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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. Four phases of succession planning
Establish scope - create plan - implement plan - monitor/evaluate/revise plan
Balanced scorecard
Raw and non-contextual - and can exist in forms usable or not
Structure

2. The HPI tool used to collect current performance - learner analysis - and business needs
Entertainment - interaction - control - usability - and customization
Interviews
Create new hire training - develop behavior-based interview questions - write performance objectives - prepare employees for career progression
Sequence

3. The components of the VAK model
Groupthink
Visual - Auditory - and Kinestethic
Simulations
Theatre style

4. Two influences of great effect on employee motivation
An effective - structured way that captures people's learning from an experience.
Pedagogy
Observe body language
Management - performance

5. The learning domain that focuses on the skills and knowledge relating to an activity such as changing a car's oil
Websites where users post questions - thoughts and observations - and can reply to other users postings of the same
Developing employees - motivating employees - deploying employees - aligning people to process to increase performance
Cognitive
Review strategies - measure performance - take correction action

6. The type of results produced by quantative methods
Structure
Hard data
Misplacing ownership - misaligning incentives - saving recognition - playing favorites - misspeaking praise
Numbers or variables used to rank order a system

7. Mean
Determine business impact - improve the design of the learning experience - determine the content's adequacy
Opportunity-centered
The sum of the numbers divided by the total number of values
Scaling and integrity

8. The three levels that - when in harmony - work to optimal performance in the Rummler and Brache's model
Identify performance gaps - gains commitment to learning - constructs practice to close gaps - drives application and reflection to improve competence
Organization - process - and job/performer.
The sum of the numbers divided by the total number of values
Preparation

9. Four basic components of a process
Identify performance gaps - gains commitment to learning - constructs practice to close gaps - drives application and reflection to improve competence
Inputs - outputs - process controls - and resources.
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
Understandable - accurate - functional

10. The sixth component of the ASTD HPI model
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
Capture attention - help message to be remembered - establish rapport - build credibility - and build team unity.
Evaluation
Cost or budget - lesson content - learner background and expectations - time available - and facilities/equipment/materials

11. Three learner preferences as defined by the VAK model
Rich data - comparable data across interviews with proper construction of interview protocol - and adds depth to quantative methods
Feedback
Visual - Auditory - and Kinestethic
Conduct a SWOT - establish strategic goals - develop strategies to achieve the strategic goals

12. Double-loop learning
Interviews
Review of objective and key points - review participant benefits - call participants to action - ask participants if they have any questions.
Focused on fundamental changes to thinking patterns and behaviors
Information that combined with understanding enables understanding

13. Two circumstances where e-learning is particularly useful
Ishikawa - fishbone
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
Eager to succeed - open to support - interested in different tactics/methods and trying those out - learning oriented
Rote skills - and prerequisite material

14. Critical Path
The minimum time schedule for completing all the tasks in a project with several overlapping or dependent tasks.
Threat - problem - solution - habit
The outcome that depends on the independent variable and covariates
Maslow's hierarchy

15. Describe a message board
Learner characteristics like age - educational background - cultural background - learner expectations - and learn motivation to attend
Websites where users post questions - thoughts and observations - and can reply to other users postings of the same
Pareto analysis
L = P + Q + R. Learning - Programmed instruction - Questioning - Reflection

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

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17. The two criteria that learners must demonstrate before leaving performance-based training (PBT)
High cost - scheduling difficulties - and temporary (unless learners have opportunity to practice)
Data - Information - Knowledge
Skill variety - task identity - task significance - autonomy - feedback
Knowledge - skills

18. The purposes of training evaluation

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19. Five technologies that can be used to connect clients to coaches
Phone - VoIP - online meetings - email - specialized software
When the cause of the problem is a lack of knowledge or skills
Sorting - tabulating - and comparing raw to summarized data
High cost - scheduling difficulties - and temporary (unless learners have opportunity to practice)

20. Examples of collaborative software
The sum of the numbers divided by the total number of values
Email - whiteboard - bulletin boards - chat rooms - online presentation tools - WIKIs - Blogs - forums - social sites
Synchrononous occurs at a given time with a live instructor. Asynchronous is self-paced and available at any time.
A description or design specification for how information should be treated and organized.

21. 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.
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
Upper-left cerebral - lower-left limbic - upper-right cerebral - and lower-right limbic
Rote skills - and prerequisite material

22. Dichotomous
A variable that can have one of two possible values.
Mentoring is longer term - and mentors do not have responsibility for participants improvement.
Managers are responsible for their own development - executives are responsible for the development of their subordinates - the organization is responsible for providing growth opportunities
Disengagement - disidentification - disorientation - and disenchantment.

23. The e-Learning techniques allows learners to personally assess what can be learned - the value of the content - and the difficulty of the content
The sum of the numbers divided by the total number of values
Experiential learning
Navigation
Mentoring is longer term - and mentors do not have responsibility for participants improvement.

24. Three criteria for formative evaluation
L = P + Q + R. Learning - Programmed instruction - Questioning - Reflection
Understandable - accurate - functional
Observe body language
The extent to which an instrument predicts future results

25. The way a person prefers to learn new content
Understandable - accurate - functional
Semantic differential
Ideas - processes - procedures - methods of operation - concepts - principles - and discoveries
Learning style

26. The four components of a learning objective
Eager to succeed - open to support - interested in different tactics/methods and trying those out - learning oriented
Chat rooms are essentially synchronous (real-time) message boards.
Audience - Behavior - Condition - and Degree
Managers are responsible for their own development - executives are responsible for the development of their subordinates - the organization is responsible for providing growth opportunities

27. Single-loop learning
Focused on learning and using new necessary skills through incremental change
Numbers or variables used to classify a system
Time and resource intensive - undue influence of vocal member(s) - difficult to facilitate with a single facilitator to encourage participation and take notes
Ginzberg's theory

28. The seven basic self-governing behaviors
Growth - exploratory - establishment - maintenance - decline
Honesty - fairness - lawfulness - compassion - respect - loyalty - dependability
Behavorism
Psychomotor skills

29. Steps of managing a change project
Misplacing ownership - misaligning incentives - saving recognition - playing favorites - misspeaking praise
A measure of the variability of scores from the mean
Constraints analysis
Initiating - planning - executing - controlling - closing

30. Four benefits of web-based training
Cost-effectiveness - accessibility and application - learner access - and self-direction
Focused on fundamental changes to thinking patterns and behaviors
To aid in career planning
Identify business goals - clarify those goals - determine specificity and measurability of the goals.

31. The seven steps in Krumboltz's DECIDES model
Walk towards a participant as they speak
problem - establish action plan - clarify values - identify alternatives - discover probable outcomes - eliminate alternatives systematically - start action
The minimum time schedule for completing all the tasks in a project with several overlapping or dependent tasks.
Sorting - tabulating - and comparing raw to summarized data

32. scripting
A collection of code containing instructions for a computer to perform a specific action
Behavior
Low frequency - high complexity - high consequence of error - high probability of change in the future
Threat - problem - solution - habit

33. The three competency elements that constitute most jobs
Managerial/administrative - supervisory - functional
The sum of the numbers divided by the total number of values
Two-aix matrixes - flowcharts - dichotomy - graphic models
Charts - graphs

34. The instructional design model is based on the assumptions that design happens in a context of project management that establishes roles - tasks - timelines - budgets - checkpoints - and supervisory procedures
Measures looking at opinions - behaviors - and attributes
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.
A variable that can have one of two possible values.
Seels and Glasgow instructional systems design model

35. The theory that matches individual needs to instructional experiences
Numbers or variables used to rank order a system
Opportunity-centered
Knowledge - skills - desire - environment - and opportunity
Icebreakers do not have to relate to the session materials. Opening exercise introduces the session materials being taught.

36. Describe how facilitation differs from training
Icebreakers do not have to relate to the session materials. Opening exercise introduces the session materials being taught.
Facilitation is used to involve participants - and to help them learn from one another.
Dictatorship - anarchy - democracy
Presentation software

37. Knowledge Mapping
Technology - new products - shareholders - financial conditions - system challenges - process challenges - policies
The process that connects information - education - expertise - and practical application of people in an organization for the purposes of sharing and access.
Learning
Subject-matter expert

38. An assessment done during formation
Characteristics of adults as learners (CAL) conceptual framework
Formative evaluation
Productivity Environmental Preference Survey (PEPS) - Canfield Learning Style Inventory - and Learning Style Questionnaire
Management - performance

39. The five principles of andragogy
Learner self-concept - Learner prior experience - Readiness to learn - Orientation to learning - and Motivation to learn
Problem - action learning group - emphasis on careful questioning and listening - resolution to take action - commitment to learning - group facilitator/learning coach
Create safe haven for learning - create a comfortable environment - encourage participation - facilitate more than lecture.
Learning Management System. Software that automates administration - tracking - and reporting of learning events (ILT and online).

40. The requirements of the ADA
Create new hire training - develop behavior-based interview questions - write performance objectives - prepare employees for career progression
Performance audit
External and environmental influences
Do not discriminate in any aspect of employment based on disabilities - with reasonable accommodations such as interpreters - reading aids - instructional material modifications - etc.

41. Four variables that effect how members of a culture think and express themselves
Identify performance gaps - gains commitment to learning - constructs practice to close gaps - drives application and reflection to improve competence
Silence
Social contexting - contexting - authority - and concept of time
Suggestopedia

42. The reliability test where one test is split into two shorter ones - by randomly assigning test items to one half or the other
Business Analysis
Split-half
Evaluation
Image oriented - interactive - immediate - and intimate.

43. Level 3 evaluation
Brainstorming - case studies - and role plays
The selection of measurement points which can have a large impact on the research's ability to be generalized
Results
Diagnose the problem - generate alternative actions/behaviors - identify consequences for those actions/behaviors

44. Four characteristics of highly motivated clients
Language - speech - environmental - and psychological
An unknown or uncontrolled variable that produces an effect
Eager to succeed - open to support - interested in different tactics/methods and trying those out - learning oriented
Image oriented - interactive - immediate - and intimate.

45. Four tasks typically done in the job analysis
Silence
Create new hire training - develop behavior-based interview questions - write performance objectives - prepare employees for career progression
Information - feedback
Breakeven ( ( Program Costs / Investment ) / ( Benefits / Cash Inflow) )

46. Types of Level 2 instruments
Review strategies - measure performance - take correction action
The world is created in conversation
Form - storm - norm - perform - and adjourn.
Written tests - oral Q&A - performance tests - role plays

47. Sequencing and structure are closely related. What refers to the relationship among skills and topics
Create a vision - communicate the plan - connect the people - congratulate success
Structure
Subject-matter expert
problem - establish action plan - clarify values - identify alternatives - discover probable outcomes - eliminate alternatives systematically - start action

48. Five conflict responses
Learning style
Competing - accommodating - avoiding - collaborating - and compromising.
Convergers - divergers - assimilators - and accommodators
Learning Management System (LMS)

49. The six major factors that influence performance in Gilbert's behavior engineering model
Kurt Lewin's forcefield analysis
Information - resources - incentives/consequences - knowledge and skills - capacity - and motivation.
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
Structure and processes - resources - information - knowledge and skills - motives - and wellness.

50. The two mechanisms the chaos and complexity theory focus on
Learner self-concept - Learner prior experience - Readiness to learn - Orientation to learning - and Motivation to learn
Learning Management System (LMS)
Questions that check for understanding or test for consensus
Information - feedback