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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. Qualitative
Thinking about the whole organization - rather than individuals - and looking primarily at processes
Problem - action learning group - emphasis on careful questioning and listening - resolution to take action - commitment to learning - group facilitator/learning coach
Measures looking at opinions - behaviors - and attributes
DMAIC methodology - IPO model - flowcharting - evaluation models

2. Two types of personality inventory instruments
A variable that can have one of two possible values.
Culture - vision - strategy - and structure
DMAIC methodology - IPO model - flowcharting - evaluation models
Myer-Briggs Type Indicator (MBTI) - DiSC personality profile

3. The four areas measured during a training needs assessment
Business needs - performance needs - learning needs - and learner needs
Email - whiteboard - bulletin boards - chat rooms - online presentation tools - WIKIs - Blogs - forums - social sites
To aid in career planning
Data - Information - Knowledge

4. The difference between an icebreaker and an opening exercise
Language - speech - environmental - and psychological
Hard data
Identify organizational values - development mission - develop vision - develop value statements
Icebreakers do not have to relate to the session materials. Opening exercise introduces the session materials being taught.

5. The steps of a needs analysis
External/organizational scans - identify business needs - identify change initiatives - collect data - analyze data - report on the data - design the change initiative
Ishikawa - fishbone
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.
Psychomotor skills

6. The creator of the theory of three types of learning - knowledge - skills - and attitudes
Benjamin Bloom
Measures looking at opinions - behaviors - and attributes
Behavorism
Information - feedback

7. Four phases of succession planning
Establish scope - create plan - implement plan - monitor/evaluate/revise plan
Subject-matter expert
Competing - accommodating - avoiding - collaborating - and compromising.
Socratic questioning

8. The type of question - often starting with 'what if ...' - that is used to get learners to thinking freely
Proxemics
The expected range of a measurement
Information - resources - incentives/consequences - knowledge and skills - capacity - and motivation.
Hypothetical

9. Types of Level 4 instruments
Performance records - direct observation - supervisor checklists
Create safe haven for learning - create a comfortable environment - encourage participation - facilitate more than lecture.
Electronic performance support system (EPSS)
Likert scale

10. The seven characteristics of good dialog
Misplacing ownership - misaligning incentives - saving recognition - playing favorites - misspeaking praise
Disengagement - disidentification - disorientation - and disenchantment.
Relevance - inquiry - freedom - connectedness - reception - empowerment - play
Return-on-investment ( (Benefits - Costs) / Costs) * 100

11. The three major tasks of analyzing data
Sorting - tabulating - and comparing raw to summarized data
The expected range of a measurement
Self-study guides - job aids - instructor-led materials - technology-delivered training deliverables - assessments
Experiencing - publishing - processing - generalizing - and applying

12. Nominal data
Pareto analysis
Action plans - interviews - questionnaires - focus groups - performance contracts
Numbers or variables used to classify a system
Howard Gardner

13. The four quadrants in W.E. (Ned) Herrmann's learning brain model
Formulation - Development - Implementation - Evaluation
Determine business impact - improve the design of the learning experience - determine the content's adequacy
Upper-left cerebral - lower-left limbic - upper-right cerebral - and lower-right limbic
Central tendency

14. The technique that should account for 50% of the preparation for a presentation
Learning style
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
Extroversion/Introversion - Sensing/Intuition - Thinking/Feeling - Judgment/Perception
Rehersal

15. The fifth component of the ASTD HPI model
Determine business impact - improve the design of the learning experience - determine the content's adequacy
Learning Management System (LMS)
Questions that check for understanding or test for consensus
Solution Implementation

16. Systems thinking
External and environmental influences
Reaction
Thinking about the whole organization - rather than individuals - and looking primarily at processes
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.

17. the meaning of significant - in a statistical context
Something that disrupts the flow of information between source and receiver
In statistics - it means probably true
Information that combined with understanding enables understanding
Data from archival records - existing records - report - and data

18. RFP
Relevance - inquiry - freedom - connectedness - reception - empowerment - play
Request for proposal. A communication from an organization to potential vendors that defines the organizations needs and how to respond to those needs.
Failure to partner - failure to consider culture - failure to manage change - and failure to adapt to the client.
Matching current - usually high-potential employees - with future roles within the company to systematic prepare them for a future role

19. Three examples of active training techniques
Brainstorming - case studies - and role plays
Pilot tests - technical reviews - production reviews
Phone - VoIP - online meetings - email - specialized software
Sorting - tabulating - and comparing raw to summarized data

20. The use of electronic technologies to deliver information and facilitate the development of skills
Information - feedback
Numbers or variables used to classify a system
Learning technologies
Knowledge in one's personal memory - includes judgment - insights - experience - know-how - personal beliefs - and personal values.

21. Four elements of an effective oral presentation
Behavior
Opener - bridge - main body - and close
Structures - patterns - events
problem - establish action plan - clarify values - identify alternatives - discover probable outcomes - eliminate alternatives systematically - start action

22. The three tasks of business analysis
When the cause of the problem is a lack of knowledge or skills
Identify business goals - clarify those goals - determine specificity and measurability of the goals.
- measure - analyze - improve - control
Ishikawa - fishbone

23. Change management
Change is a process not an event. Change management is the process of directing change at each level of an organization.
Pedagogy
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.
The process that enables organizations to create short reference materials with relevant information by reducing information into codified - categorized - and reusable content.

24. Types of Level 3 instruments
Time and resource intensive - undue influence of vocal member(s) - difficult to facilitate with a single facilitator to encourage participation and take notes
Action plans - interviews - questionnaires - focus groups - performance contracts
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
Email - whiteboard - bulletin boards - chat rooms - online presentation tools - WIKIs - Blogs - forums - social sites

25. CBT
Learning
Computer-based training. Any learning event that uses computers as the primary distributions method.
Current organization climate - available resources
Numbers or variables used to rank order a system

26. Level 2 evaluation
Determine business impact - improve the design of the learning experience - determine the content's adequacy
Kurt Lewin's forcefield analysis
Learning
Growth - exploratory - establishment - maintenance - decline

27. A method used to evaluation organizational effectiveness beyond financial measures
Learning Management System (LMS)
Reality - feasibility - authority - and learning opportunities
Objectivity - confidentiality
Balanced scorecard

28. The four dimensions of personality per the Myers-Briggs Type Indicator
Performance audit
To aid in career planning
Extroversion/Introversion - Sensing/Intuition - Thinking/Feeling - Judgment/Perception
Relevance - inquiry - freedom - connectedness - reception - empowerment - play

29. The system that uses knowledge - skills - and attitudes (KSAs) to describe three types of learning

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30. The instrument where participants rate two contrasting ideas or words by circling points on a line
Semantic differential
Skill variety - task identity - task significance - autonomy - feedback
A group of people who share a common interest - and are willing to share the experiences of their common interest.
Knowledge in one's personal memory - includes judgment - insights - experience - know-how - personal beliefs - and personal values.

31. 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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32. The two management practices similar to complexity theory
Learning organizations - systems thinking
Design
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
Two-aix matrixes - flowcharts - dichotomy - graphic models

33. Four stages of accelerated learning

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34. The kinds of objectives that support the final behavioral outcomes by breaking them down into more manageable chunks
Enabling objectives
Performance audit
Productivity Environmental Preference Survey (PEPS) - Canfield Learning Style Inventory - and Learning Style Questionnaire
Meta-evaluation

35. Quantitative
Surveys
External coaching - internal coaching
Measures of quantity or numbers
Learning style

36. Three tools for determining learner preferences
Return-on-investment ( (Benefits - Costs) / Costs) * 100
Questions that stimulate discussion
Productivity Environmental Preference Survey (PEPS) - Canfield Learning Style Inventory - and Learning Style Questionnaire
Threat - problem - solution - habit

37. The mode of training for which classroom training is most effective
Psychomotor skills
Terminal objectives
Cognitive
Data - Information - Knowledge

38. The method a trainer can use to encourage a participant to continue speaking
The extent to which an instrument predicts future results
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
Walk towards a participant as they speak
Philosophy of coaching - definition of coaching - standards of ethical coaching conduct - pledge of coaching ethics

39. Five job analysis methods
Behavorism
The expected range of a measurement
Interview - survey/questionnaire - observation - focus group - work diary/work log
Learning Management System (LMS)

40. The reliability test where one test is split into two shorter ones - by randomly assigning test items to one half or the other
Solution Selection
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
Maslow's hierarchy
Split-half

41. The seventh component of the ASTD HPI model
Change Management
Competing - accommodating - avoiding - collaborating - and compromising.
Technical competence - people skills - conceptual skills - results - taste - judgment - character
Experiencing - publishing - processing - generalizing - and applying

42. 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
Threat - problem - solution - habit
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
Experiential learning
Central tendency

43. Cordinal data
Numbers or variables used to rank order a system
Knowledge - skills - desire - environment - and opportunity
The most frequently occurring value
Understandable - accurate - functional

44. The topics of the A-B-C-D training development process
Capture attention - help message to be remembered - establish rapport - build credibility - and build team unity.
Maslow's hierarchy
Audience - behavior - condition - and degree
Separation of place - time - or both among learners - instructors - and learning resources; Interactions are conducted through one or mode media.

45. What does context refer to in designing learning
Relevance - inquiry - freedom - connectedness - reception - empowerment - play
Learner characteristics like age - educational background - cultural background - learner expectations - and learn motivation to attend
The extent to which an instrument predicts future results
- measure - analyze - improve - control

46. Types of Level 2 instruments
Numbers or variables used to classify a system
Written tests - oral Q&A - performance tests - role plays
Something that disrupts the flow of information between source and receiver
Data from archival records - existing records - report - and data

47. The six factors an instructional designer must consider before choosing techniques and training materials
Indicate whether response was correct - explain an incorrect response or clarify a correct response - give instructions on how to proceed
Learning Content Management System. Software that packages courses and learning materials for print - CD-ROM - and electronic publication.
Cost or budget - lesson content - learner background and expectations - time available - and facilities/equipment/materials
To aid in career planning

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

49. Two characteristics of distance learning
Knowledge in one's personal memory - includes judgment - insights - experience - know-how - personal beliefs - and personal values.
Separation of place - time - or both among learners - instructors - and learning resources; Interactions are conducted through one or mode media.
Polling questions
Self-contained chunk of instructional material

50. Four things a coach does
Identify performance gaps - gains commitment to learning - constructs practice to close gaps - drives application and reflection to improve competence
To aid in career planning
Performance audit
Cost or budget - lesson content - learner background and expectations - time available - and facilities/equipment/materials