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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. Mode
Breakeven ( ( Program Costs / Investment ) / ( Benefits / Cash Inflow) )
Driving forces - restraining forces - current state - desired state
The most frequently occurring value
Data from archival records - existing records - report - and data

2. Three tools for determining learner preferences
Productivity Environmental Preference Survey (PEPS) - Canfield Learning Style Inventory - and Learning Style Questionnaire
Measures of quantity or numbers
A measure of the variability of scores from the mean
Functional context

3. The purpose of strategic planning

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4. scripting
Bloom's taxonomy - six sigma - Kepner-Tregoe
A collection of code containing instructions for a computer to perform a specific action
Speed - quantity - quality/accuracy - thoroughness - timeliness
A measure of the variability of scores from the mean

5. 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
Cognitive
Pilot tests - technical reviews - production reviews
Seels and Glasgow instructional systems design model
Two-aix matrixes - flowcharts - dichotomy - graphic models

6. Three conditions that warrant multi-rater feedback
Productivity Environmental Preference Survey (PEPS) - Canfield Learning Style Inventory - and Learning Style Questionnaire
Design
Weak manager judgments or experience levels - identified talent shortages - organization culture suports structured programs
Rote skills

7. The popularizer of the multiple intelligences theory
Knowledge that has been documented - includes books - manuals - training courses - job aids - software rules - databases - etc.
Create new hire training - develop behavior-based interview questions - write performance objectives - prepare employees for career progression
Howard Gardner
Low frequency - high complexity - high consequence of error - high probability of change in the future

8. The final behavioral outcomes of a specific instructional event
A variable the influences the dependent variable
Return-on-investment ( (Benefits - Costs) / Costs) * 100
Competing - accommodating - avoiding - collaborating - and compromising.
Terminal objectives

9. The creator of the theory of three types of learning - knowledge - skills - and attitudes
Benjamin Bloom
Formulation - Development - Implementation - Evaluation
Learning Management System (LMS)
Knowledge - skills

10. The learning theory that includes activities like behavioral modeling - simulations - role plays - skill drills - and rewards
Behavorism
problem - establish action plan - clarify values - identify alternatives - discover probable outcomes - eliminate alternatives systematically - start action
Control groups - management estimates - extant data - external studies
A visual tools used to systematically describe actions/behaviors in a sequential flow - including all the steps and tasks for that process flow.

11. Types of Level 3 instruments
Suggestopedia
Brainstorming - case studies - and role plays
Eager to succeed - open to support - interested in different tactics/methods and trying those out - learning oriented
Action plans - interviews - questionnaires - focus groups - performance contracts

12. Software that automates the administration of training
Learning Management System (LMS)
Business Analysis
An unknown or uncontrolled variable that produces an effect
Business needs - performance needs - learning needs - and learner needs

13. Information
Business Analysis
Time and resource intensive - undue influence of vocal member(s) - difficult to facilitate with a single facilitator to encourage participation and take notes
Data that has been given context
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

14. The type of question - often starting with 'what if ...' - that is used to get learners to thinking freely
Hypothetical
Knowledge - skills
The outcome that depends on the independent variable and covariates
Robert Mager

15. Skills / knowledge areas that SMEs may lack
Adult learning theories - instructional design techniques
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
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
Competing - accommodating - avoiding - collaborating - and compromising.

16. Confounding
The selection of measurement points which can have a large impact on the research's ability to be generalized
An unknown or uncontrolled variable that produces an effect
The extent to which an instrument predicts future results
Cause Analysis

17. Sequencing and structure are closely related. What refers to the relationship among skills and topics
Performance audit
Structure
Driving forces - restraining forces - current state - desired state
Multiple intelligences theory

18. Knowledge management
Focused on learning and using new necessary skills through incremental change
A measure of the variability of scores from the mean
Theatre style
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

19. Level 3 evaluation
Diagnose the problem - generate alternative actions/behaviors - identify consequences for those actions/behaviors
Failure to partner - failure to consider culture - failure to manage change - and failure to adapt to the client.
Data from archival records - existing records - report - and data
Results

20. Types of Level 5 instruments
Control groups - management estimates - extant data - external studies
Current organization climate - available resources
Form - storm - norm - perform - and adjourn.
An HTML tag identifying the context of the contents on a website or knowledge base.

21. Nominal data
Conduct a SWOT - establish strategic goals - develop strategies to achieve the strategic goals
Self-contained chunk of instructional material
Skill variety - task identity - task significance - autonomy - feedback
Numbers or variables used to classify a system

22. The process where each member of a group makes their opinions conform to the perceived group consensus
Facilitation is used to involve participants - and to help them learn from one another.
Groupthink
Management - performance
Perform a front-end analysis

23. The ability of the same measurement to produce consistent results over time
Balanced scorecard
Reliability
Cross-functional - cross-country/international
Harless' front-end analysis model

24. Cordinal data
Numbers or variables used to rank order a system
Interviews
Weak manager judgments or experience levels - identified talent shortages - organization culture suports structured programs
Rapid instructional design (RID)

25. Levels of listening
The minimum time schedule for completing all the tasks in a project with several overlapping or dependent tasks.
Likert scale
Passive - active - empathetic - listening for knowledge - listening for clarification
Cognitive

26. The five elements of learner engagement
Silence
Opener - bridge - main body - and close
Entertainment - interaction - control - usability - and customization
High cost - scheduling difficulties - and temporary (unless learners have opportunity to practice)

27. The use of electronic technologies to deliver information and facilitate the development of skills
The most frequently occurring value
Charts - graphs
Learning technologies
Growth - exploratory - establishment - maintenance - decline

28. What does proxemics refer to?
Personal space
Learner self-concept - Learner prior experience - Readiness to learn - Orientation to learning - and Motivation to learn
Determine business impact - improve the design of the learning experience - determine the content's adequacy
Cross-functional - cross-country/international

29. The three foundations of action learning

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30. Information Chunking
Theatre style
The process that enables organizations to create short reference materials with relevant information by reducing information into codified - categorized - and reusable content.
Suggestopedia
Hypothetical

31. Four cases when a trainer should not use a chart pack
Chaos is simple systems generating complicated behavior. Complexity is complicated systems generating simple behavior.
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.
Self-study guides - job aids - instructor-led materials - technology-delivered training deliverables - assessments
Semantic differential

32. The fifth component of the ASTD HPI model
The sum of the numbers divided by the total number of values
Long-term process for performance improvement based on 1-on-1 interactions where mentee retains the responsibility for improvement
Myer-Briggs Type Indicator (MBTI) - DiSC personality profile
Solution Implementation

33. Content validity

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34. The second component of the ASTD HPI model
External coaching - internal coaching
Performance Analysis
Visual - Auditory - and Kinestethic
Cost or budget - lesson content - learner background and expectations - time available - and facilities/equipment/materials

35. Two types of coaching situations that primarily differ on the degree of confidentiality and sensitivity
A measure of the variability of scores from the mean
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
External coaching - internal coaching
Cross-functional - cross-country/international

36. The collection of strategies for quickly producing instructional packages
A visual tools used to systematically describe actions/behaviors in a sequential flow - including all the steps and tasks for that process flow.
Awareness - modeling - targeted interventions - desensitization - training
An HTML tag identifying the context of the contents on a website or knowledge base.
Rapid instructional design (RID)

37. The five criteria to measure performance after coaching
Job analysis
Create safe haven for learning - create a comfortable environment - encourage participation - facilitate more than lecture.
Knowledge in one's personal memory - includes judgment - insights - experience - know-how - personal beliefs - and personal values.
Speed - quantity - quality/accuracy - thoroughness - timeliness

38. Four common mistakes HPI professionals make in selecting - designing - and implementing interventions
Functional context
Failure to partner - failure to consider culture - failure to manage change - and failure to adapt to the client.
Structure
Engage learner's attention - present materials as input to brain - practice with ideas and skills - review to create new connections and applications

39. Independent
Control groups - management estimates - extant data - external studies
A variable the influences the dependent variable
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
Performance audit

40. The philosophy of teaching focusing on the instructor rather than the participant - and is generally used to in reference to teaching children
A variable whose quantification can be broken down into very small units - often called analog (opposed to discrete)
The multiple dependent variables in a study with multiple independent variables
Sequence
Pedagogy

41. Describe noise - in communication theory
Something that disrupts the flow of information between source and receiver
External and environmental influences
Understandable - accurate - functional
Likert scale

42. The tasks involved in the implementation phase of strategic development
Weak manager judgments or experience levels - identified talent shortages - organization culture suports structured programs
Establish short-term objectives - create an action plan to achieve short-term objectives - allocate resources to the objectives - motivate employees to reach the objectives
Threat - problem - solution - habit
Andragogy - time pressures - goal orientation - previous knowledge and experience - relevent content - levels of motivation - and different learning styles

43. An evaluation of an evaluation
Weak manager judgments or experience levels - identified talent shortages - organization culture suports structured programs
Reaction
Audience - behavior - condition - and degree
Meta-evaluation

44. Four personal social styles per Harvey Robbins
Analytical - amiable - drivers - expressive
Knowledge in one's personal memory - includes judgment - insights - experience - know-how - personal beliefs - and personal values.
When the cause of the problem is a lack of knowledge or skills
Evaluation

45. Five ways to use storytelling
Audience - behavior - condition - and degree
Capture attention - help message to be remembered - establish rapport - build credibility - and build team unity.
Evaluation
Growth - exploratory - establishment - maintenance - decline

46. Four basic components of a process
Inputs - outputs - process controls - and resources.
Language - speech - environmental - and psychological
Analytical - amiable - drivers - expressive
Audience - behavior - condition - and degree

47. Compare/contrast chaos and complexity
A variable that can have one of two possible values.
Written tests - oral Q&A - performance tests - role plays
Rich data - comparable data across interviews with proper construction of interview protocol - and adds depth to quantative methods
Chaos is simple systems generating complicated behavior. Complexity is complicated systems generating simple behavior.

48. The guidelines Carl Rogers describes as critical elements to remember in adult learning situations
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
Data from archival records - existing records - report - and data
Social contexting - contexting - authority - and concept of time
Ideas - processes - procedures - methods of operation - concepts - principles - and discoveries

49. Five job analysis methods
Interview - survey/questionnaire - observation - focus group - work diary/work log
Create safe haven for learning - create a comfortable environment - encourage participation - facilitate more than lecture.
The world is created in conversation
Split-half

50. The theory that matches individual needs to instructional experiences
Change Management
Opportunity-centered
Job analysis
Analytical - amiable - drivers - expressive