
Structure and processes - resources - information - knowledge and skills - motives - and wellness.
Determine business impact - improve the design of the learning experience - determine the content's adequacy
Questions that stimulate discussion

43. The method by which a trainer recognize signs of boredom - disinterest - or lack of understanding
Observe body language
Silence
Questions that stimulate discussion
Growth - exploratory - establishment - maintenance - decline

44. The collection of strategies for quickly producing instructional packages
A variable whose quantification can be broken down into very small units - often called analog (opposed to discrete)
Rapid instructional design (RID)
Do not discriminate in any aspect of employment based on disabilities - with reasonable accommodations such as interpreters - reading aids - instructional material modifications - etc.
The mid-point of the distribution - 50% of the values are above/below this value

45. The learning theory that includes activities like behavioral modeling - simulations - role plays - skill drills - and rewards
Self-study guides - job aids - instructor-led materials - technology-delivered training deliverables - assessments
Behavorism
Electronic performance support system (EPSS)
Philosophy of coaching - definition of coaching - standards of ethical coaching conduct - pledge of coaching ethics

46. Two types of coaching situations that primarily differ on the degree of confidentiality and sensitivity
Semantic differential
Polling questions
External coaching - internal coaching
Rote skills - and prerequisite material

47. The type of learning that E-Learning is outstanding for teaching because it has infinite patience
Myer-Briggs Type Indicator (MBTI) - DiSC personality profile
Monetary impact/ROI
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

48. Level 4 evaluation
Request for proposal. A communication from an organization to potential vendors that defines the organizations needs and how to respond to those needs.
A visual tools used to systematically describe actions/behaviors in a sequential flow - including all the steps and tasks for that process flow.
Behavior
Focused on fundamental changes to thinking patterns and behaviors

49. When is training the appropriate solution to a performance problem
When the cause of the problem is a lack of knowledge or skills
Validity
The most frequently occurring value
Performance records - direct observation - supervisor checklists

50. The fifth component of the ASTD HPI model
Eager to succeed - open to support - interested in different tactics/methods and trying those out - learning oriented
Cost or budget - lesson content - learner background and expectations - time available - and facilities/equipment/materials
Solution Implementation
The expected range of a measurement