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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. Types of synthesis models
Two-aix matrixes - flowcharts - dichotomy - graphic models
Behavior
Visual - Auditory - and Kinestethic
Websites where users post questions - thoughts and observations - and can reply to other users postings of the same

2. Types of Level 5 instruments
Interview - survey/questionnaire - observation - focus group - work diary/work log
Knowledge - skills
Control groups - management estimates - extant data - external studies
Do not discriminate in any aspect of employment based on disabilities - with reasonable accommodations such as interpreters - reading aids - instructional material modifications - etc.

3. The tasks involved in the formulation phase of strategic development
Upper-left cerebral - lower-left limbic - upper-right cerebral - and lower-right limbic
Eager to succeed - open to support - interested in different tactics/methods and trying those out - learning oriented
Identify organizational values - development mission - develop vision - develop value statements
Constraints analysis

4. The five factors that affect human performance
Knowledge - skills - desire - environment - and opportunity
Knowledge in one's personal memory - includes judgment - insights - experience - know-how - personal beliefs - and personal values.
Establish scope - create plan - implement plan - monitor/evaluate/revise plan
Characteristics of adults as learners (CAL) conceptual framework

5. List seven things that cannot be copyrighted
Central tendency
Ideas - processes - procedures - methods of operation - concepts - principles - and discoveries
Simulations
Structure and processes - resources - information - knowledge and skills - motives - and wellness.

6. Information Chunking
Defining objectives - identifying necessary data - selecting data collection methods - collecting data - analyzing and confirming data - and reporting on the data
Central tendency
HPI uses a results-based - systematic approach - HPI focuses on accomplishments before behavior - Organizations are systems.
The process that enables organizations to create short reference materials with relevant information by reducing information into codified - categorized - and reusable content.

7. The purpose of an after-action review

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8. The three fundamental principles of HPI
HPI uses a results-based - systematic approach - HPI focuses on accomplishments before behavior - Organizations are systems.
Raw and non-contextual - and can exist in forms usable or not
Silence
No area is overlooked - forces to be used are known - there is time to develop other strategies if the analysis reveals the need

9. List six external factors that may affect an organization
Developing employees - motivating employees - deploying employees - aligning people to process to increase performance
Economic - social - political and legislative - workforce - technological - and competitive.
Howard Gardner
Electronic performance support system (EPSS)

10. Four characteristics of tasks that are well-suited for job aids
Semantic differential
Determining needs - defining scope and budget - creating and sending the RFP - evaluating proposals and selecting vendors - notifying the vendor and negotiating the contract - implementing the project - monitoring the project - completing and evaluat
Managerial/administrative - supervisory - functional
Low frequency - high complexity - high consequence of error - high probability of change in the future

11. An evaluation of an evaluation
A variable that can have one of two possible values.
Rapid instructional design (RID)
Meta-evaluation
To improve performance by systematically developing human expertise through organizational development and training

12. Closed questions
The world is created in conversation
Chat rooms are essentially synchronous (real-time) message boards.
Phone - VoIP - online meetings - email - specialized software
Questions that check for understanding or test for consensus

13. Four variables that effect how members of a culture think and express themselves
Meta-evaluation
Competing - accommodating - avoiding - collaborating - and compromising.
Social contexting - contexting - authority - and concept of time
Ginzberg's theory

14. Four barriers to communication during training delivery
No area is overlooked - forces to be used are known - there is time to develop other strategies if the analysis reveals the need
Reaction
Language - speech - environmental - and psychological
Benjamin Bloom

15. Triple-loop learning
Rich data - comparable data across interviews with proper construction of interview protocol - and adds depth to quantative methods
Slides
Focused on fundamental shifts in how people view themselves - and intentional alterations of beliefs and values about the world and themselves
Socratic questioning

16. The technique trainers should use when a presentation is formal and should present a professional image
Determine business impact - improve the design of the learning experience - determine the content's adequacy
Slides
An effective - structured way that captures people's learning from an experience.
Balanced scorecard

17. Things a forcefield analysis ensures
DMAIC methodology - IPO model - flowcharting - evaluation models
Split-half
Misplacing ownership - misaligning incentives - saving recognition - playing favorites - misspeaking praise
No area is overlooked - forces to be used are known - there is time to develop other strategies if the analysis reveals the need

18. Data
Developing employees - motivating employees - deploying employees - aligning people to process to increase performance
Ideas - processes - procedures - methods of operation - concepts - principles - and discoveries
Image oriented - interactive - immediate - and intimate.
Raw and non-contextual - and can exist in forms usable or not

19. Three tools for determining learner preferences
Socratic questioning
The sum of the numbers divided by the total number of values
Learning
Productivity Environmental Preference Survey (PEPS) - Canfield Learning Style Inventory - and Learning Style Questionnaire

20. The learning domain that focuses on the skills and knowledge relating to an activity such as changing a car's oil
Electronic performance support system (EPSS)
In statistics - it means probably true
Self-contained chunk of instructional material
Cognitive

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
problem - establish action plan - clarify values - identify alternatives - discover probable outcomes - eliminate alternatives systematically - start action
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.
Navigation
Cost or budget - lesson content - learner background and expectations - time available - and facilities/equipment/materials

22. EPSS
Electronic Performance Support System. Software that provides just-in-time help - guidance - coaching - or assistance to improve job performance.
Audience - Behavior - Condition - and Degree
Initiating - planning - executing - controlling - closing
Experiential learning

23. Four common mistakes HPI professionals make in selecting - designing - and implementing interventions
Subject-matter expert
Theatre style
Convergers - divergers - assimilators - and accommodators
Failure to partner - failure to consider culture - failure to manage change - and failure to adapt to the client.

24. Level 5 evaluation
Facilitation is used to involve participants - and to help them learn from one another.
Create new hire training - develop behavior-based interview questions - write performance objectives - prepare employees for career progression
Monetary impact/ROI
Seels and Glasgow instructional systems design model

25. Predictive validity
Technical competence - people skills - conceptual skills - results - taste - judgment - character
DMAIC methodology - IPO model - flowcharting - evaluation models
The extent to which an instrument predicts future results
Breakeven ( ( Program Costs / Investment ) / ( Benefits / Cash Inflow) )

26. The term for the relationship of people's positions in space
Audience - Behavior - Condition - and Degree
Proxemics
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
The sum of the numbers divided by the total number of values

27. A computer application that is linked directly to another application to train or guide workers through a task
Electronic performance support system (EPSS)
Formative evaluation
Relevance - inquiry - freedom - connectedness - reception - empowerment - play
Central tendency

28. Knowledge
Form - storm - norm - perform - and adjourn.
External and environmental influences
Information that combined with understanding enables understanding
Identify organizational values - development mission - develop vision - develop value statements

29. Level 3 evaluation
Facilitation is used to involve participants - and to help them learn from one another.
Feedback
Results
Ideas - processes - procedures - methods of operation - concepts - principles - and discoveries

30. The three major tasks of analyzing data
Defining objectives - identifying necessary data - selecting data collection methods - collecting data - analyzing and confirming data - and reporting on the data
Structure
Written tests - oral Q&A - performance tests - role plays
Sorting - tabulating - and comparing raw to summarized data

31. The seven basic self-governing behaviors
Honesty - fairness - lawfulness - compassion - respect - loyalty - dependability
Questionnaires - follow-up interviews - observation checklists
Establish scope - create plan - implement plan - monitor/evaluate/revise plan
Create new hire training - develop behavior-based interview questions - write performance objectives - prepare employees for career progression

32. What does proxemics refer to?
Scaling and integrity
Electronic performance support system (EPSS)
Personal space
Productivity Environmental Preference Survey (PEPS) - Canfield Learning Style Inventory - and Learning Style Questionnaire

33. the meaning of significant - in a statistical context
Simulations
In statistics - it means probably true
Purpose and character of use (commercial or nonprofit educational use) - nature of the copyrighted work - amount of the work used in relationship to the whole of the work - effect on the market potential for or value of the copyrighted work
Learning Content Management System. Software that packages courses and learning materials for print - CD-ROM - and electronic publication.

34. Critical Path
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.
Create new hire training - develop behavior-based interview questions - write performance objectives - prepare employees for career progression
Learner-centered - content-centered
The minimum time schedule for completing all the tasks in a project with several overlapping or dependent tasks.

35. The way a person prefers to learn new content
Determine business impact - improve the design of the learning experience - determine the content's adequacy
Request for proposal. A communication from an organization to potential vendors that defines the organizations needs and how to respond to those needs.
Conduct a SWOT - establish strategic goals - develop strategies to achieve the strategic goals
Learning style

36. 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
Culture - vision - strategy - and structure
Business Analysis
Suggestopedia
Establish short-term objectives - create an action plan to achieve short-term objectives - allocate resources to the objectives - motivate employees to reach the objectives

37. Three conditions that warrant multi-rater feedback
Weak manager judgments or experience levels - identified talent shortages - organization culture suports structured programs
When the cause of the problem is a lack of knowledge or skills
Knowledge - skills
Likert scale

38. The elements of the 4-D cycle
The expected range of a measurement
Data - Information - Knowledge
Likert scale
Discovery - Dream - Design - and Destiny

39. Examples of internal factors that influence an organization
Personal space
Cross-functional - cross-country/international
Technology - new products - shareholders - financial conditions - system challenges - process challenges - policies
Competing - accommodating - avoiding - collaborating - and compromising.

40. Compare/contrast chaos and complexity
Chaos is simple systems generating complicated behavior. Complexity is complicated systems generating simple behavior.
Reliability
Multiple intelligences theory
Learning style

41. The four Cs of change
Reliability
Email - whiteboard - bulletin boards - chat rooms - online presentation tools - WIKIs - Blogs - forums - social sites
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.
Create a vision - communicate the plan - connect the people - congratulate success

42. The mode of training for which classroom training is most effective
Psychomotor skills
Results
Failure to partner - failure to consider culture - failure to manage change - and failure to adapt to the client.
Passive - active - empathetic - listening for knowledge - listening for clarification

43. The collection of strategies for quickly producing instructional packages
Disengagement - disidentification - disorientation - and disenchantment.
Rapid instructional design (RID)
The expected range of a measurement
Maslow's hierarchy

44. The five stages of D. E. Super's developmental framework
Structure and processes - resources - information - knowledge and skills - motives - and wellness.
Sequence
Data from archival records - existing records - report - and data
Growth - exploratory - establishment - maintenance - decline

45. Four characteristics of highly motivated clients
The sum of the numbers divided by the total number of values
Adult learning theories - instructional design techniques
Eager to succeed - open to support - interested in different tactics/methods and trying those out - learning oriented
Cause Analysis

46. ROI
Audience - behavior - condition - and degree
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.
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
Return-on-investment ( (Benefits - Costs) / Costs) * 100

47. The use of electronic technologies to deliver information and facilitate the development of skills
The sum of the numbers divided by the total number of values
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
Behavior
Learning technologies

48. Tacit knowledge

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49. The purpose of workforce planning
To improve performance by systematically developing human expertise through organizational development and training
Discovery - Dream - Design - and Destiny
Ideas - processes - procedures - methods of operation - concepts - principles - and discoveries
Structure and processes - resources - information - knowledge and skills - motives - and wellness.

50. Malcolm Knowles' work tipped the instructional systems design scale. The two ends of that scale
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
A variable in whole number or distinct units (opposed to continuous)
Learner-centered - content-centered