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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. Process Map
Questions that check for understanding or test for consensus
The expected range of a measurement
Benjamin Bloom
A visual tools used to systematically describe actions/behaviors in a sequential flow - including all the steps and tasks for that process flow.

2. CBT
Howard Gardner
Computer-based training. Any learning event that uses computers as the primary distributions method.
Behavior
Problem - action learning group - emphasis on careful questioning and listening - resolution to take action - commitment to learning - group facilitator/learning coach

3. The methods learning organizations use to create and foster productive learning
Change Management
Passive - active - empathetic - listening for knowledge - listening for clarification
Culture - vision - strategy - and structure
Maslow's hierarchy - McGregor's Theory X and Y of management

4. Standard deviation
A visual tools used to systematically describe actions/behaviors in a sequential flow - including all the steps and tasks for that process flow.
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
Upper-left cerebral - lower-left limbic - upper-right cerebral - and lower-right limbic
A measure of the variability of scores from the mean

5. The three foundations of action learning

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6. Two types of job rotations
Virtual Reality. Computer-based technology that gives the user a realistic - 3-D - interactive experience that engages as many senses as possible.
Dictatorship - anarchy - democracy
Learning Management System. Software that automates administration - tracking - and reporting of learning events (ILT and online).
Cross-functional - cross-country/international

7. The questioning technique that seeks to develop critical thinking and creativity
Relevance - inquiry - freedom - connectedness - reception - empowerment - play
Cause Analysis
Socratic questioning
- measure - analyze - improve - control

8. Describe a message board
High cost - scheduling difficulties - and temporary (unless learners have opportunity to practice)
The extent to which an instrument predicts future results
Facilitation is used to involve participants - and to help them learn from one another.
Websites where users post questions - thoughts and observations - and can reply to other users postings of the same

9. The six factors an instructional designer must consider before choosing techniques and training materials
Cost or budget - lesson content - learner background and expectations - time available - and facilities/equipment/materials
Multiple intelligences theory
Experiencing - publishing - processing - generalizing - and applying
Pedagogy

10. Three drawbacks of classroom training
High cost - scheduling difficulties - and temporary (unless learners have opportunity to practice)
Create new hire training - develop behavior-based interview questions - write performance objectives - prepare employees for career progression
Defining objectives - identifying necessary data - selecting data collection methods - collecting data - analyzing and confirming data - and reporting on the data
Raw and non-contextual - and can exist in forms usable or not

11. An evaluation of an evaluation
Seels and Glasgow instructional systems design model
Competing - accommodating - avoiding - collaborating - and compromising.
Meta-evaluation
Action plans - interviews - questionnaires - focus groups - performance contracts

12. The phases of strategic development
Formulation - Development - Implementation - Evaluation
Create new hire training - develop behavior-based interview questions - write performance objectives - prepare employees for career progression
A description or design specification for how information should be treated and organized.
Sequence

13. Four stages of accelerated learning

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14. RFP
Cognitive
Request for proposal. A communication from an organization to potential vendors that defines the organizations needs and how to respond to those needs.
Central tendency
Ishikawa - fishbone

15. The six major factors that influence performance in Gilbert's behavior engineering model
Information - resources - incentives/consequences - knowledge and skills - capacity - and motivation.
Learner self-concept - Learner prior experience - Readiness to learn - Orientation to learning - and Motivation to learn
Engage learner's attention - present materials as input to brain - practice with ideas and skills - review to create new connections and applications
Rapid instructional design (RID)

16. Confidence interval
Visual - Auditory - and Kinestethic
Cross-functional - cross-country/international
The expected range of a measurement
Action plans - interviews - questionnaires - focus groups - performance contracts

17. Levels of listening
Passive - active - empathetic - listening for knowledge - listening for clarification
Feedback
The expected range of a measurement
Determine business impact - improve the design of the learning experience - determine the content's adequacy

18. The fifth component of the ASTD HPI model
- measure - analyze - improve - control
Passive - active - empathetic - listening for knowledge - listening for clarification
Solution Implementation
Time and resource intensive - undue influence of vocal member(s) - difficult to facilitate with a single facilitator to encourage participation and take notes

19. The three levels of problems in systems thinking
Perform a front-end analysis
Structures - patterns - events
Engage learner's attention - present materials as input to brain - practice with ideas and skills - review to create new connections and applications
Harless' front-end analysis model

20. Examples of collaborative software
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
Email - whiteboard - bulletin boards - chat rooms - online presentation tools - WIKIs - Blogs - forums - social sites
Subject-matter expert
Capture attention - reveal trainer's style - raise participant's comfort level - introduce the topic of the presentation.

21. The five principles of andragogy
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.
Learner self-concept - Learner prior experience - Readiness to learn - Orientation to learning - and Motivation to learn
Language - speech - environmental - and psychological
Characteristics of adults as learners (CAL) conceptual framework

22. The two criteria that learners must demonstrate before leaving performance-based training (PBT)
A description or design specification for how information should be treated and organized.
Do not discriminate in any aspect of employment based on disabilities - with reasonable accommodations such as interpreters - reading aids - instructional material modifications - etc.
Competing - accommodating - avoiding - collaborating - and compromising.
Knowledge - skills

23. The ability of the same measurement to produce consistent results over time
Review of objective and key points - review participant benefits - call participants to action - ask participants if they have any questions.
Performance audit
High cost - scheduling difficulties - and temporary (unless learners have opportunity to practice)
Reliability

24. The learning theory that includes activities like behavioral modeling - simulations - role plays - skill drills - and rewards
Upper-left cerebral - lower-left limbic - upper-right cerebral - and lower-right limbic
Learner characteristics like age - educational background - cultural background - learner expectations - and learn motivation to attend
Communication - client motivation - self-management - technical skills
Behavorism

25. Factors that determine fair use
To systematically plan an organization's future
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
The outcome that depends on the independent variable and covariates
Action plans - interviews - questionnaires - focus groups - performance contracts

26. PERT
Information - feedback
Meta-evaluation
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.
Navigation

27. List 10 types of root causes

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28. The way of learning that stresses experience and reflection - and uses an inductive learning process that takes a learner through five stages: experiencing - publishing - processing - generalizing - and applying
Ideas - processes - procedures - methods of operation - concepts - principles - and discoveries
Experiential learning
Balanced scorecard
Harless' front-end analysis model

29. The kinds of objectives that support the final behavioral outcomes by breaking them down into more manageable chunks
Passive - active - empathetic - listening for knowledge - listening for clarification
Enabling objectives
Data from archival records - existing records - report - and data
Create a vision - communicate the plan - connect the people - congratulate success

30. The purpose of workforce planning
Accelerated Learning
Slides
Information that combined with understanding enables understanding
To improve performance by systematically developing human expertise through organizational development and training

31. The diagnostic model that identifies the performance problem cause - based on cause driving solution

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32. DMAIC
Cross-functional - cross-country/international
- measure - analyze - improve - control
Time and resource intensive - undue influence of vocal member(s) - difficult to facilitate with a single facilitator to encourage participation and take notes
Numbers or variables used to classify a system

33. The processes performance management is primarily concerned with
Communication - client motivation - self-management - technical skills
Capture attention - reveal trainer's style - raise participant's comfort level - introduce the topic of the presentation.
Developing employees - motivating employees - deploying employees - aligning people to process to increase performance
Driving forces - restraining forces - current state - desired state

34. The reliability test where one test is split into two shorter ones - by randomly assigning test items to one half or the other
Pedagogy
Documentation audit - information system survey - identification of external information sources
Split-half
Learning Content Management System. Software that packages courses and learning materials for print - CD-ROM - and electronic publication.

35. The type of question - often starting with 'what if ...' - that is used to get learners to thinking freely
Failure to partner - failure to consider culture - failure to manage change - and failure to adapt to the client.
Split-half
Hypothetical
Mentoring is longer term - and mentors do not have responsibility for participants improvement.

36. The seventh component of the ASTD HPI model
Enabling objectives
Change Management
Experiencing - publishing - processing - generalizing - and applying
Opportunity-centered

37. The popularizer of the multiple intelligences theory
Howard Gardner
Information - resources - incentives/consequences - knowledge and skills - capacity - and motivation.
Focused on fundamental shifts in how people view themselves - and intentional alterations of beliefs and values about the world and themselves
Meta-evaluation

38. Software that automates the administration of training
HPI uses a results-based - systematic approach - HPI focuses on accomplishments before behavior - Organizations are systems.
Analytical - amiable - drivers - expressive
Learning Management System (LMS)
Cross-functional - cross-country/international

39. Describe a chat room
Managers are responsible for their own development - executives are responsible for the development of their subordinates - the organization is responsible for providing growth opportunities
A variable whose quantification can be broken down into very small units - often called analog (opposed to discrete)
Chat rooms are essentially synchronous (real-time) message boards.
Opportunity-centered

40. Four basic components of a process
To systematically plan an organization's future
Inputs - outputs - process controls - and resources.
Eager to succeed - open to support - interested in different tactics/methods and trying those out - learning oriented
Technical competence - people skills - conceptual skills - results - taste - judgment - character

41. The fourth component of the ASTD HPI model
Ginzberg's theory
Language - speech - environmental - and psychological
A variable the influences the dependent variable
Solution Selection

42. Four ways to create a learning climate based on Knowles' work
Solution Implementation
Create safe haven for learning - create a comfortable environment - encourage participation - facilitate more than lecture.
Structure and processes - resources - information - knowledge and skills - motives - and wellness.
Cognitivism

43. The two management practices similar to complexity theory
Learning organizations - systems thinking
Learning
Identify performance gaps - gains commitment to learning - constructs practice to close gaps - drives application and reflection to improve competence
Weak manager judgments or experience levels - identified talent shortages - organization culture suports structured programs

44. The characteristics of a complex system
Virtual Reality. Computer-based technology that gives the user a realistic - 3-D - interactive experience that engages as many senses as possible.
Capture attention - help message to be remembered - establish rapport - build credibility - and build team unity.
Andragogy - time pressures - goal orientation - previous knowledge and experience - relevent content - levels of motivation - and different learning styles
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

45. List seven things that cannot be copyrighted
The multiple dependent variables in a study with multiple independent variables
Ideas - processes - procedures - methods of operation - concepts - principles - and discoveries
Chaos is simple systems generating complicated behavior. Complexity is complicated systems generating simple behavior.
Speed - quantity - quality/accuracy - thoroughness - timeliness

46. Four tasks typically done in the job analysis
Identify performance gaps - gains commitment to learning - constructs practice to close gaps - drives application and reflection to improve competence
Create new hire training - develop behavior-based interview questions - write performance objectives - prepare employees for career progression
Technology - new products - shareholders - financial conditions - system challenges - process challenges - policies
Surveys

47. Level 4 evaluation
Electronic Performance Support System. Software that provides just-in-time help - guidance - coaching - or assistance to improve job performance.
Ideas - processes - procedures - methods of operation - concepts - principles - and discoveries
Self-study guides - job aids - instructor-led materials - technology-delivered training deliverables - assessments
Behavior

48. Two types of personality inventory instruments
Cognitivism
Myer-Briggs Type Indicator (MBTI) - DiSC personality profile
Observe body language
The minimum time schedule for completing all the tasks in a project with several overlapping or dependent tasks.

49. The four quadrants in W.E. (Ned) Herrmann's learning brain model
Maslow's hierarchy - McGregor's Theory X and Y of management
Upper-left cerebral - lower-left limbic - upper-right cerebral - and lower-right limbic
Groupthink
Knowledge - skills

50. Four characteristics of tasks that are well-suited for job aids
Solution Implementation
Low frequency - high complexity - high consequence of error - high probability of change in the future
Knowledge - skills - desire - environment - and opportunity
Threat - problem - solution - habit