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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. The four dimensions of personality per the Myers-Briggs Type Indicator
Focused on fundamental shifts in how people view themselves - and intentional alterations of beliefs and values about the world and themselves
Failure to partner - failure to consider culture - failure to manage change - and failure to adapt to the client.
Extroversion/Introversion - Sensing/Intuition - Thinking/Feeling - Judgment/Perception
Questions that stimulate discussion

2. Level 4 evaluation
Rapid instructional design (RID)
A variable that can have one of two possible values.
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
Behavior

3. DMAIC
problem - establish action plan - clarify values - identify alternatives - discover probable outcomes - eliminate alternatives systematically - start action
Learning Content Management System. Software that packages courses and learning materials for print - CD-ROM - and electronic publication.
- measure - analyze - improve - control
Philosophy of coaching - definition of coaching - standards of ethical coaching conduct - pledge of coaching ethics

4. Continuous
Characteristics of adults as learners (CAL) conceptual framework
- measure - analyze - improve - control
An HTML tag identifying the context of the contents on a website or knowledge base.
A variable whose quantification can be broken down into very small units - often called analog (opposed to discrete)

5. Two characteristics of distance learning
Separation of place - time - or both among learners - instructors - and learning resources; Interactions are conducted through one or mode media.
Structures - patterns - events
Likert scale
Behavorism

6. Two influences of great effect on employee motivation
Threat - problem - solution - habit
Visual - Auditory - and Kinestethic
Management - performance
Social contexting - contexting - authority - and concept of time

7. Types of Level 5 instruments
Control groups - management estimates - extant data - external studies
Image oriented - interactive - immediate - and intimate.
Data that has been given context
Language - speech - environmental - and psychological

8. Describe how facilitation differs from training
Behavorism
Accelerated Learning
Facilitation is used to involve participants - and to help them learn from one another.
Breakeven ( ( Program Costs / Investment ) / ( Benefits / Cash Inflow) )

9. The three foundations of action learning

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10. The tasks involved in the development phase of strategic development
Separation of place - time - or both among learners - instructors - and learning resources; Interactions are conducted through one or mode media.
Questions that check for understanding or test for consensus
Multiple intelligences theory
Conduct a SWOT - establish strategic goals - develop strategies to achieve the strategic goals

11. The purpose of an after-action review

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12. The mode of training for which classroom training is most effective
To systematically plan an organization's future
Psychomotor skills
Likert scale
Accelerated Learning

13. What does context refer to in designing learning
Learner characteristics like age - educational background - cultural background - learner expectations - and learn motivation to attend
The most frequently occurring value
Maslow's hierarchy - McGregor's Theory X and Y of management
Create a vision - communicate the plan - connect the people - congratulate success

14. List six external factors that may affect an organization
Economic - social - political and legislative - workforce - technological - and competitive.
Evaluation
Knowledge - skills
Chat rooms are essentially synchronous (real-time) message boards.

15. List seven things that cannot be copyrighted
Ideas - processes - procedures - methods of operation - concepts - principles - and discoveries
Data that has been given context
Convergers - divergers - assimilators - and accommodators
Presentation software

16. The steps in the outsourcing process
HPI uses a results-based - systematic approach - HPI focuses on accomplishments before behavior - Organizations are systems.
Indicate whether response was correct - explain an incorrect response or clarify a correct response - give instructions on how to proceed
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
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

17. Level 1 evaluation
Chat rooms are essentially synchronous (real-time) message boards.
Convergers - divergers - assimilators - and accommodators
Reaction
Cognitive

18. Factors that determine fair use
Cognitivism
Structures - patterns - events
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
Cause Analysis

19. Level 3 evaluation
An HTML tag identifying the context of the contents on a website or knowledge base.
Results
Culture - vision - strategy - and structure
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

20. scripting
A collection of code containing instructions for a computer to perform a specific action
The process that enables organizations to create short reference materials with relevant information by reducing information into codified - categorized - and reusable content.
Learner-centered - content-centered
Information - resources - incentives/consequences - knowledge and skills - capacity - and motivation.

21. Four characteristics of highly motivated clients
Icebreakers do not have to relate to the session materials. Opening exercise introduces the session materials being taught.
Identify performance gaps - gains commitment to learning - constructs practice to close gaps - drives application and reflection to improve competence
Eager to succeed - open to support - interested in different tactics/methods and trying those out - learning oriented
Create safe haven for learning - create a comfortable environment - encourage participation - facilitate more than lecture.

22. The criteria for determining if a project is appropriate for action learning
An unknown or uncontrolled variable that produces an effect
Reality - feasibility - authority - and learning opportunities
Social contexting - contexting - authority - and concept of time
Semantic differential

23. Types of Level 4 instruments
To improve performance by systematically developing human expertise through organizational development and training
L = P + Q + R. Learning - Programmed instruction - Questioning - Reflection
Visual - Auditory - and Kinestethic
Performance records - direct observation - supervisor checklists

24. the meaning of significant - in a statistical context
Rehersal
Eager to succeed - open to support - interested in different tactics/methods and trying those out - learning oriented
An HTML tag identifying the context of the contents on a website or knowledge base.
In statistics - it means probably true

25. Five technologies that can be used to connect clients to coaches
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
Feedback
Do not discriminate in any aspect of employment based on disabilities - with reasonable accommodations such as interpreters - reading aids - instructional material modifications - etc.
Phone - VoIP - online meetings - email - specialized software

26. The seating arrangement is the least conducive to stimulating group discussion
Image oriented - interactive - immediate - and intimate.
Theatre style
Computer-based training. Any learning event that uses computers as the primary distributions method.
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.

27. The tell approach to learning - based on the theory that learning occurs through exposure to logically presented information - usually involving lecture
Action plans - interviews - questionnaires - focus groups - performance contracts
Ginzberg's theory
Cognitivism
Multiple intelligences theory

28. Four personal social styles per Harvey Robbins
Experiential learning
Analytical - amiable - drivers - expressive
The extent to which an instrument represents the program's content
Reaction

29. The five elements of learner engagement
Opener - bridge - main body - and close
Entertainment - interaction - control - usability - and customization
A measure of the variability of scores from the mean
Do not discriminate in any aspect of employment based on disabilities - with reasonable accommodations such as interpreters - reading aids - instructional material modifications - etc.

30. The ability of the same measurement to produce consistent results over time
Speed - quantity - quality/accuracy - thoroughness - timeliness
Return-on-investment ( (Benefits - Costs) / Costs) * 100
Design
Reliability

31. BE
Relevance - inquiry - freedom - connectedness - reception - empowerment - play
Technical competence - people skills - conceptual skills - results - taste - judgment - character
External coaching - internal coaching
Breakeven ( ( Program Costs / Investment ) / ( Benefits / Cash Inflow) )

32. The purpose of strategic planning

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33. Karl Albrecht's progressive psychological phases of change response
Icebreakers do not have to relate to the session materials. Opening exercise introduces the session materials being taught.
Threat - problem - solution - habit
Conduct a SWOT - establish strategic goals - develop strategies to achieve the strategic goals
Self-study guides - job aids - instructor-led materials - technology-delivered training deliverables - assessments

34. Contrast synchronous to asynchronous e-learning
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.
Technology - new products - shareholders - financial conditions - system challenges - process challenges - policies
Synchrononous occurs at a given time with a live instructor. Asynchronous is self-paced and available at any time.
Action plans - interviews - questionnaires - focus groups - performance contracts

35. The six founding principles of systems thinking
Inputs - outputs - process controls - and resources.
Defining objectives - identifying necessary data - selecting data collection methods - collecting data - analyzing and confirming data - and reporting on the data
Understandable - accurate - functional
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

36. Four basic components of a process
Inputs - outputs - process controls - and resources.
Seels and Glasgow instructional systems design model
Kurt Lewin's forcefield analysis
Managerial/administrative - supervisory - functional

37. Confounding
The process that enables organizations to create short reference materials with relevant information by reducing information into codified - categorized - and reusable content.
An unknown or uncontrolled variable that produces an effect
Psychomotor skills
Multiple intelligences theory

38. Quantitative
Conduct a SWOT - establish strategic goals - develop strategies to achieve the strategic goals
Rich data - comparable data across interviews with proper construction of interview protocol - and adds depth to quantative methods
Measures of quantity or numbers
Information - feedback

39. The two mechanisms the chaos and complexity theory focus on
Information - feedback
Suggestopedia
Maslow's hierarchy - McGregor's Theory X and Y of management
Management - performance

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

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41. An assessment done during formation
Two-aix matrixes - flowcharts - dichotomy - graphic models
Pilot tests - technical reviews - production reviews
Formative evaluation
Capture attention - reveal trainer's style - raise participant's comfort level - introduce the topic of the presentation.

42. The six factors an instructional designer must consider before choosing techniques and training materials
Analytical - amiable - drivers - expressive
Results
Cost or budget - lesson content - learner background and expectations - time available - and facilities/equipment/materials
Validity

43. Compare/contrast chaos and complexity
Chaos is simple systems generating complicated behavior. Complexity is complicated systems generating simple behavior.
Socratic questioning
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

44. The seven basic self-governing behaviors
Rich data - comparable data across interviews with proper construction of interview protocol - and adds depth to quantative methods
Honesty - fairness - lawfulness - compassion - respect - loyalty - dependability
Learner self-concept - Learner prior experience - Readiness to learn - Orientation to learning - and Motivation to learn
Simulations

45. The tasks involved in the formulation phase of strategic development
Job analysis
External coaching - internal coaching
Identify organizational values - development mission - develop vision - develop value statements
Data from archival records - existing records - report - and data

46. Three drawbacks of classroom training
Opportunity-centered
High cost - scheduling difficulties - and temporary (unless learners have opportunity to practice)
Robert Mager
Long-term process for performance improvement based on 1-on-1 interactions where mentee retains the responsibility for improvement

47. Five job analysis methods
Technical competence - people skills - conceptual skills - results - taste - judgment - character
Interview - survey/questionnaire - observation - focus group - work diary/work log
Learning Content Management System. Software that packages courses and learning materials for print - CD-ROM - and electronic publication.
Proxemics

48. The three major tasks of analyzing data
Information - resources - incentives/consequences - knowledge and skills - capacity - and motivation.
Learning style
Capture attention - help message to be remembered - establish rapport - build credibility - and build team unity.
Sorting - tabulating - and comparing raw to summarized data

49. Triple-loop learning
Focused on fundamental shifts in how people view themselves - and intentional alterations of beliefs and values about the world and themselves
Pedagogy
High cost - scheduling difficulties - and temporary (unless learners have opportunity to practice)
Technology - new products - shareholders - financial conditions - system challenges - process challenges - policies

50. Three disadvantages of focus groups
A measure of the variability of scores from the mean
In statistics - it means probably true
Structures - patterns - events
Time and resource intensive - undue influence of vocal member(s) - difficult to facilitate with a single facilitator to encourage participation and take notes