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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. Critical Path
Results
Rapid instructional design (RID)
The minimum time schedule for completing all the tasks in a project with several overlapping or dependent tasks.
Socratic questioning

2. Two influences of great effect on employee motivation
Management - performance
An effective - structured way that captures people's learning from an experience.
Formulation - Development - Implementation - Evaluation
Hard data

3. List 10 types of root causes

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4. The purpose of an after-action review

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5. The components of the VAK model
Knowledge in one's personal memory - includes judgment - insights - experience - know-how - personal beliefs - and personal values.
Identify performance gaps - gains commitment to learning - constructs practice to close gaps - drives application and reflection to improve competence
Visual - Auditory - and Kinestethic
Capture attention - reveal trainer's style - raise participant's comfort level - introduce the topic of the presentation.

6. EPSS
Managers are responsible for their own development - executives are responsible for the development of their subordinates - the organization is responsible for providing growth opportunities
Electronic Performance Support System. Software that provides just-in-time help - guidance - coaching - or assistance to improve job performance.
Pedagogy
Communication - client motivation - self-management - technical skills

7. ROI
Constraints analysis
Structure and processes - resources - information - knowledge and skills - motives - and wellness.
Competing - accommodating - avoiding - collaborating - and compromising.
Return-on-investment ( (Benefits - Costs) / Costs) * 100

8. The three levels of problems in systems thinking
Create a vision - communicate the plan - connect the people - congratulate success
Something that disrupts the flow of information between source and receiver
Structures - patterns - events
Robert Mager

9. When is training the appropriate solution to a performance problem
Learning Management System. Software that automates administration - tracking - and reporting of learning events (ILT and online).
When the cause of the problem is a lack of knowledge or skills
Visual - Auditory - and Kinestethic
Current organization climate - available resources

10. The method where instruction is provided in a self-directed format that is available at all times - even with a facilitator is not online
Objectivity - confidentiality
Change Management
Surveys
Asynchronous

11. The factors that are defined during the performance gap analysis
Thinking about the whole organization - rather than individuals - and looking primarily at processes
Form - storm - norm - perform - and adjourn.
Driving forces - restraining forces - current state - desired state
Chaos is simple systems generating complicated behavior. Complexity is complicated systems generating simple behavior.

12. Types of formative evaluation
In statistics - it means probably true
Pilot tests - technical reviews - production reviews
The sum of the numbers divided by the total number of values
Create a vision - communicate the plan - connect the people - congratulate success

13. scripting
Charts - graphs
A collection of code containing instructions for a computer to perform a specific action
Hypothetical
A visual tools used to systematically describe actions/behaviors in a sequential flow - including all the steps and tasks for that process flow.

14. Level 2 evaluation
Learning
Developing employees - motivating employees - deploying employees - aligning people to process to increase performance
Knowledge in one's personal memory - includes judgment - insights - experience - know-how - personal beliefs - and personal values.
Organization - process - and job/performer.

15. The popularizer of the multiple intelligences theory
Change is a process not an event. Change management is the process of directing change at each level of an organization.
Measures looking at opinions - behaviors - and attributes
Adult learning theories - instructional design techniques
Howard Gardner

16. Systems thinking
Thinking about the whole organization - rather than individuals - and looking primarily at processes
Chaos is simple systems generating complicated behavior. Complexity is complicated systems generating simple behavior.
Cognitivism
Email - whiteboard - bulletin boards - chat rooms - online presentation tools - WIKIs - Blogs - forums - social sites

17. The HPI tool used to collect current performance - learner analysis - and business needs
Learning
Interviews
Two-aix matrixes - flowcharts - dichotomy - graphic models
In statistics - it means probably true

18. Five conflict responses
- measure - analyze - improve - control
Rich data - comparable data across interviews with proper construction of interview protocol - and adds depth to quantative methods
Competing - accommodating - avoiding - collaborating - and compromising.
Experiencing - publishing - processing - generalizing - and applying

19. The analysis that serves as a reality check to identify a project's limiting factors
A variable whose quantification can be broken down into very small units - often called analog (opposed to discrete)
A variable the influences the dependent variable
Engage learner's attention - present materials as input to brain - practice with ideas and skills - review to create new connections and applications
Constraints analysis

20. Nominal data
Ideas - processes - procedures - methods of operation - concepts - principles - and discoveries
Numbers or variables used to classify a system
A visual tools used to systematically describe actions/behaviors in a sequential flow - including all the steps and tasks for that process flow.
Awareness - modeling - targeted interventions - desensitization - training

21. The e-Learning techniques allows learners to personally assess what can be learned - the value of the content - and the difficulty of the content
Reality - feasibility - authority - and learning opportunities
Data - Information - Knowledge
Opener - bridge - main body - and close
Navigation

22. The term for the relationship of people's positions in space
Establish short-term objectives - create an action plan to achieve short-term objectives - allocate resources to the objectives - motivate employees to reach the objectives
Focused on learning and using new necessary skills through incremental change
Proxemics
Business Analysis

23. What is the primary reason for 360-degree feedback
Review of objective and key points - review participant benefits - call participants to action - ask participants if they have any questions.
Scaling and integrity
To aid in career planning
Likert scale

24. An assessment done during formation
The process that connects information - education - expertise - and practical application of people in an organization for the purposes of sharing and access.
Virtual Reality. Computer-based technology that gives the user a realistic - 3-D - interactive experience that engages as many senses as possible.
Speed - quantity - quality/accuracy - thoroughness - timeliness
Formative evaluation

25. Four variables that effect how members of a culture think and express themselves
The sum of the numbers divided by the total number of values
HPI uses a results-based - systematic approach - HPI focuses on accomplishments before behavior - Organizations are systems.
Silence
Social contexting - contexting - authority - and concept of time

26. Four stages of transition through M&As
Raw and non-contextual - and can exist in forms usable or not
Adult learning theories - instructional design techniques
Initiating - planning - executing - controlling - closing
Disengagement - disidentification - disorientation - and disenchantment.

27. Sequencing and structure are closely related. What is the order in which skills and information are taught
Interview - survey/questionnaire - observation - focus group - work diary/work log
Sequence
Evaluation
Analytical - amiable - drivers - expressive

28. The HPI tool that can gather both qualitative and quantitative data
Long-term process for performance improvement based on 1-on-1 interactions where mentee retains the responsibility for improvement
Sequence
Surveys
Control groups - management estimates - extant data - external studies

29. The tool instructors can leverage from WBT to immediately determine a group's understanding of the material
Maslow's hierarchy - McGregor's Theory X and Y of management
Managerial/administrative - supervisory - functional
Capture attention - reveal trainer's style - raise participant's comfort level - introduce the topic of the presentation.
Polling questions

30. The fourth component of the ASTD HPI model
Learner self-concept - Learner prior experience - Readiness to learn - Orientation to learning - and Motivation to learn
Growth - exploratory - establishment - maintenance - decline
Culture - vision - strategy - and structure
Solution Selection

31. The theory that describes how intelligences reflect how people prefer to process information
Create a vision - communicate the plan - connect the people - congratulate success
Multiple intelligences theory
Scaling and integrity
Behavorism

32. Open questions
Managerial/administrative - supervisory - functional
Questions that stimulate discussion
Extroversion/Introversion - Sensing/Intuition - Thinking/Feeling - Judgment/Perception
To improve performance by systematically developing human expertise through organizational development and training

33. Five job analysis methods
Capture attention - reveal trainer's style - raise participant's comfort level - introduce the topic of the presentation.
Interview - survey/questionnaire - observation - focus group - work diary/work log
The multiple dependent variables in a study with multiple independent variables
Pedagogy

34. The four components of a learning objective
Discovery - Dream - Design - and Destiny
Visual - Auditory - and Kinestethic
Suggestopedia
Audience - Behavior - Condition - and Degree

35. Three basic management styles
Learning technologies
In statistics - it means probably true
Thinking about the whole organization - rather than individuals - and looking primarily at processes
Dictatorship - anarchy - democracy

36. The two mechanisms the chaos and complexity theory focus on
Presentation software
Information - feedback
Ginzberg's theory
Questionnaires - follow-up interviews - observation checklists

37. Skills / knowledge areas that SMEs may lack
Adult learning theories - instructional design techniques
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
Growth - exploratory - establishment - maintenance - decline
Determine business impact - improve the design of the learning experience - determine the content's adequacy

38. Describe noise - in communication theory
Management - performance
Something that disrupts the flow of information between source and receiver
Performance audit
Virtual Reality. Computer-based technology that gives the user a realistic - 3-D - interactive experience that engages as many senses as possible.

39. The methods learning organizations use to create and foster productive learning
Likert scale
The selection of measurement points which can have a large impact on the research's ability to be generalized
Culture - vision - strategy - and structure
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

40. The method used to identify the efficiency and effectiveness of employees
Performance audit
Change Management
Growth - exploratory - establishment - maintenance - decline
Control groups - management estimates - extant data - external studies

41. Who is credited with the idea that learning objectives should contain a condition statement - a performance statement - and a criterion statement
Theatre style
Chat rooms are essentially synchronous (real-time) message boards.
A visual tools used to systematically describe actions/behaviors in a sequential flow - including all the steps and tasks for that process flow.
Robert Mager

42. The two criteria that learners must demonstrate before leaving performance-based training (PBT)
Sequence
Observe body language
Cause Analysis
Knowledge - skills

43. The ability of the same measurement to produce consistent results over time
Reliability
Preparation
Rote skills - and prerequisite material
Cause Analysis

44. Four phases of succession planning
Written tests - oral Q&A - performance tests - role plays
- measure - analyze - improve - control
Establish scope - create plan - implement plan - monitor/evaluate/revise plan
Culture - vision - strategy - and structure

45. Knowledge management
Visual - Auditory - and Kinestethic
Managers are responsible for their own development - executives are responsible for the development of their subordinates - the organization is responsible for providing growth opportunities
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
Robert Mager

46. The technique trainers should use when a presentation is formal and should present a professional image
Rehersal
Objectivity - confidentiality
Review of objective and key points - review participant benefits - call participants to action - ask participants if they have any questions.
Slides

47. Continuous
A variable whose quantification can be broken down into very small units - often called analog (opposed to discrete)
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
The multiple dependent variables in a study with multiple independent variables
Identify business goals - clarify those goals - determine specificity and measurability of the goals.

48. learning object
The multiple dependent variables in a study with multiple independent variables
Split-half
Identify performance gaps - gains commitment to learning - constructs practice to close gaps - drives application and reflection to improve competence
Self-contained chunk of instructional material

49. Sampling

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50. Three learner preferences as defined by the VAK model
Visual - Auditory - and Kinestethic
Measures looking at opinions - behaviors - and attributes
Failure to partner - failure to consider culture - failure to manage change - and failure to adapt to the client.
Characteristics of adults as learners (CAL) conceptual framework