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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. Median
Entertainment - interaction - control - usability - and customization
Cost or budget - lesson content - learner background and expectations - time available - and facilities/equipment/materials
The mid-point of the distribution - 50% of the values are above/below this value
Knowledge that has been documented - includes books - manuals - training courses - job aids - software rules - databases - etc.

2. Five stages of Tuckman's team-maturing model
Do not discriminate in any aspect of employment based on disabilities - with reasonable accommodations such as interpreters - reading aids - instructional material modifications - etc.
Philosophy of coaching - definition of coaching - standards of ethical coaching conduct - pledge of coaching ethics
Form - storm - norm - perform - and adjourn.
Analytical - amiable - drivers - expressive

3. Predictive validity
The extent to which an instrument predicts future results
Organization - process - and job/performer.
Bloom's Taxonomy
Slides

4. The six factors an instructional designer must consider before choosing techniques and training materials
Socratic questioning
Cognitivism
Cost or budget - lesson content - learner background and expectations - time available - and facilities/equipment/materials
Establish scope - create plan - implement plan - monitor/evaluate/revise plan

5. Four tools and techniques related to six sigma
Phone - VoIP - online meetings - email - specialized software
Formulation - Development - Implementation - Evaluation
To aid in career planning
DMAIC methodology - IPO model - flowcharting - evaluation models

6. The three major tasks of analyzing data
Inputs - outputs - process controls - and resources.
Rote skills - and prerequisite material
Facilitation is used to involve participants - and to help them learn from one another.
Sorting - tabulating - and comparing raw to summarized data

7. Covariates
Performance Analysis
The multiple dependent variables in a study with multiple independent variables
Self-study guides - job aids - instructor-led materials - technology-delivered training deliverables - assessments
Subject-matter expert

8. Three disadvantages of focus groups
Harless' front-end analysis model
Diagnose the problem - generate alternative actions/behaviors - identify consequences for those actions/behaviors
Time and resource intensive - undue influence of vocal member(s) - difficult to facilitate with a single facilitator to encourage participation and take notes
Reality - feasibility - authority - and learning opportunities

9. Four activites to consider when closing a presentation
Review of objective and key points - review participant benefits - call participants to action - ask participants if they have any questions.
Capture attention - reveal trainer's style - raise participant's comfort level - introduce the topic of the presentation.
Hard data
Theatre style

10. Four barriers to communication during training delivery
Maslow's hierarchy
Learner self-concept - Learner prior experience - Readiness to learn - Orientation to learning - and Motivation to learn
Language - speech - environmental - and psychological
The selection of measurement points which can have a large impact on the research's ability to be generalized

11. Independent
Terminal objectives
A variable the influences the dependent variable
Myer-Briggs Type Indicator (MBTI) - DiSC personality profile
Pedagogy

12. Describe a message board
Websites where users post questions - thoughts and observations - and can reply to other users postings of the same
Measures looking at opinions - behaviors - and attributes
Action plans - interviews - questionnaires - focus groups - performance contracts
Job analysis

13. The method used to identify the efficiency and effectiveness of employees
Performance audit
Ishikawa - fishbone
Learning
Do not discriminate in any aspect of employment based on disabilities - with reasonable accommodations such as interpreters - reading aids - instructional material modifications - etc.

14. The tell approach to learning - based on the theory that learning occurs through exposure to logically presented information - usually involving lecture
Performance records - direct observation - supervisor checklists
Interviews
Cognitivism
Slides

15. DMAIC
Review of objective and key points - review participant benefits - call participants to action - ask participants if they have any questions.
Passive - active - empathetic - listening for knowledge - listening for clarification
- measure - analyze - improve - control
Performance records - direct observation - supervisor checklists

16. The tasks involved in the evaluation phase of strategic development
Capture attention - reveal trainer's style - raise participant's comfort level - introduce the topic of the presentation.
Observe body language
Matching current - usually high-potential employees - with future roles within the company to systematic prepare them for a future role
Review strategies - measure performance - take correction action

17. Sequencing and structure are closely related. What is the order in which skills and information are taught
Awareness - modeling - targeted interventions - desensitization - training
Sequence
A group of people who share a common interest - and are willing to share the experiences of their common interest.
Rapid instructional design (RID)

18. The learning theory that attempts to involve the left and right hemispheres of the brain to make learning more natural
Measures of quantity or numbers
Slides
External and environmental influences
Accelerated Learning

19. VR
Knowledge - skills - desire - environment - and opportunity
Virtual Reality. Computer-based technology that gives the user a realistic - 3-D - interactive experience that engages as many senses as possible.
Rote skills
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

20. Four characteristics of tasks that are well-suited for job aids
Language - speech - environmental - and psychological
Numbers or variables used to classify a system
Image oriented - interactive - immediate - and intimate.
Low frequency - high complexity - high consequence of error - high probability of change in the future

21. The core belief of appreciative inquiry theory
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
The world is created in conversation
Kurt Lewin's forcefield analysis
Cross-functional - cross-country/international

22. Mean
Kurt Lewin's forcefield analysis
Computer-based training. Any learning event that uses computers as the primary distributions method.
The sum of the numbers divided by the total number of values
Do not discriminate in any aspect of employment based on disabilities - with reasonable accommodations such as interpreters - reading aids - instructional material modifications - etc.

23. Types of Level 3 instruments
Action plans - interviews - questionnaires - focus groups - performance contracts
Pareto analysis
Raw and non-contextual - and can exist in forms usable or not
Honesty - fairness - lawfulness - compassion - respect - loyalty - dependability

24. The HPI tool used to collect current performance - learner analysis - and business needs
Electronic Performance Support System. Software that provides just-in-time help - guidance - coaching - or assistance to improve job performance.
Interviews
The mid-point of the distribution - 50% of the values are above/below this value
Hypothetical

25. Five technologies that can be used to connect clients to coaches
Learner self-concept - Learner prior experience - Readiness to learn - Orientation to learning - and Motivation to learn
Phone - VoIP - online meetings - email - specialized software
Technical competence - people skills - conceptual skills - results - taste - judgment - character
Disengagement - disidentification - disorientation - and disenchantment.

26. Compare/contrast chaos and complexity
Rich data - comparable data across interviews with proper construction of interview protocol - and adds depth to quantative methods
Howard Gardner
Chaos is simple systems generating complicated behavior. Complexity is complicated systems generating simple behavior.
Synchrononous occurs at a given time with a live instructor. Asynchronous is self-paced and available at any time.

27. A computer application that is linked directly to another application to train or guide workers through a task
Questions that check for understanding or test for consensus
Raw and non-contextual - and can exist in forms usable or not
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
Electronic performance support system (EPSS)

28. Dichotomous
Understandable - accurate - functional
Learning technologies
A variable that can have one of two possible values.
Adult learning theories - instructional design techniques

29. The use of electronic technologies to deliver information and facilitate the development of skills
Audience - behavior - condition - and degree
Hard data
Learning technologies
Identify organizational values - development mission - develop vision - develop value statements

30. Types of formative evaluation
Pilot tests - technical reviews - production reviews
Characteristics of adults as learners (CAL) conceptual framework
Objectivity - confidentiality
Organization - process - and job/performer.

31. The tasks involved in the formulation phase of strategic development
Culture - vision - strategy - and structure
A variable in whole number or distinct units (opposed to continuous)
Identify organizational values - development mission - develop vision - develop value statements
Likert scale

32. What does context refer to in designing learning
Charts - graphs
Rehersal
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
Learner characteristics like age - educational background - cultural background - learner expectations - and learn motivation to attend

33. Four personal social styles per Harvey Robbins
A variable the influences the dependent variable
Chat rooms are essentially synchronous (real-time) message boards.
Adult learning theories - instructional design techniques
Analytical - amiable - drivers - expressive

34. The theory that describes how intelligences reflect how people prefer to process information
Multiple intelligences theory
Characteristics of adults as learners (CAL) conceptual framework
Reliability
Numbers or variables used to classify a system

35. Steps of managing a change project
Initiating - planning - executing - controlling - closing
Maslow's hierarchy
The process that connects information - education - expertise - and practical application of people in an organization for the purposes of sharing and access.
Create safe haven for learning - create a comfortable environment - encourage participation - facilitate more than lecture.

36. Two types of coaching situations that primarily differ on the degree of confidentiality and sensitivity
Focused on fundamental changes to thinking patterns and behaviors
External coaching - internal coaching
Cognitive
An effective - structured way that captures people's learning from an experience.

37. Types of Level 4 instruments
Initiating - planning - executing - controlling - closing
Reaction
Performance records - direct observation - supervisor checklists
Culture - vision - strategy - and structure

38. The method a trainer can use to encourage a participant to continue speaking
Action plans - interviews - questionnaires - focus groups - performance contracts
Walk towards a participant as they speak
The world is created in conversation
Initiating - planning - executing - controlling - closing

39. The three parts of the problem-solving model
Time and resource intensive - undue influence of vocal member(s) - difficult to facilitate with a single facilitator to encourage participation and take notes
Diagnose the problem - generate alternative actions/behaviors - identify consequences for those actions/behaviors
The multiple dependent variables in a study with multiple independent variables
Learner self-concept - Learner prior experience - Readiness to learn - Orientation to learning - and Motivation to learn

40. What is the primary reason for 360-degree feedback
Behavior
Electronic Performance Support System. Software that provides just-in-time help - guidance - coaching - or assistance to improve job performance.
Speed - quantity - quality/accuracy - thoroughness - timeliness
To aid in career planning

41. The elements of the 4-D cycle
Cost or budget - lesson content - learner background and expectations - time available - and facilities/equipment/materials
Walk towards a participant as they speak
Discovery - Dream - Design - and Destiny
Rote skills

42. Mentoring
Polling questions
Image oriented - interactive - immediate - and intimate.
Do not discriminate in any aspect of employment based on disabilities - with reasonable accommodations such as interpreters - reading aids - instructional material modifications - etc.
Long-term process for performance improvement based on 1-on-1 interactions where mentee retains the responsibility for improvement

43. Four common mistakes HPI professionals make in selecting - designing - and implementing interventions
Awareness - modeling - targeted interventions - desensitization - training
Likert scale
Proxemics
Failure to partner - failure to consider culture - failure to manage change - and failure to adapt to the client.

44. Contrast mentoring to coaching
Create a vision - communicate the plan - connect the people - congratulate success
Observe body language
Mentoring is longer term - and mentors do not have responsibility for participants improvement.
Determine business impact - improve the design of the learning experience - determine the content's adequacy

45. The philosophy of teaching focusing on the instructor rather than the participant - and is generally used to in reference to teaching children
Opportunity-centered
Pedagogy
Computer-based training. Any learning event that uses computers as the primary distributions method.
Ideas - processes - procedures - methods of operation - concepts - principles - and discoveries

46. The technique trainers should use when they want to use the revelation technique
Constraints analysis
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
Presentation software
Structure

47. Knowledge Mapping
Identify performance gaps - gains commitment to learning - constructs practice to close gaps - drives application and reflection to improve competence
Andragogy - time pressures - goal orientation - previous knowledge and experience - relevent content - levels of motivation - and different learning styles
The process that connects information - education - expertise - and practical application of people in an organization for the purposes of sharing and access.
Matching current - usually high-potential employees - with future roles within the company to systematic prepare them for a future role

48. The two criteria that learners must demonstrate before leaving performance-based training (PBT)
Andragogy - time pressures - goal orientation - previous knowledge and experience - relevent content - levels of motivation - and different learning styles
Psychomotor skills
Silence
Knowledge - skills

49. Knowledge management
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
Interview - survey/questionnaire - observation - focus group - work diary/work log
The outcome that depends on the independent variable and covariates
Cross-functional - cross-country/international

50. The reliability test where one test is split into two shorter ones - by randomly assigning test items to one half or the other
Self-study guides - job aids - instructor-led materials - technology-delivered training deliverables - assessments
Split-half
Extroversion/Introversion - Sensing/Intuition - Thinking/Feeling - Judgment/Perception
Learner characteristics like age - educational background - cultural background - learner expectations - and learn motivation to attend