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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. Level 4 evaluation
Behavior
Adult learning theories - instructional design techniques
Central tendency
Myer-Briggs Type Indicator (MBTI) - DiSC personality profile

2. 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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3. The sixth component of the ASTD HPI model
Evaluation
The selection of measurement points which can have a large impact on the research's ability to be generalized
Structure and processes - resources - information - knowledge and skills - motives - and wellness.
Language - speech - environmental - and psychological

4. DMAIC
Kurt Lewin's forcefield analysis
Adult learning theories - instructional design techniques
- measure - analyze - improve - control
A collection of code containing instructions for a computer to perform a specific action

5. The technique that should account for 50% of the preparation for a presentation
The process that enables organizations to create short reference materials with relevant information by reducing information into codified - categorized - and reusable content.
To improve performance by systematically developing human expertise through organizational development and training
Rehersal
Constraints analysis

6. Double-loop learning
Knowledge in one's personal memory - includes judgment - insights - experience - know-how - personal beliefs - and personal values.
Focused on fundamental changes to thinking patterns and behaviors
Threat - problem - solution - habit
The minimum time schedule for completing all the tasks in a project with several overlapping or dependent tasks.

7. Median
Socratic questioning
Focused on learning and using new necessary skills through incremental change
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
The mid-point of the distribution - 50% of the values are above/below this value

8. BE
Objectivity - confidentiality
Numbers or variables used to rank order a system
Electronic Performance Support System. Software that provides just-in-time help - guidance - coaching - or assistance to improve job performance.
Breakeven ( ( Program Costs / Investment ) / ( Benefits / Cash Inflow) )

9. Explicit knowledge
Experiencing - publishing - processing - generalizing - and applying
Theatre style
Knowledge that has been documented - includes books - manuals - training courses - job aids - software rules - databases - etc.
Adult learning theories - instructional design techniques

10. The process where each member of a group makes their opinions conform to the perceived group consensus
Long-term process for performance improvement based on 1-on-1 interactions where mentee retains the responsibility for improvement
Conduct a SWOT - establish strategic goals - develop strategies to achieve the strategic goals
Groupthink
Self-study guides - job aids - instructor-led materials - technology-delivered training deliverables - assessments

11. LCMS
Learner-centered - content-centered
Questionnaires - follow-up interviews - observation checklists
Learning Content Management System. Software that packages courses and learning materials for print - CD-ROM - and electronic publication.
Charts - graphs

12. The three levels that - when in harmony - work to optimal performance in the Rummler and Brache's model
Organization - process - and job/performer.
Identify performance gaps - gains commitment to learning - constructs practice to close gaps - drives application and reflection to improve competence
Structures - patterns - events
Information that combined with understanding enables understanding

13. 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
Management - performance
Change is a process not an event. Change management is the process of directing change at each level of an organization.
Sequence

14. learning object
Relevance - inquiry - freedom - connectedness - reception - empowerment - play
Self-contained chunk of instructional material
Establish short-term objectives - create an action plan to achieve short-term objectives - allocate resources to the objectives - motivate employees to reach the objectives
The multiple dependent variables in a study with multiple independent variables

15. The HPI tool that uses the 80/20 rule
Establish short-term objectives - create an action plan to achieve short-term objectives - allocate resources to the objectives - motivate employees to reach the objectives
Pareto analysis
Long-term process for performance improvement based on 1-on-1 interactions where mentee retains the responsibility for improvement
Perform a front-end analysis

16. Four tasks typically done in the job analysis
The expected range of a measurement
Reliability
Create new hire training - develop behavior-based interview questions - write performance objectives - prepare employees for career progression
DMAIC methodology - IPO model - flowcharting - evaluation models

17. The four components of a learning objective
Focused on learning and using new necessary skills through incremental change
Skill variety - task identity - task significance - autonomy - feedback
Simulations
Audience - Behavior - Condition - and Degree

18. Discrete
A variable in whole number or distinct units (opposed to continuous)
To aid in career planning
A collection of code containing instructions for a computer to perform a specific action
Opener - bridge - main body - and close

19. Things a forcefield analysis ensures
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
Raw and non-contextual - and can exist in forms usable or not
Create new hire training - develop behavior-based interview questions - write performance objectives - prepare employees for career progression
No area is overlooked - forces to be used are known - there is time to develop other strategies if the analysis reveals the need

20. Dependent
Change is a process not an event. Change management is the process of directing change at each level of an organization.
Technology - new products - shareholders - financial conditions - system challenges - process challenges - policies
Data from archival records - existing records - report - and data
The outcome that depends on the independent variable and covariates

21. LMS
An unknown or uncontrolled variable that produces an effect
Learning Management System. Software that automates administration - tracking - and reporting of learning events (ILT and online).
The sum of the numbers divided by the total number of values
Image oriented - interactive - immediate - and intimate.

22. Two characteristics of distance learning
Engage learner's attention - present materials as input to brain - practice with ideas and skills - review to create new connections and applications
Interview - survey/questionnaire - observation - focus group - work diary/work log
Review of objective and key points - review participant benefits - call participants to action - ask participants if they have any questions.
Separation of place - time - or both among learners - instructors - and learning resources; Interactions are conducted through one or mode media.

23. The type of results produced by quantative methods
Thinking about the whole organization - rather than individuals - and looking primarily at processes
Hard data
Management - performance
A variable that can have one of two possible values.

24. Four variables that effect how members of a culture think and express themselves
Driving forces - restraining forces - current state - desired state
Action plans - interviews - questionnaires - focus groups - performance contracts
Subject-matter expert
Social contexting - contexting - authority - and concept of time

25. Three tasks for knowledge mapping
Business needs - performance needs - learning needs - and learner needs
Questions that stimulate discussion
An effective - structured way that captures people's learning from an experience.
Documentation audit - information system survey - identification of external information sources

26. Independent
The world is created in conversation
Initiating - planning - executing - controlling - closing
Learner self-concept - Learner prior experience - Readiness to learn - Orientation to learning - and Motivation to learn
A variable the influences the dependent variable

27. The theory that matches individual needs to instructional experiences
Seels and Glasgow instructional systems design model
Rote skills
Split-half
Opportunity-centered

28. Dichotomous
A variable that can have one of two possible values.
Focused on fundamental changes to thinking patterns and behaviors
Pedagogy
Analytical - amiable - drivers - expressive

29. Types of Level 4 instruments
Performance records - direct observation - supervisor checklists
Speed - quantity - quality/accuracy - thoroughness - timeliness
- measure - analyze - improve - control
External and environmental influences

30. scripting
A collection of code containing instructions for a computer to perform a specific action
Likert scale
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
Websites where users post questions - thoughts and observations - and can reply to other users postings of the same

31. The learning theory that includes activities like behavioral modeling - simulations - role plays - skill drills - and rewards
Action plans - interviews - questionnaires - focus groups - performance contracts
Cross-functional - cross-country/international
Dictatorship - anarchy - democracy
Behavorism

32. Quantitative
Rehersal
Theatre style
Speed - quantity - quality/accuracy - thoroughness - timeliness
Measures of quantity or numbers

33. Data
Cross-functional - cross-country/international
Raw and non-contextual - and can exist in forms usable or not
Rote skills
Ishikawa - fishbone

34. Systems thinking
Thinking about the whole organization - rather than individuals - and looking primarily at processes
Awareness - modeling - targeted interventions - desensitization - training
Benjamin Bloom
Ishikawa - fishbone

35. Two circumstances where e-learning is particularly useful
Low frequency - high complexity - high consequence of error - high probability of change in the future
Groupthink
A variable that can have one of two possible values.
Rote skills - and prerequisite material

36. The process of giving advice or information from one person to another about the usefulness of an event - process or action
A visual tools used to systematically describe actions/behaviors in a sequential flow - including all the steps and tasks for that process flow.
Feedback
Chaos is simple systems generating complicated behavior. Complexity is complicated systems generating simple behavior.
Current organization climate - available resources

37. Predictive validity
The minimum time schedule for completing all the tasks in a project with several overlapping or dependent tasks.
Ginzberg's theory
Focused on learning and using new necessary skills through incremental change
The extent to which an instrument predicts future results

38. The topics of the A-B-C-D training development process
Audience - behavior - condition - and degree
Chaos is simple systems generating complicated behavior. Complexity is complicated systems generating simple behavior.
Upper-left cerebral - lower-left limbic - upper-right cerebral - and lower-right limbic
Questionnaires - follow-up interviews - observation checklists

39. Continuous
A variable whose quantification can be broken down into very small units - often called analog (opposed to discrete)
The extent to which an instrument represents the program's content
Theatre style
Cognitivism

40. The phases of strategic development
The mid-point of the distribution - 50% of the values are above/below this value
Formulation - Development - Implementation - Evaluation
Sequence
Phone - VoIP - online meetings - email - specialized software

41. Types of Level 1 instruments
Hypothetical
Threat - problem - solution - habit
Understandable - accurate - functional
Questionnaires - follow-up interviews - observation checklists

42. An assessment done during formation
Formative evaluation
Experiential learning
Questionnaires - follow-up interviews - observation checklists
Questions that check for understanding or test for consensus

43. The six factors an instructional designer must consider before choosing techniques and training materials
Knowledge - skills
Benefit-to-cost ratio (Total Benefit / Total Program Cost)
Cost or budget - lesson content - learner background and expectations - time available - and facilities/equipment/materials
The minimum time schedule for completing all the tasks in a project with several overlapping or dependent tasks.

44. Level 3 evaluation
Breakeven ( ( Program Costs / Investment ) / ( Benefits / Cash Inflow) )
Create safe haven for learning - create a comfortable environment - encourage participation - facilitate more than lecture.
Results
Ginzberg's theory

45. Three process principles of strategic management development that are likely to remain constant across organizations
An unknown or uncontrolled variable that produces an effect
Synchrononous occurs at a given time with a live instructor. Asynchronous is self-paced and available at any time.
Pilot tests - technical reviews - production reviews
Managers are responsible for their own development - executives are responsible for the development of their subordinates - the organization is responsible for providing growth opportunities

46. Three criteria for formative evaluation
Two-aix matrixes - flowcharts - dichotomy - graphic models
Social contexting - contexting - authority - and concept of time
Understandable - accurate - functional
Facilitation is used to involve participants - and to help them learn from one another.

47. Extant
External/organizational scans - identify business needs - identify change initiatives - collect data - analyze data - report on the data - design the change initiative
Technical competence - people skills - conceptual skills - results - taste - judgment - character
Data from archival records - existing records - report - and data
The expected range of a measurement

48. The process that measures if the practitioner measured what they intended to measure
Proxemics
The mid-point of the distribution - 50% of the values are above/below this value
Learner self-concept - Learner prior experience - Readiness to learn - Orientation to learning - and Motivation to learn
Validity

49. Sampling

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50. The five criteria to measure performance after coaching
Review strategies - measure performance - take correction action
Speed - quantity - quality/accuracy - thoroughness - timeliness
Structures - patterns - events
Cognitivism