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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 technique trainers should use when a presentation is formal and should present a professional image
Job analysis
Charts - graphs
Numbers or variables used to classify a system
Slides

2. Steps of managing a change project
HPI uses a results-based - systematic approach - HPI focuses on accomplishments before behavior - Organizations are systems.
Central tendency
Business needs - performance needs - learning needs - and learner needs
Initiating - planning - executing - controlling - closing

3. VR
Groupthink
Reality - feasibility - authority - and learning opportunities
Virtual Reality. Computer-based technology that gives the user a realistic - 3-D - interactive experience that engages as many senses as possible.
Hard data

4. Four phases of succession planning
Establish scope - create plan - implement plan - monitor/evaluate/revise plan
Focused on fundamental changes to thinking patterns and behaviors
To improve performance by systematically developing human expertise through organizational development and training
When the cause of the problem is a lack of knowledge or skills

5. Independent
Weak manager judgments or experience levels - identified talent shortages - organization culture suports structured programs
Disengagement - disidentification - disorientation - and disenchantment.
A variable the influences the dependent variable
Theatre style

6. Continuous
Perform a front-end analysis
A variable whose quantification can be broken down into very small units - often called analog (opposed to discrete)
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

7. Four elements of an effective oral presentation
Opener - bridge - main body - and close
Weak manager judgments or experience levels - identified talent shortages - organization culture suports structured programs
Establish short-term objectives - create an action plan to achieve short-term objectives - allocate resources to the objectives - motivate employees to reach the objectives
L = P + Q + R. Learning - Programmed instruction - Questioning - Reflection

8. Mean
Experiencing - publishing - processing - generalizing - and applying
The sum of the numbers divided by the total number of values
problem - establish action plan - clarify values - identify alternatives - discover probable outcomes - eliminate alternatives systematically - start action
The most frequently occurring value

9. The HPI tool that can gather both qualitative and quantitative data
Cognitive
Identify organizational values - development mission - develop vision - develop value statements
Surveys
Cognitivism

10. The tasks involved in the formulation phase of strategic development
Identify organizational values - development mission - develop vision - develop value statements
Breakeven ( ( Program Costs / Investment ) / ( Benefits / Cash Inflow) )
Personal space
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

11. Quantitative
Constraints analysis
DMAIC methodology - IPO model - flowcharting - evaluation models
Measures of quantity or numbers
Eager to succeed - open to support - interested in different tactics/methods and trying those out - learning oriented

12. Level 1 evaluation
Reaction
Learner characteristics like age - educational background - cultural background - learner expectations - and learn motivation to attend
Knowledge - skills - desire - environment - and opportunity
Silence

13. 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
Silence
Information - feedback
Suggestopedia
Threat - problem - solution - habit

14. The purpose of an after-action review

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15. The measure that is defined by mean - median - and mode
Central tendency
Maslow's hierarchy
Gain understanding or learning objectives - learn the materials - practice the delivery - prepare questions to stimulate learning.
Identify organizational values - development mission - develop vision - develop value statements

16. LMS
Sorting - tabulating - and comparing raw to summarized data
Learning Management System. Software that automates administration - tracking - and reporting of learning events (ILT and online).
Cost-effectiveness - accessibility and application - learner access - and self-direction
Howard Gardner

17. The fifth component of the ASTD HPI model
Learner self-concept - Learner prior experience - Readiness to learn - Orientation to learning - and Motivation to learn
Solution Implementation
Thinking about the whole organization - rather than individuals - and looking primarily at processes
problem - establish action plan - clarify values - identify alternatives - discover probable outcomes - eliminate alternatives systematically - start action

18. Sampling

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19. The requirements of the ADA
Failure to partner - failure to consider culture - failure to manage change - and failure to adapt to the client.
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.
Do not discriminate in any aspect of employment based on disabilities - with reasonable accommodations such as interpreters - reading aids - instructional material modifications - etc.
Control groups - management estimates - extant data - external studies

20. Three learner preferences as defined by the VAK model
Benefit-to-cost ratio (Total Benefit / Total Program Cost)
Visual - Auditory - and Kinestethic
Terminal objectives
Learner characteristics like age - educational background - cultural background - learner expectations - and learn motivation to attend

21. BE
Ideas - processes - procedures - methods of operation - concepts - principles - and discoveries
Cognitive
Breakeven ( ( Program Costs / Investment ) / ( Benefits / Cash Inflow) )
Create a vision - communicate the plan - connect the people - congratulate success

22. Community of practice
Surveys
Cost or budget - lesson content - learner background and expectations - time available - and facilities/equipment/materials
Experiencing - publishing - processing - generalizing - and applying
A group of people who share a common interest - and are willing to share the experiences of their common interest.

23. Describe a message board
Websites where users post questions - thoughts and observations - and can reply to other users postings of the same
Functional context
Knowledge that has been documented - includes books - manuals - training courses - job aids - software rules - databases - etc.
Slides

24. Steps in Pfeiffer and Jones' experiential learning cycle
Experiencing - publishing - processing - generalizing - and applying
A variable the influences the dependent variable
Self-study guides - job aids - instructor-led materials - technology-delivered training deliverables - assessments
Information - feedback

25. The purpose of strategic planning

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26. Two circumstances where e-learning is particularly useful
Rote skills - and prerequisite material
The extent to which an instrument represents the program's content
Multiple intelligences theory
Image oriented - interactive - immediate - and intimate.

27. Four ways to create a learning climate based on Knowles' work
Create safe haven for learning - create a comfortable environment - encourage participation - facilitate more than lecture.
A visual tools used to systematically describe actions/behaviors in a sequential flow - including all the steps and tasks for that process flow.
Sorting - tabulating - and comparing raw to summarized data
Simulations

28. LCMS
Hard data
Learning Content Management System. Software that packages courses and learning materials for print - CD-ROM - and electronic publication.
The sum of the numbers divided by the total number of values
Audience - behavior - condition - and degree

29. The two management practices similar to complexity theory
Return-on-investment ( (Benefits - Costs) / Costs) * 100
A variable the influences the dependent variable
Semantic differential
Learning organizations - systems thinking

30. Types of Level 2 instruments
Enabling objectives
Written tests - oral Q&A - performance tests - role plays
Feedback
External coaching - internal coaching

31. The third component of the ASTD HPI model
Cross-functional - cross-country/international
Eager to succeed - open to support - interested in different tactics/methods and trying those out - learning oriented
Cause Analysis
Identify business goals - clarify those goals - determine specificity and measurability of the goals.

32. The theory that matches individual needs to instructional experiences
Interviews
Driving forces - restraining forces - current state - desired state
Opportunity-centered
A collection of code containing instructions for a computer to perform a specific action

33. The six factors an instructional designer must consider before choosing techniques and training materials
Something that disrupts the flow of information between source and receiver
The minimum time schedule for completing all the tasks in a project with several overlapping or dependent tasks.
To improve performance by systematically developing human expertise through organizational development and training
Cost or budget - lesson content - learner background and expectations - time available - and facilities/equipment/materials

34. The method used to identify the efficiency and effectiveness of employees
Personal space
Performance audit
Audience - Behavior - Condition - and Degree
Discovery - Dream - Design - and Destiny

35. The term for the relationship of people's positions in space
Weak manager judgments or experience levels - identified talent shortages - organization culture suports structured programs
Validity
Proxemics
Relevance - inquiry - freedom - connectedness - reception - empowerment - play

36. The tasks involved in the development phase of strategic development
Experiencing - publishing - processing - generalizing - and applying
Information - feedback
External/organizational scans - identify business needs - identify change initiatives - collect data - analyze data - report on the data - design the change initiative
Conduct a SWOT - establish strategic goals - develop strategies to achieve the strategic goals

37. Explicit knowledge
Charts - graphs
Create safe haven for learning - create a comfortable environment - encourage participation - facilitate more than lecture.
Knowledge that has been documented - includes books - manuals - training courses - job aids - software rules - databases - etc.
Matching current - usually high-potential employees - with future roles within the company to systematic prepare them for a future role

38. Five approaches to facilitate inclusion
Performance records - direct observation - supervisor checklists
Gain understanding or learning objectives - learn the materials - practice the delivery - prepare questions to stimulate learning.
Awareness - modeling - targeted interventions - desensitization - training
Time and resource intensive - undue influence of vocal member(s) - difficult to facilitate with a single facilitator to encourage participation and take notes

39. List six external factors that may affect an organization
Suggestopedia
Economic - social - political and legislative - workforce - technological - and competitive.
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
Reliability

40. The guidelines Carl Rogers describes as critical elements to remember in adult learning situations
Technology - new products - shareholders - financial conditions - system challenges - process challenges - policies
Information - resources - incentives/consequences - knowledge and skills - capacity - and motivation.
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
Separation of place - time - or both among learners - instructors - and learning resources; Interactions are conducted through one or mode media.

41. Four stages of accelerated learning

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42. What is the primary reason for 360-degree feedback
To aid in career planning
Characteristics of adults as learners (CAL) conceptual framework
The extent to which an instrument represents the program's content
Meta-evaluation

43. Single-loop learning
Icebreakers do not have to relate to the session materials. Opening exercise introduces the session materials being taught.
Preparation
Focused on learning and using new necessary skills through incremental change
Convergers - divergers - assimilators - and accommodators

44. Qualitative
Electronic Performance Support System. Software that provides just-in-time help - guidance - coaching - or assistance to improve job performance.
Organization - process - and job/performer.
Request for proposal. A communication from an organization to potential vendors that defines the organizations needs and how to respond to those needs.
Measures looking at opinions - behaviors - and attributes

45. The instrument where participants rate two contrasting ideas or words by circling points on a line
Semantic differential
Low frequency - high complexity - high consequence of error - high probability of change in the future
Psychomotor skills
Competing - accommodating - avoiding - collaborating - and compromising.

46. Five ways to use storytelling
Mentoring is longer term - and mentors do not have responsibility for participants improvement.
External/organizational scans - identify business needs - identify change initiatives - collect data - analyze data - report on the data - design the change initiative
Capture attention - help message to be remembered - establish rapport - build credibility - and build team unity.
Pedagogy

47. Four steps to prepare for training delivery
Numbers or variables used to classify a system
Experiencing - publishing - processing - generalizing - and applying
Matching current - usually high-potential employees - with future roles within the company to systematic prepare them for a future role
Gain understanding or learning objectives - learn the materials - practice the delivery - prepare questions to stimulate learning.

48. The factors that are defined during the performance gap analysis
Return-on-investment ( (Benefits - Costs) / Costs) * 100
Self-study guides - job aids - instructor-led materials - technology-delivered training deliverables - assessments
Driving forces - restraining forces - current state - desired state
Long-term process for performance improvement based on 1-on-1 interactions where mentee retains the responsibility for improvement

49. The sixth component of the ASTD HPI model
Change Management
Economic - social - political and legislative - workforce - technological - and competitive.
Long-term process for performance improvement based on 1-on-1 interactions where mentee retains the responsibility for improvement
Evaluation

50. The four parts of the International Federation's (ICF) ethical standards
Two-aix matrixes - flowcharts - dichotomy - graphic models
Rote skills
Brainstorming - case studies - and role plays
Philosophy of coaching - definition of coaching - standards of ethical coaching conduct - pledge of coaching ethics