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. A computer application that is linked directly to another application to train or guide workers through a task
Constraints analysis
Time and resource intensive - undue influence of vocal member(s) - difficult to facilitate with a single facilitator to encourage participation and take notes
Opener - bridge - main body - and close
Electronic performance support system (EPSS)


2. The four quadrants in W.E. (Ned) Herrmann's learning brain model
Pareto analysis
Performance records - direct observation - supervisor checklists
Upper-left cerebral - lower-left limbic - upper-right cerebral - and lower-right limbic
Learning Management System (LMS)


3. Meta-tag
Knowledge - skills
An HTML tag identifying the context of the contents on a website or knowledge base.
Create safe haven for learning - create a comfortable environment - encourage participation - facilitate more than lecture.
Knowledge - skills - desire - environment - and opportunity


4. Sequencing and structure are closely related. What refers to the relationship among skills and topics
Slides
External/organizational scans - identify business needs - identify change initiatives - collect data - analyze data - report on the data - design the change initiative
Structure
Understandable - accurate - functional


5. The third component of the ASTD HPI model
Change Management
Cause Analysis
A measure of the variability of scores from the mean
Brainstorming - case studies - and role plays


6. Examples of courseware
Self-study guides - job aids - instructor-led materials - technology-delivered training deliverables - assessments
Engage learner's attention - present materials as input to brain - practice with ideas and skills - review to create new connections and applications
Slides
Cross-functional - cross-country/international


7. The factors that are defined during the performance gap analysis
Driving forces - restraining forces - current state - desired state
Results
problem - establish action plan - clarify values - identify alternatives - discover probable outcomes - eliminate alternatives systematically - start action
Questions that stimulate discussion


8. Describe a chat room
Brainstorming - case studies - and role plays
Chat rooms are essentially synchronous (real-time) message boards.
Email - whiteboard - bulletin boards - chat rooms - online presentation tools - WIKIs - Blogs - forums - social sites
Long-term process for performance improvement based on 1-on-1 interactions where mentee retains the responsibility for improvement


9. What does proxemics refer to?
Driving forces - restraining forces - current state - desired state
Knowledge - skills
Personal space
Awareness - modeling - targeted interventions - desensitization - training


10. The four characteristics of online communication
Data that has been given context
Entertainment - interaction - control - usability - and customization
Interviews
Image oriented - interactive - immediate - and intimate.


11. Four personal social styles per Harvey Robbins
Analytical - amiable - drivers - expressive
Action plans - interviews - questionnaires - focus groups - performance contracts
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


12. Four activites to consider when closing a presentation
Data - Information - Knowledge
Review of objective and key points - review participant benefits - call participants to action - ask participants if they have any questions.
Questions that check for understanding or test for consensus
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


13. The six steps in a training needs assessment
Disengagement - disidentification - disorientation - and disenchantment.
Defining objectives - identifying necessary data - selecting data collection methods - collecting data - analyzing and confirming data - and reporting on the data
Diagnose the problem - generate alternative actions/behaviors - identify consequences for those actions/behaviors
Focused on fundamental shifts in how people view themselves - and intentional alterations of beliefs and values about the world and themselves


14. The steps in the outsourcing process
Organization - process - and job/performer.
Diagnose the problem - generate alternative actions/behaviors - identify consequences for those actions/behaviors
To systematically plan an organization's future
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


15. Three learner preferences as defined by the VAK model
Scaling and integrity
Visual - Auditory - and Kinestethic
Robert Mager
Information - feedback


16. The learning theory that includes activities like behavioral modeling - simulations - role plays - skill drills - and rewards
Behavorism
Organization - process - and job/performer.
Harless' front-end analysis model
Breakeven ( ( Program Costs / Investment ) / ( Benefits / Cash Inflow) )


17. Sequencing and structure are closely related. What is the order in which skills and information are taught
Surveys
Computer-based training. Any learning event that uses computers as the primary distributions method.
Phone - VoIP - online meetings - email - specialized software
Sequence


18. The type of learning that E-Learning is outstanding for teaching because it has infinite patience
Rote skills
A variable in whole number or distinct units (opposed to continuous)
Pareto analysis
L = P + Q + R. Learning - Programmed instruction - Questioning - Reflection


19. Types of Level 4 instruments
Bloom's Taxonomy
A visual tools used to systematically describe actions/behaviors in a sequential flow - including all the steps and tasks for that process flow.
Communication - client motivation - self-management - technical skills
Performance records - direct observation - supervisor checklists


20. Five stages of Tuckman's team-maturing model
Seels and Glasgow instructional systems design model
Action plans - interviews - questionnaires - focus groups - performance contracts
Form - storm - norm - perform - and adjourn.
Constraints analysis


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


22. List 10 types of root causes


23. Training that related to actual job circumstances
Identify organizational values - development mission - develop vision - develop value statements
Benefit-to-cost ratio (Total Benefit / Total Program Cost)
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
Functional context


24. Discrete
The multiple dependent variables in a study with multiple independent variables
Websites where users post questions - thoughts and observations - and can reply to other users postings of the same
Reaction
A variable in whole number or distinct units (opposed to continuous)


25. Continuous
Relevance - inquiry - freedom - connectedness - reception - empowerment - play
A variable whose quantification can be broken down into very small units - often called analog (opposed to discrete)
Polling questions
Learning


26. Information
Cognitivism
Behavorism
Data that has been given context
Polling questions


27. The method used to identify all duties - responsibilities - and tasks that make up a single job function or role
Solution Selection
Job analysis
Opener - bridge - main body - and close
Myer-Briggs Type Indicator (MBTI) - DiSC personality profile


28. Examples of collaborative software
External coaching - internal coaching
Email - whiteboard - bulletin boards - chat rooms - online presentation tools - WIKIs - Blogs - forums - social sites
Gain understanding or learning objectives - learn the materials - practice the delivery - prepare questions to stimulate learning.
Navigation


29. The learning domain that focuses on the skills and knowledge relating to an activity such as changing a car's oil
Driving forces - restraining forces - current state - desired state
Terminal objectives
Cognitive
Visual - Auditory - and Kinestethic


30. Four ways to create a learning climate based on Knowles' work
Opportunity-centered
Dictatorship - anarchy - democracy
Solution Selection
Create safe haven for learning - create a comfortable environment - encourage participation - facilitate more than lecture.


31. The technique that should account for 50% of the preparation for a presentation
Managerial/administrative - supervisory - functional
Structure
A visual tools used to systematically describe actions/behaviors in a sequential flow - including all the steps and tasks for that process flow.
Rehersal


32. Types of Level 5 instruments
Phone - VoIP - online meetings - email - specialized software
Control groups - management estimates - extant data - external studies
Long-term process for performance improvement based on 1-on-1 interactions where mentee retains the responsibility for improvement
Functional context


33. Three pitfalls of coaching
Semantic differential
Seels and Glasgow instructional systems design model
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
Eager to succeed - open to support - interested in different tactics/methods and trying those out - learning oriented


34. Four tasks typically done in the job analysis
Solution Selection
Create new hire training - develop behavior-based interview questions - write performance objectives - prepare employees for career progression
Dictatorship - anarchy - democracy
Competing - accommodating - avoiding - collaborating - and compromising.


35. Median
Psychomotor skills
The mid-point of the distribution - 50% of the values are above/below this value
Seels and Glasgow instructional systems design model
Breakeven ( ( Program Costs / Investment ) / ( Benefits / Cash Inflow) )


36. The two criteria that learners must demonstrate before leaving performance-based training (PBT)
Hypothetical
Numbers or variables used to classify a system
Sequence
Knowledge - skills


37. The two primary tools for the visual display of quantitative data
Change is a process not an event. Change management is the process of directing change at each level of an organization.
Simulations
Charts - graphs
Job aids - and EPSS


38. Independent
Conduct a SWOT - establish strategic goals - develop strategies to achieve the strategic goals
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 the influences the dependent variable
Indicate whether response was correct - explain an incorrect response or clarify a correct response - give instructions on how to proceed


39. The seven steps in Krumboltz's DECIDES model
problem - establish action plan - clarify values - identify alternatives - discover probable outcomes - eliminate alternatives systematically - start action
Image oriented - interactive - immediate - and intimate.
Focused on fundamental shifts in how people view themselves - and intentional alterations of beliefs and values about the world and themselves
High cost - scheduling difficulties - and temporary (unless learners have opportunity to practice)


40. The seven attributes essential for leadership per Warren Bennis
When the cause of the problem is a lack of knowledge or skills
Thinking about the whole organization - rather than individuals - and looking primarily at processes
Technical competence - people skills - conceptual skills - results - taste - judgment - character
Self-study guides - job aids - instructor-led materials - technology-delivered training deliverables - assessments


41. The criteria for determining if a project is appropriate for action learning
Measures looking at opinions - behaviors - and attributes
Audience - Behavior - Condition - and Degree
Email - whiteboard - bulletin boards - chat rooms - online presentation tools - WIKIs - Blogs - forums - social sites
Reality - feasibility - authority - and learning opportunities


42. Four stages of transition through M&As
Disengagement - disidentification - disorientation - and disenchantment.
Request for proposal. A communication from an organization to potential vendors that defines the organizations needs and how to respond to those needs.
Review strategies - measure performance - take correction action
Hard data


43. Systems thinking
Thinking about the whole organization - rather than individuals - and looking primarily at processes
Threat - problem - solution - habit
The sum of the numbers divided by the total number of values
Social contexting - contexting - authority - and concept of time


44. Level 1 evaluation
Seels and Glasgow instructional systems design model
Sequence
The minimum time schedule for completing all the tasks in a project with several overlapping or dependent tasks.
Reaction


45. Two types of personality inventory instruments
Control groups - management estimates - extant data - external studies
Change Management
Myer-Briggs Type Indicator (MBTI) - DiSC personality profile
Audience - behavior - condition - and degree


46. List six categories of HPI solutions
External/organizational scans - identify business needs - identify change initiatives - collect data - analyze data - report on the data - design the change initiative
Cause Analysis
Pedagogy
Structure and processes - resources - information - knowledge and skills - motives - and wellness.


47. The seven characteristics of good dialog
Thinking about the whole organization - rather than individuals - and looking primarily at processes
Productivity Environmental Preference Survey (PEPS) - Canfield Learning Style Inventory - and Learning Style Questionnaire
Relevance - inquiry - freedom - connectedness - reception - empowerment - play
Audience - Behavior - Condition - and Degree


48. 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
Experiential learning
Visual - Auditory - and Kinestethic
Driving forces - restraining forces - current state - desired state
Socratic questioning


49. Four basic components of a process
Inputs - outputs - process controls - and resources.
Seels and Glasgow instructional systems design model
Performance audit
Culture - vision - strategy - and structure


50. Process Map
Control groups - management estimates - extant data - external studies
HPI uses a results-based - systematic approach - HPI focuses on accomplishments before behavior - Organizations are systems.
A visual tools used to systematically describe actions/behaviors in a sequential flow - including all the steps and tasks for that process flow.
Psychomotor skills