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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. Discrete
External coaching - internal coaching
Charts - graphs
Technical competence - people skills - conceptual skills - results - taste - judgment - character
A variable in whole number or distinct units (opposed to continuous)

2. The three competency elements that constitute most jobs
Learning
A variable in whole number or distinct units (opposed to continuous)
Managerial/administrative - supervisory - functional
The outcome that depends on the independent variable and covariates

3. The model (a pyramid) from bottom to top is: physiology - safety - belongingness - esteem - and self-actualization

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4. List six external factors that may affect an organization
L = P + Q + R. Learning - Programmed instruction - Questioning - Reflection
Economic - social - political and legislative - workforce - technological - and competitive.
Data that has been given context
Constraints analysis

5. Four variables that effect how members of a culture think and express themselves
Observe body language
Learning style
Eager to succeed - open to support - interested in different tactics/methods and trying those out - learning oriented
Social contexting - contexting - authority - and concept of time

6. Contrast mentoring to coaching
Mentoring is longer term - and mentors do not have responsibility for participants improvement.
Identify business goals - clarify those goals - determine specificity and measurability of the goals.
The minimum time schedule for completing all the tasks in a project with several overlapping or dependent tasks.
Evaluation

7. The HPI tool that can gather both qualitative and quantitative data
Establish short-term objectives - create an action plan to achieve short-term objectives - allocate resources to the objectives - motivate employees to reach the objectives
External/organizational scans - identify business needs - identify change initiatives - collect data - analyze data - report on the data - design the change initiative
Enabling objectives
Surveys

8. Level 2 evaluation
Learning Content Management System. Software that packages courses and learning materials for print - CD-ROM - and electronic publication.
Job analysis
Functional context
Learning

9. Dichotomous
Sequence
A variable that can have one of two possible values.
Image oriented - interactive - immediate - and intimate.
Information - feedback

10. The five principles of andragogy
Learner self-concept - Learner prior experience - Readiness to learn - Orientation to learning - and Motivation to learn
Structure and processes - resources - information - knowledge and skills - motives - and wellness.
problem - establish action plan - clarify values - identify alternatives - discover probable outcomes - eliminate alternatives systematically - start action
Rote skills - and prerequisite material

11. Four cases when a trainer should not use a chart pack
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.
Problem - action learning group - emphasis on careful questioning and listening - resolution to take action - commitment to learning - group facilitator/learning coach
Learning Content Management System. Software that packages courses and learning materials for print - CD-ROM - and electronic publication.
Chat rooms are essentially synchronous (real-time) message boards.

12. The two management practices similar to complexity theory
Silence
Ishikawa - fishbone
Learning organizations - systems thinking
Convergers - divergers - assimilators - and accommodators

13. Four things a coach does
A visual tools used to systematically describe actions/behaviors in a sequential flow - including all the steps and tasks for that process flow.
Data that has been given context
To aid in career planning
Identify performance gaps - gains commitment to learning - constructs practice to close gaps - drives application and reflection to improve competence

14. Meta-tag
Learner characteristics like age - educational background - cultural background - learner expectations - and learn motivation to attend
Personal space
An HTML tag identifying the context of the contents on a website or knowledge base.
Misplacing ownership - misaligning incentives - saving recognition - playing favorites - misspeaking praise

15. LMS
Managers are responsible for their own development - executives are responsible for the development of their subordinates - the organization is responsible for providing growth opportunities
Learning Management System. Software that automates administration - tracking - and reporting of learning events (ILT and online).
Pedagogy
Constraints analysis

16. Types of Level 1 instruments
Communication - client motivation - self-management - technical skills
Questionnaires - follow-up interviews - observation checklists
Questions that check for understanding or test for consensus
Formative evaluation

17. CBT
Rich data - comparable data across interviews with proper construction of interview protocol - and adds depth to quantative methods
Rehersal
Computer-based training. Any learning event that uses computers as the primary distributions method.
Measures of quantity or numbers

18. The purpose of strategic planning

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19. Two types of coaching situations that primarily differ on the degree of confidentiality and sensitivity
Experiential learning
External coaching - internal coaching
Something that disrupts the flow of information between source and receiver
Walk towards a participant as they speak

20. Critical Path
Problem - action learning group - emphasis on careful questioning and listening - resolution to take action - commitment to learning - group facilitator/learning coach
The minimum time schedule for completing all the tasks in a project with several overlapping or dependent tasks.
Learner self-concept - Learner prior experience - Readiness to learn - Orientation to learning - and Motivation to learn
Seels and Glasgow instructional systems design model

21. Four basic components of a process
An unknown or uncontrolled variable that produces an effect
Learner self-concept - Learner prior experience - Readiness to learn - Orientation to learning - and Motivation to learn
Visual - Auditory - and Kinestethic
Inputs - outputs - process controls - and resources.

22. List seven things that cannot be copyrighted
Philosophy of coaching - definition of coaching - standards of ethical coaching conduct - pledge of coaching ethics
Focused on fundamental changes to thinking patterns and behaviors
Ideas - processes - procedures - methods of operation - concepts - principles - and discoveries
Eager to succeed - open to support - interested in different tactics/methods and trying those out - learning oriented

23. Types of formative evaluation
Feedback
Pilot tests - technical reviews - production reviews
Virtual Reality. Computer-based technology that gives the user a realistic - 3-D - interactive experience that engages as many senses as possible.
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

24. Four characteristics of tasks that are well-suited for job aids
Mentoring is longer term - and mentors do not have responsibility for participants improvement.
Navigation
Asynchronous
Low frequency - high complexity - high consequence of error - high probability of change in the future

25. The four quadrants in W.E. (Ned) Herrmann's learning brain model
The selection of measurement points which can have a large impact on the research's ability to be generalized
Upper-left cerebral - lower-left limbic - upper-right cerebral - and lower-right limbic
Central tendency
Matching current - usually high-potential employees - with future roles within the company to systematic prepare them for a future role

26. Things a forcefield analysis ensures
Data - Information - Knowledge
Reaction
Create new hire training - develop behavior-based interview questions - write performance objectives - prepare employees for career progression
No area is overlooked - forces to be used are known - there is time to develop other strategies if the analysis reveals the need

27. The reliability test where one test is split into two shorter ones - by randomly assigning test items to one half or the other
The mid-point of the distribution - 50% of the values are above/below this value
The process that enables organizations to create short reference materials with relevant information by reducing information into codified - categorized - and reusable content.
Split-half
Language - speech - environmental - and psychological

28. The method used to identify the efficiency and effectiveness of employees
Cost or budget - lesson content - learner background and expectations - time available - and facilities/equipment/materials
Performance audit
Low frequency - high complexity - high consequence of error - high probability of change in the future
A description or design specification for how information should be treated and organized.

29. The two mechanisms the chaos and complexity theory focus on
The outcome that depends on the independent variable and covariates
Entertainment - interaction - control - usability - and customization
Information - feedback
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

30. Describe how facilitation differs from training
A measure of the variability of scores from the mean
Return-on-investment ( (Benefits - Costs) / Costs) * 100
Facilitation is used to involve participants - and to help them learn from one another.
Cognitive

31. The steps of a needs analysis
Opportunity-centered
External/organizational scans - identify business needs - identify change initiatives - collect data - analyze data - report on the data - design the change initiative
Knowledge that has been documented - includes books - manuals - training courses - job aids - software rules - databases - etc.
The multiple dependent variables in a study with multiple independent variables

32. Standard deviation
Theatre style
Computer-based training. Any learning event that uses computers as the primary distributions method.
A measure of the variability of scores from the mean
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.

33. Five approaches to facilitate inclusion
Something that disrupts the flow of information between source and receiver
Awareness - modeling - targeted interventions - desensitization - training
Defining objectives - identifying necessary data - selecting data collection methods - collecting data - analyzing and confirming data - and reporting on the data
The process that enables organizations to create short reference materials with relevant information by reducing information into codified - categorized - and reusable content.

34. Types of Level 4 instruments
To systematically plan an organization's future
Performance records - direct observation - supervisor checklists
Semantic differential
Ideas - processes - procedures - methods of operation - concepts - principles - and discoveries

35. 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
Cross-functional - cross-country/international
Raw and non-contextual - and can exist in forms usable or not
Suggestopedia
Focused on fundamental shifts in how people view themselves - and intentional alterations of beliefs and values about the world and themselves

36. Cordinal data
Create a vision - communicate the plan - connect the people - congratulate success
Numbers or variables used to rank order a system
To improve performance by systematically developing human expertise through organizational development and training
Job aids - and EPSS

37. Types of synthesis models
The selection of measurement points which can have a large impact on the research's ability to be generalized
Two-aix matrixes - flowcharts - dichotomy - graphic models
Silence
Facilitation is used to involve participants - and to help them learn from one another.

38. The process where each member of a group makes their opinions conform to the perceived group consensus
Groupthink
Cognitive
Learning
Long-term process for performance improvement based on 1-on-1 interactions where mentee retains the responsibility for improvement

39. The method a trainer can use to encourage a participant to continue speaking
The selection of measurement points which can have a large impact on the research's ability to be generalized
Walk towards a participant as they speak
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
Knowledge in one's personal memory - includes judgment - insights - experience - know-how - personal beliefs - and personal values.

40. Steps in Pfeiffer and Jones' experiential learning cycle
Matching current - usually high-potential employees - with future roles within the company to systematic prepare them for a future role
Eager to succeed - open to support - interested in different tactics/methods and trying those out - learning oriented
Experiencing - publishing - processing - generalizing - and applying
The world is created in conversation

41. Four barriers to communication during training delivery
Language - speech - environmental - and psychological
Business needs - performance needs - learning needs - and learner needs
Technology - new products - shareholders - financial conditions - system challenges - process challenges - policies
Action plans - interviews - questionnaires - focus groups - performance contracts

42. The measure that is defined by mean - median - and mode
Central tendency
Icebreakers do not have to relate to the session materials. Opening exercise introduces the session materials being taught.
Failure to partner - failure to consider culture - failure to manage change - and failure to adapt to the client.
Solution Implementation

43. 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
Information - resources - incentives/consequences - knowledge and skills - capacity - and motivation.
Experiential learning
Monetary impact/ROI
Observe body language

44. What does context refer to in designing learning
Information - feedback
Learner characteristics like age - educational background - cultural background - learner expectations - and learn motivation to attend
Hypothetical
Matching current - usually high-potential employees - with future roles within the company to systematic prepare them for a future role

45. Two characteristics of distance learning
Proxemics
Discovery - Dream - Design - and Destiny
Groupthink
Separation of place - time - or both among learners - instructors - and learning resources; Interactions are conducted through one or mode media.

46. The theory that describes a person starting at age 18 - moving from career exploration to a series of events including educational specialization that leads to a career path and a final career commitment

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47. VR
Two-aix matrixes - flowcharts - dichotomy - graphic models
Virtual Reality. Computer-based technology that gives the user a realistic - 3-D - interactive experience that engages as many senses as possible.
Extroversion/Introversion - Sensing/Intuition - Thinking/Feeling - Judgment/Perception
Mentoring is longer term - and mentors do not have responsibility for participants improvement.

48. Four characteristics of highly motivated clients
Experiential learning
Performance audit
Howard Gardner
Eager to succeed - open to support - interested in different tactics/methods and trying those out - learning oriented

49. The four areas measured during a training needs assessment
Polling questions
Interviews
Business needs - performance needs - learning needs - and learner needs
Silence

50. scripting
A collection of code containing instructions for a computer to perform a specific action
Establish scope - create plan - implement plan - monitor/evaluate/revise plan
An effective - structured way that captures people's learning from an experience.
Audience - behavior - condition - and degree