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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. Change management
Multiple intelligences theory
Change is a process not an event. Change management is the process of directing change at each level of an organization.
Current organization climate - available resources
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

2. Two characteristics of distance learning
Likert scale
Separation of place - time - or both among learners - instructors - and learning resources; Interactions are conducted through one or mode media.
Cost or budget - lesson content - learner background and expectations - time available - and facilities/equipment/materials
Audience - Behavior - Condition - and Degree

3. Five technologies that can be used to connect clients to coaches
Presentation software
Control groups - management estimates - extant data - external studies
Phone - VoIP - online meetings - email - specialized software
Hypothetical

4. Information Chunking
The process that enables organizations to create short reference materials with relevant information by reducing information into codified - categorized - and reusable content.
Self-study guides - job aids - instructor-led materials - technology-delivered training deliverables - assessments
Information - feedback
Convergers - divergers - assimilators - and accommodators

5. Discrete
Measures looking at opinions - behaviors - and attributes
A variable in whole number or distinct units (opposed to continuous)
Maslow's hierarchy - McGregor's Theory X and Y of management
Chaos is simple systems generating complicated behavior. Complexity is complicated systems generating simple behavior.

6. Four characteristics of tasks that are well-suited for job aids
Low frequency - high complexity - high consequence of error - high probability of change in the future
Sequence
L = P + Q + R. Learning - Programmed instruction - Questioning - Reflection
Review strategies - measure performance - take correction action

7. Single-loop learning
Focused on learning and using new necessary skills through incremental change
Balanced scorecard
Polling questions
Review strategies - measure performance - take correction action

8. The tasks involved in the implementation phase of strategic development
Interviews
Developing employees - motivating employees - deploying employees - aligning people to process to increase performance
Review strategies - measure performance - take correction action
Establish short-term objectives - create an action plan to achieve short-term objectives - allocate resources to the objectives - motivate employees to reach the objectives

9. The collection of strategies for quickly producing instructional packages
Conduct a SWOT - establish strategic goals - develop strategies to achieve the strategic goals
Feedback
Honesty - fairness - lawfulness - compassion - respect - loyalty - dependability
Rapid instructional design (RID)

10. The seventh component of the ASTD HPI model
Adult learning theories - instructional design techniques
Change Management
To improve performance by systematically developing human expertise through organizational development and training
Questions that stimulate discussion

11. The tasks involved in the development phase of strategic development
problem - establish action plan - clarify values - identify alternatives - discover probable outcomes - eliminate alternatives systematically - start action
Identify business goals - clarify those goals - determine specificity and measurability of the goals.
Conduct a SWOT - establish strategic goals - develop strategies to achieve the strategic goals
Scaling and integrity

12. A method used to evaluation organizational effectiveness beyond financial measures
Low frequency - high complexity - high consequence of error - high probability of change in the future
Breakeven ( ( Program Costs / Investment ) / ( Benefits / Cash Inflow) )
Balanced scorecard
A visual tools used to systematically describe actions/behaviors in a sequential flow - including all the steps and tasks for that process flow.

13. Describe how facilitation differs from training
Economic - social - political and legislative - workforce - technological - and competitive.
Facilitation is used to involve participants - and to help them learn from one another.
Documentation audit - information system survey - identification of external information sources
Return-on-investment ( (Benefits - Costs) / Costs) * 100

14. Three examples of active training techniques
L = P + Q + R. Learning - Programmed instruction - Questioning - Reflection
Brainstorming - case studies - and role plays
Questions that check for understanding or test for consensus
Managers are responsible for their own development - executives are responsible for the development of their subordinates - the organization is responsible for providing growth opportunities

15. Double-loop learning
Learner self-concept - Learner prior experience - Readiness to learn - Orientation to learning - and Motivation to learn
Pareto analysis
Formative evaluation
Focused on fundamental changes to thinking patterns and behaviors

16. The tell approach to learning - based on the theory that learning occurs through exposure to logically presented information - usually involving lecture
Benefit-to-cost ratio (Total Benefit / Total Program Cost)
Split-half
Cognitivism
Validity

17. The popularizer of the multiple intelligences theory
Sorting - tabulating - and comparing raw to summarized data
Preparation
Walk towards a participant as they speak
Howard Gardner

18. Examples of internal factors that influence an organization
To systematically plan an organization's future
Productivity Environmental Preference Survey (PEPS) - Canfield Learning Style Inventory - and Learning Style Questionnaire
Evaluation
Technology - new products - shareholders - financial conditions - system challenges - process challenges - policies

19. Describe a chat room
Learner-centered - content-centered
Learner characteristics like age - educational background - cultural background - learner expectations - and learn motivation to attend
Indicate whether response was correct - explain an incorrect response or clarify a correct response - give instructions on how to proceed
Chat rooms are essentially synchronous (real-time) message boards.

20. An assessment done during formation
Andragogy - time pressures - goal orientation - previous knowledge and experience - relevent content - levels of motivation - and different learning styles
Formative evaluation
Reliability
Measures looking at opinions - behaviors - and attributes

21. Two guiding principles of displaying quantative data in charts and graphs
Learning technologies
Sorting - tabulating - and comparing raw to summarized data
Change Management
Scaling and integrity

22. The analysis that identifies forces that maintain the status quo - and the approaches to allow change

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23. Four tools and techniques related to six sigma
DMAIC methodology - IPO model - flowcharting - evaluation models
Feedback
Speed - quantity - quality/accuracy - thoroughness - timeliness
The minimum time schedule for completing all the tasks in a project with several overlapping or dependent tasks.

24. The four quadrants in W.E. (Ned) Herrmann's learning brain model
Upper-left cerebral - lower-left limbic - upper-right cerebral - and lower-right limbic
Kurt Lewin's forcefield analysis
Psychomotor skills
Howard Gardner

25. The fourth component of the ASTD HPI model
Solution Selection
The selection of measurement points which can have a large impact on the research's ability to be generalized
Interview - survey/questionnaire - observation - focus group - work diary/work log
Review strategies - measure performance - take correction action

26. Steps of managing a change project
Simulations
HPI uses a results-based - systematic approach - HPI focuses on accomplishments before behavior - Organizations are systems.
Measures looking at opinions - behaviors - and attributes
Initiating - planning - executing - controlling - closing

27. The four characteristics of online communication
Language - speech - environmental - and psychological
Image oriented - interactive - immediate - and intimate.
Raw and non-contextual - and can exist in forms usable or not
Formative evaluation

28. The characteristics of a complex system
Structures - patterns - events
Rapid instructional design (RID)
Written tests - oral Q&A - performance tests - role plays
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

29. The way a person prefers to learn new content
Learning style
Myer-Briggs Type Indicator (MBTI) - DiSC personality profile
Business Analysis
Control groups - management estimates - extant data - external studies

30. Two types of personality inventory instruments
Myer-Briggs Type Indicator (MBTI) - DiSC personality profile
Low frequency - high complexity - high consequence of error - high probability of change in the future
Terminal objectives
Managerial/administrative - supervisory - functional

31. RFP
Request for proposal. A communication from an organization to potential vendors that defines the organizations needs and how to respond to those needs.
Raw and non-contextual - and can exist in forms usable or not
To aid in career planning
Gain understanding or learning objectives - learn the materials - practice the delivery - prepare questions to stimulate learning.

32. The three tasks of business analysis
Data that has been given context
The extent to which an instrument represents the program's content
Reaction
Identify business goals - clarify those goals - determine specificity and measurability of the goals.

33. The e-Learning techniques allows learners to personally assess what can be learned - the value of the content - and the difficulty of the content
Howard Gardner
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.
Chaos is simple systems generating complicated behavior. Complexity is complicated systems generating simple behavior.
Navigation

34. The three building blocks of knowledge management
Review of objective and key points - review participant benefits - call participants to action - ask participants if they have any questions.
Data - Information - Knowledge
Functional context
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

35. Examples of collaborative software
Separation of place - time - or both among learners - instructors - and learning resources; Interactions are conducted through one or mode media.
Opener - bridge - main body - and close
Convergers - divergers - assimilators - and accommodators
Email - whiteboard - bulletin boards - chat rooms - online presentation tools - WIKIs - Blogs - forums - social sites

36. The method where instruction is provided in a self-directed format that is available at all times - even with a facilitator is not online
Opener - bridge - main body - and close
Asynchronous
High cost - scheduling difficulties - and temporary (unless learners have opportunity to practice)
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

37. The process that measures if the practitioner measured what they intended to measure
Validity
Structure and processes - resources - information - knowledge and skills - motives - and wellness.
Problem - action learning group - emphasis on careful questioning and listening - resolution to take action - commitment to learning - group facilitator/learning coach
Hard data

38. Contrast synchronous to asynchronous e-learning
Functional context
Synchrononous occurs at a given time with a live instructor. Asynchronous is self-paced and available at any time.
Central tendency
When the cause of the problem is a lack of knowledge or skills

39. An evaluation of an evaluation
An effective - structured way that captures people's learning from an experience.
The expected range of a measurement
Solution Selection
Meta-evaluation

40. Three drawbacks of classroom training
Conduct a SWOT - establish strategic goals - develop strategies to achieve the strategic goals
High cost - scheduling difficulties - and temporary (unless learners have opportunity to practice)
Surveys
Scaling and integrity

41. 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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42. The seating arrangement is the least conducive to stimulating group discussion
Functional context
Audience - Behavior - Condition - and Degree
Computer-based training. Any learning event that uses computers as the primary distributions method.
Theatre style

43. The use of electronic technologies to deliver information and facilitate the development of skills
Learning technologies
Evaluation
Business Analysis
Discovery - Dream - Design - and Destiny

44. The framework developed by Patricia Cross to describe some differences between adult and child learners
Formulation - Development - Implementation - Evaluation
Current organization climate - available resources
Job analysis
Characteristics of adults as learners (CAL) conceptual framework

45. The creator of the theory of three types of learning - knowledge - skills - and attitudes
Benjamin Bloom
Psychomotor skills
Structures - patterns - events
Performance records - direct observation - supervisor checklists

46. Steps in Pfeiffer and Jones' experiential learning cycle
Perform a front-end analysis
Establish short-term objectives - create an action plan to achieve short-term objectives - allocate resources to the objectives - motivate employees to reach the objectives
Experiencing - publishing - processing - generalizing - and applying
Current organization climate - available resources

47. The purpose of workforce planning
Job aids - and EPSS
Request for proposal. A communication from an organization to potential vendors that defines the organizations needs and how to respond to those needs.
Cost-effectiveness - accessibility and application - learner access - and self-direction
To improve performance by systematically developing human expertise through organizational development and training

48. Confidence interval
Inputs - outputs - process controls - and resources.
Maslow's hierarchy - McGregor's Theory X and Y of management
Ginzberg's theory
The expected range of a measurement

49. The fifth component of the ASTD HPI model
Solution Implementation
Two-aix matrixes - flowcharts - dichotomy - graphic models
Asynchronous
Kurt Lewin's forcefield analysis

50. The purpose of strategic planning

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