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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. Levels of listening
Passive - active - empathetic - listening for knowledge - listening for clarification
Pedagogy
Driving forces - restraining forces - current state - desired state
Culture - vision - strategy - and structure

2. The collection of strategies for quickly producing instructional packages
Rapid instructional design (RID)
Maslow's hierarchy - McGregor's Theory X and Y of management
Objectivity - confidentiality
Observe body language

3. Confidence interval
Reaction
Cost-effectiveness - accessibility and application - learner access - and self-direction
The expected range of a measurement
Silence

4. Five mistakes managers can make to negatively impact employee motivation
Semantic differential
Misplacing ownership - misaligning incentives - saving recognition - playing favorites - misspeaking praise
Brainstorming - case studies - and role plays
Proxemics

5. The components of the action learning formula
L = P + Q + R. Learning - Programmed instruction - Questioning - Reflection
Observe body language
Evaluation
Learner characteristics like age - educational background - cultural background - learner expectations - and learn motivation to attend

6. The three levels that - when in harmony - work to optimal performance in the Rummler and Brache's model
Benjamin Bloom
Bloom's Taxonomy
Organization - process - and job/performer.
Solution Selection

7. Four personal social styles per Harvey Robbins
Understandable - accurate - functional
Organization - process - and job/performer.
Structure and processes - resources - information - knowledge and skills - motives - and wellness.
Analytical - amiable - drivers - expressive

8. The method a trainer can use to encourage a participant to continue speaking
Questions that check for understanding or test for consensus
Walk towards a participant as they speak
Bloom's taxonomy - six sigma - Kepner-Tregoe
Electronic Performance Support System. Software that provides just-in-time help - guidance - coaching - or assistance to improve job performance.

9. The two criteria that learners must demonstrate before leaving performance-based training (PBT)
The process that connects information - education - expertise - and practical application of people in an organization for the purposes of sharing and access.
Disengagement - disidentification - disorientation - and disenchantment.
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
Knowledge - skills

10. The purpose of workforce planning
Split-half
Determine business impact - improve the design of the learning experience - determine the content's adequacy
To improve performance by systematically developing human expertise through organizational development and training
Competing - accommodating - avoiding - collaborating - and compromising.

11. The fifth component of the ASTD HPI model
Email - whiteboard - bulletin boards - chat rooms - online presentation tools - WIKIs - Blogs - forums - social sites
Experiencing - publishing - processing - generalizing - and applying
Solution Implementation
Performance audit

12. The processes performance management is primarily concerned with
Developing employees - motivating employees - deploying employees - aligning people to process to increase performance
Maslow's hierarchy
No area is overlooked - forces to be used are known - there is time to develop other strategies if the analysis reveals the need
Electronic performance support system (EPSS)

13. The framework developed by Patricia Cross to describe some differences between adult and child learners
In statistics - it means probably true
Characteristics of adults as learners (CAL) conceptual framework
Kurt Lewin's forcefield analysis
Balanced scorecard

14. Explicit knowledge
An HTML tag identifying the context of the contents on a website or knowledge base.
Business needs - performance needs - learning needs - and learner needs
Chaos is simple systems generating complicated behavior. Complexity is complicated systems generating simple behavior.
Knowledge that has been documented - includes books - manuals - training courses - job aids - software rules - databases - etc.

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

16. Knowledge
Technology - new products - shareholders - financial conditions - system challenges - process challenges - policies
Thinking about the whole organization - rather than individuals - and looking primarily at processes
Information that combined with understanding enables understanding
Communication - client motivation - self-management - technical skills

17. The HPI tool that can gather both qualitative and quantitative data
Experiencing - publishing - processing - generalizing - and applying
Websites where users post questions - thoughts and observations - and can reply to other users postings of the same
Surveys
Relevance - inquiry - freedom - connectedness - reception - empowerment - play

18. What is the primary reason for 360-degree feedback
Electronic performance support system (EPSS)
Structures - patterns - events
To aid in career planning
Balanced scorecard

19. Two influences of great effect on employee motivation
Management - performance
No area is overlooked - forces to be used are known - there is time to develop other strategies if the analysis reveals the need
The sum of the numbers divided by the total number of values
A group of people who share a common interest - and are willing to share the experiences of their common interest.

20. The three building blocks of knowledge management
Data - Information - Knowledge
Low frequency - high complexity - high consequence of error - high probability of change in the future
Websites where users post questions - thoughts and observations - and can reply to other users postings of the same
Multiple intelligences theory

21. The analysis that serves as a reality check to identify a project's limiting factors
Constraints analysis
Awareness - modeling - targeted interventions - desensitization - training
Hard data
Honesty - fairness - lawfulness - compassion - respect - loyalty - dependability

22. Closed questions
Visual - Auditory - and Kinestethic
Ginzberg's theory
Questions that check for understanding or test for consensus
Change is a process not an event. Change management is the process of directing change at each level of an organization.

23. Independent
A variable the influences the dependent variable
Theatre style
Review of objective and key points - review participant benefits - call participants to action - ask participants if they have any questions.
Chat rooms are essentially synchronous (real-time) message boards.

24. The five factors that affect human performance
Control groups - management estimates - extant data - external studies
Knowledge that has been documented - includes books - manuals - training courses - job aids - software rules - databases - etc.
Enabling objectives
Knowledge - skills - desire - environment - and opportunity

25. The type of question - often starting with 'what if ...' - that is used to get learners to thinking freely
Communication - client motivation - self-management - technical skills
Measures looking at opinions - behaviors - and attributes
Hypothetical
A description or design specification for how information should be treated and organized.

26. Four activites to consider when closing a presentation
Failure to partner - failure to consider culture - failure to manage change - and failure to adapt to the client.
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
Experiential learning
Review of objective and key points - review participant benefits - call participants to action - ask participants if they have any questions.

27. Compare/contrast chaos and complexity
Chaos is simple systems generating complicated behavior. Complexity is complicated systems generating simple behavior.
Control groups - management estimates - extant data - external studies
Opener - bridge - main body - and close
Request for proposal. A communication from an organization to potential vendors that defines the organizations needs and how to respond to those needs.

28. Two types of personality inventory instruments
Virtual Reality. Computer-based technology that gives the user a realistic - 3-D - interactive experience that engages as many senses as possible.
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
Identify business goals - clarify those goals - determine specificity and measurability of the goals.
Myer-Briggs Type Indicator (MBTI) - DiSC personality profile

29. Open questions
Cost or budget - lesson content - learner background and expectations - time available - and facilities/equipment/materials
Questions that stimulate discussion
The process that connects information - education - expertise - and practical application of people in an organization for the purposes of sharing and access.
Phone - VoIP - online meetings - email - specialized software

30. Two characteristics of distance learning
Extroversion/Introversion - Sensing/Intuition - Thinking/Feeling - Judgment/Perception
Theatre style
Separation of place - time - or both among learners - instructors - and learning resources; Interactions are conducted through one or mode media.
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

31. succession planning
An unknown or uncontrolled variable that produces an effect
Learner characteristics like age - educational background - cultural background - learner expectations - and learn motivation to attend
Matching current - usually high-potential employees - with future roles within the company to systematic prepare them for a future role
Failure to partner - failure to consider culture - failure to manage change - and failure to adapt to the client.

32. Steps in Pfeiffer and Jones' experiential learning cycle
Job aids - and EPSS
Experiencing - publishing - processing - generalizing - and applying
Walk towards a participant as they speak
Managerial/administrative - supervisory - functional

33. The other names for a cause-and-effect diagram
Performance audit
Ishikawa - fishbone
Analytical - amiable - drivers - expressive
Measures of quantity or numbers

34. What is the best thing to do first when a client wants a designer to develop a training to improve declining business process
Asynchronous
Terminal objectives
Perform a front-end analysis
Defining objectives - identifying necessary data - selecting data collection methods - collecting data - analyzing and confirming data - and reporting on the data

35. Describe noise - in communication theory
Something that disrupts the flow of information between source and receiver
The mid-point of the distribution - 50% of the values are above/below this value
Ishikawa - fishbone
A variable in whole number or distinct units (opposed to continuous)

36. The four areas measured during a training needs assessment
Business needs - performance needs - learning needs - and learner needs
Diagnose the problem - generate alternative actions/behaviors - identify consequences for those actions/behaviors
External and environmental influences
The extent to which an instrument predicts future results

37. Types of Level 5 instruments
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
Control groups - management estimates - extant data - external studies
Information - resources - incentives/consequences - knowledge and skills - capacity - and motivation.

38. The seven characteristics of good dialog
Relevance - inquiry - freedom - connectedness - reception - empowerment - play
Long-term process for performance improvement based on 1-on-1 interactions where mentee retains the responsibility for improvement
Information - resources - incentives/consequences - knowledge and skills - capacity - and motivation.
Audience - Behavior - Condition - and Degree

39. The method by which a trainer recognize signs of boredom - disinterest - or lack of understanding
Robert Mager
Failure to partner - failure to consider culture - failure to manage change - and failure to adapt to the client.
Observe body language
Capture attention - help message to be remembered - establish rapport - build credibility - and build team unity.

40. Three tools for determining learner preferences
Technical competence - people skills - conceptual skills - results - taste - judgment - character
Productivity Environmental Preference Survey (PEPS) - Canfield Learning Style Inventory - and Learning Style Questionnaire
Preparation
In statistics - it means probably true

41. Five approaches to facilitate inclusion
Slides
Awareness - modeling - targeted interventions - desensitization - training
Managers are responsible for their own development - executives are responsible for the development of their subordinates - the organization is responsible for providing growth opportunities
Visual - Auditory - and Kinestethic

42. The tasks involved in the implementation phase of strategic development
Ideas - processes - procedures - methods of operation - concepts - principles - and discoveries
Semantic differential
Establish short-term objectives - create an action plan to achieve short-term objectives - allocate resources to the objectives - motivate employees to reach the objectives
A variable whose quantification can be broken down into very small units - often called analog (opposed to discrete)

43. The HPI tool used to collect current performance - learner analysis - and business needs
Interviews
Adult learning theories - instructional design techniques
Experiencing - publishing - processing - generalizing - and applying
Knowledge - skills - desire - environment - and opportunity

44. The instrument where participants rate two contrasting ideas or words by circling points on a line
Semantic differential
Central tendency
Information - feedback
Sequence

45. List seven things that cannot be copyrighted
Theatre style
Polling questions
Data - Information - Knowledge
Ideas - processes - procedures - methods of operation - concepts - principles - and discoveries

46. Four stages of transition through M&As
Learning technologies
Preparation
Facilitation is used to involve participants - and to help them learn from one another.
Disengagement - disidentification - disorientation - and disenchantment.

47. Four stages of accelerated learning

48. Skills / knowledge areas that SMEs may lack
Adult learning theories - instructional design techniques
Websites where users post questions - thoughts and observations - and can reply to other users postings of the same
Asynchronous
Performance records - direct observation - supervisor checklists

49. Triple-loop learning
Create a vision - communicate the plan - connect the people - congratulate success
Questions that check for understanding or test for consensus
Focused on fundamental shifts in how people view themselves - and intentional alterations of beliefs and values about the world and themselves
Pedagogy

50. Four barriers to communication during training delivery
Opener - bridge - main body - and close
Benjamin Bloom
Slides
Language - speech - environmental - and psychological