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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 core belief of appreciative inquiry theory
Job analysis
Failure to partner - failure to consider culture - failure to manage change - and failure to adapt to the client.
The world is created in conversation
Conduct a SWOT - establish strategic goals - develop strategies to achieve the strategic goals

2. Three examples of active training techniques
Identify organizational values - development mission - develop vision - develop value statements
Brainstorming - case studies - and role plays
Indicate whether response was correct - explain an incorrect response or clarify a correct response - give instructions on how to proceed
Self-study guides - job aids - instructor-led materials - technology-delivered training deliverables - assessments

3. The three foundations of action learning

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4. The characteristics of a complex system
Gain understanding or learning objectives - learn the materials - practice the delivery - prepare questions to stimulate learning.
Experiential learning
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
Engage learner's attention - present materials as input to brain - practice with ideas and skills - review to create new connections and applications

5. The term for the relationship of people's positions in space
Productivity Environmental Preference Survey (PEPS) - Canfield Learning Style Inventory - and Learning Style Questionnaire
Multiple intelligences theory
Chaos is simple systems generating complicated behavior. Complexity is complicated systems generating simple behavior.
Proxemics

6. Knowledge Mapping
The process that connects information - education - expertise - and practical application of people in an organization for the purposes of sharing and access.
A visual tools used to systematically describe actions/behaviors in a sequential flow - including all the steps and tasks for that process flow.
Facilitation is used to involve participants - and to help them learn from one another.
An HTML tag identifying the context of the contents on a website or knowledge base.

7. When is training the appropriate solution to a performance problem
When the cause of the problem is a lack of knowledge or skills
Business Analysis
Performance audit
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

8. Sequencing and structure are closely related. What is the order in which skills and information are taught
Skill variety - task identity - task significance - autonomy - feedback
Benefit-to-cost ratio (Total Benefit / Total Program Cost)
Sequence
Multiple intelligences theory

9. The six founding principles of systems thinking
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
Reliability
A variable whose quantification can be broken down into very small units - often called analog (opposed to discrete)
Objectivity - confidentiality

10. Information Architecture
In statistics - it means probably true
Visual - Auditory - and Kinestethic
A description or design specification for how information should be treated and organized.
Management - performance

11. Nominal data
Analytical - amiable - drivers - expressive
Cost-effectiveness - accessibility and application - learner access - and self-direction
Learning technologies
Numbers or variables used to classify a system

12. PERT
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.
Email - whiteboard - bulletin boards - chat rooms - online presentation tools - WIKIs - Blogs - forums - social sites
Learning Management System (LMS)
The extent to which an instrument represents the program's content

13. BCR
The selection of measurement points which can have a large impact on the research's ability to be generalized
The sum of the numbers divided by the total number of values
Benefit-to-cost ratio (Total Benefit / Total Program Cost)
Enabling objectives

14. Cordinal data
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
Breakeven ( ( Program Costs / Investment ) / ( Benefits / Cash Inflow) )
Pedagogy
Numbers or variables used to rank order a system

15. The process that measures if the practitioner measured what they intended to measure
Enabling objectives
Create safe haven for learning - create a comfortable environment - encourage participation - facilitate more than lecture.
Validity
A description or design specification for how information should be treated and organized.

16. The framework developed by Patricia Cross to describe some differences between adult and child learners
Facilitation is used to involve participants - and to help them learn from one another.
Characteristics of adults as learners (CAL) conceptual framework
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
Opportunity-centered

17. The steps of a needs analysis
External/organizational scans - identify business needs - identify change initiatives - collect data - analyze data - report on the data - design the change initiative
Benefit-to-cost ratio (Total Benefit / Total Program Cost)
Measures looking at opinions - behaviors - and attributes
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.

18. Triple-loop learning
Focused on fundamental shifts in how people view themselves - and intentional alterations of beliefs and values about the world and themselves
Matching current - usually high-potential employees - with future roles within the company to systematic prepare them for a future role
Evaluation
Learner characteristics like age - educational background - cultural background - learner expectations - and learn motivation to attend

19. The guidelines Carl Rogers describes as critical elements to remember in adult learning situations
Evaluation
Passive - active - empathetic - listening for knowledge - listening for clarification
To systematically plan an organization's future
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

20. 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.
Disengagement - disidentification - disorientation - and disenchantment.
Chaos is simple systems generating complicated behavior. Complexity is complicated systems generating simple behavior.
Maslow's hierarchy

21. Continuous
Social contexting - contexting - authority - and concept of time
An effective - structured way that captures people's learning from an experience.
Extroversion/Introversion - Sensing/Intuition - Thinking/Feeling - Judgment/Perception
A variable whose quantification can be broken down into very small units - often called analog (opposed to discrete)

22. Two influences of great effect on employee motivation
Results
Websites where users post questions - thoughts and observations - and can reply to other users postings of the same
Management - performance
Structure

23. Software that automates the administration of training
Structures - patterns - events
Robert Mager
Learning Management System (LMS)
Knowledge in one's personal memory - includes judgment - insights - experience - know-how - personal beliefs - and personal values.

24. The tasks involved in the formulation phase of strategic development
Learning organizations - systems thinking
Organization - process - and job/performer.
problem - establish action plan - clarify values - identify alternatives - discover probable outcomes - eliminate alternatives systematically - start action
Identify organizational values - development mission - develop vision - develop value statements

25. Meta-tag
Preparation
Mentoring is longer term - and mentors do not have responsibility for participants improvement.
An HTML tag identifying the context of the contents on a website or knowledge base.
Growth - exploratory - establishment - maintenance - decline

26. The five characteristics of every job that influence employee motivation
Audience - behavior - condition - and degree
External/organizational scans - identify business needs - identify change initiatives - collect data - analyze data - report on the data - design the change initiative
Skill variety - task identity - task significance - autonomy - feedback
Subject-matter expert

27. Mentoring
The minimum time schedule for completing all the tasks in a project with several overlapping or dependent tasks.
Cost-effectiveness - accessibility and application - learner access - and self-direction
Long-term process for performance improvement based on 1-on-1 interactions where mentee retains the responsibility for improvement
Pedagogy

28. The questioning technique that seeks to develop critical thinking and creativity
Socratic questioning
Low frequency - high complexity - high consequence of error - high probability of change in the future
Organization - process - and job/performer.
Capture attention - help message to be remembered - establish rapport - build credibility - and build team unity.

29. 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
Questionnaires - follow-up interviews - observation checklists
Seels and Glasgow instructional systems design model
A variable the influences the dependent variable
Conduct a SWOT - establish strategic goals - develop strategies to achieve the strategic goals

30. The technique trainers should use when a presentation is formal and should present a professional image
Visual - Auditory - and Kinestethic
Chaos is simple systems generating complicated behavior. Complexity is complicated systems generating simple behavior.
Entertainment - interaction - control - usability - and customization
Slides

31. Types of Level 5 instruments
HPI uses a results-based - systematic approach - HPI focuses on accomplishments before behavior - Organizations are systems.
Central tendency
Perform a front-end analysis
Control groups - management estimates - extant data - external studies

32. What is the primary reason for 360-degree feedback
Learning technologies
Information that combined with understanding enables understanding
To aid in career planning
Andragogy - time pressures - goal orientation - previous knowledge and experience - relevent content - levels of motivation - and different learning styles

33. What does context refer to in designing learning
Data - Information - Knowledge
Learner characteristics like age - educational background - cultural background - learner expectations - and learn motivation to attend
Electronic Performance Support System. Software that provides just-in-time help - guidance - coaching - or assistance to improve job performance.
Thinking about the whole organization - rather than individuals - and looking primarily at processes

34. The tasks involved in the implementation phase of strategic development
Numbers or variables used to rank order a system
Interviews
Establish short-term objectives - create an action plan to achieve short-term objectives - allocate resources to the objectives - motivate employees to reach the objectives
Asynchronous

35. The HPI tool used to collect current performance - learner analysis - and business needs
Interviews
Harless' front-end analysis model
Pedagogy
Performance audit

36. 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.
Cognitivism
Multiple intelligences theory
Cognitive

37. Covariates
Behavior
The multiple dependent variables in a study with multiple independent variables
An effective - structured way that captures people's learning from an experience.
Structures - patterns - events

38. Five mistakes managers can make to negatively impact employee motivation
Management - performance
Disengagement - disidentification - disorientation - and disenchantment.
Threat - problem - solution - habit
Misplacing ownership - misaligning incentives - saving recognition - playing favorites - misspeaking praise

39. Types of Level 4 instruments
Experiencing - publishing - processing - generalizing - and applying
Performance records - direct observation - supervisor checklists
Business needs - performance needs - learning needs - and learner needs
Solution Implementation

40. The HPI tool that can gather both qualitative and quantitative data
Benjamin Bloom
Analytical - amiable - drivers - expressive
Surveys
Breakeven ( ( Program Costs / Investment ) / ( Benefits / Cash Inflow) )

41. The type of learning that E-Learning is outstanding for teaching because it has infinite patience
Asynchronous
Rote skills
Learner-centered - content-centered
Separation of place - time - or both among learners - instructors - and learning resources; Interactions are conducted through one or mode media.

42. RFP
Misplacing ownership - misaligning incentives - saving recognition - playing favorites - misspeaking praise
Request for proposal. A communication from an organization to potential vendors that defines the organizations needs and how to respond to those needs.
Objectivity - confidentiality
Formative evaluation

43. Who is credited with the idea that learning objectives should contain a condition statement - a performance statement - and a criterion statement
Learning
Websites where users post questions - thoughts and observations - and can reply to other users postings of the same
Robert Mager
Problem - action learning group - emphasis on careful questioning and listening - resolution to take action - commitment to learning - group facilitator/learning coach

44. The four Cs of change
Create a vision - communicate the plan - connect the people - congratulate success
Pedagogy
Breakeven ( ( Program Costs / Investment ) / ( Benefits / Cash Inflow) )
Opportunity-centered

45. The tasks involved in the evaluation phase of strategic development
Economic - social - political and legislative - workforce - technological - and competitive.
Review strategies - measure performance - take correction action
Evaluation
Objectivity - confidentiality

46. Training that related to actual job circumstances
Learner self-concept - Learner prior experience - Readiness to learn - Orientation to learning - and Motivation to learn
Reliability
Entertainment - interaction - control - usability - and customization
Functional context

47. The use of electronic technologies to deliver information and facilitate the development of skills
An unknown or uncontrolled variable that produces an effect
Learning technologies
Indicate whether response was correct - explain an incorrect response or clarify a correct response - give instructions on how to proceed
Interviews

48. The mode of training for which classroom training is most effective
Time and resource intensive - undue influence of vocal member(s) - difficult to facilitate with a single facilitator to encourage participation and take notes
Psychomotor skills
The selection of measurement points which can have a large impact on the research's ability to be generalized
The extent to which an instrument predicts future results

49. Extant
Data from archival records - existing records - report - and data
A measure of the variability of scores from the mean
An unknown or uncontrolled variable that produces an effect
Structure

50. Sampling

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