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. Two influences of great effect on employee motivation
Knowledge in one's personal memory - includes judgment - insights - experience - know-how - personal beliefs - and personal values.
Management - performance
Maslow's hierarchy - McGregor's Theory X and Y of management
Split-half


2. The process of giving advice or information from one person to another about the usefulness of an event - process or action
Hard data
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.
Electronic Performance Support System. Software that provides just-in-time help - guidance - coaching - or assistance to improve job performance.
Feedback


3. The way a person prefers to learn new content
Learning style
Awareness - modeling - targeted interventions - desensitization - training
Presentation software
Validity


4. The three levels of problems in systems thinking
Structures - patterns - events
Monetary impact/ROI
Rote skills - and prerequisite material
Managerial/administrative - supervisory - functional


5. Exercises that include a form of real-life situation that allows participants to practice is called
Simulations
The selection of measurement points which can have a large impact on the research's ability to be generalized
Learning technologies
Learning Management System. Software that automates administration - tracking - and reporting of learning events (ILT and online).


6. The three parts of the problem-solving model
Diagnose the problem - generate alternative actions/behaviors - identify consequences for those actions/behaviors
Business needs - performance needs - learning needs - and learner needs
Structure and processes - resources - information - knowledge and skills - motives - and wellness.
To improve performance by systematically developing human expertise through organizational development and training


7. Mean
Data from archival records - existing records - report - and data
Learner characteristics like age - educational background - cultural background - learner expectations - and learn motivation to attend
Cost-effectiveness - accessibility and application - learner access - and self-direction
The sum of the numbers divided by the total number of values


8. The tasks involved in the evaluation phase of strategic development
Review strategies - measure performance - take correction action
External and environmental influences
Return-on-investment ( (Benefits - Costs) / Costs) * 100
Learning Management System (LMS)


9. Dichotomous
A variable that can have one of two possible values.
Something that disrupts the flow of information between source and receiver
Visual - Auditory - and Kinestethic
Seels and Glasgow instructional systems design model


10. Contrast synchronous to asynchronous e-learning
Formulation - Development - Implementation - Evaluation
Synchrononous occurs at a given time with a live instructor. Asynchronous is self-paced and available at any time.
Virtual Reality. Computer-based technology that gives the user a realistic - 3-D - interactive experience that engages as many senses as possible.
Determine business impact - improve the design of the learning experience - determine the content's adequacy


11. The tasks involved in the formulation phase of strategic development
Synchrononous occurs at a given time with a live instructor. Asynchronous is self-paced and available at any time.
Myer-Briggs Type Indicator (MBTI) - DiSC personality profile
Technology - new products - shareholders - financial conditions - system challenges - process challenges - policies
Identify organizational values - development mission - develop vision - develop value statements


12. The e-Learning techniques allows learners to personally assess what can be learned - the value of the content - and the difficulty of the content
Balanced scorecard
Navigation
Ginzberg's theory
Knowledge - skills


13. The four parts of the International Federation's (ICF) ethical standards
An unknown or uncontrolled variable that produces an effect
Capture attention - help message to be remembered - establish rapport - build credibility - and build team unity.
Slides
Philosophy of coaching - definition of coaching - standards of ethical coaching conduct - pledge of coaching ethics


14. The mode of training for which classroom training is most effective
Psychomotor skills
Polling questions
The process that enables organizations to create short reference materials with relevant information by reducing information into codified - categorized - and reusable content.
Presentation software


15. scripting
Separation of place - time - or both among learners - instructors - and learning resources; Interactions are conducted through one or mode media.
Interviews
Learning
A collection of code containing instructions for a computer to perform a specific action


16. The facilitation tool that can create just enough tension to get people thinking
Monetary impact/ROI
Silence
Convergers - divergers - assimilators - and accommodators
Learner-centered - content-centered


17. The six founding principles of systems thinking
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
Performance audit
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
Pedagogy


18. A computer application that is linked directly to another application to train or guide workers through a task
Disengagement - disidentification - disorientation - and disenchantment.
Bloom's Taxonomy
Electronic performance support system (EPSS)
Preparation


19. Four phases of succession planning
Problem - action learning group - emphasis on careful questioning and listening - resolution to take action - commitment to learning - group facilitator/learning coach
Establish scope - create plan - implement plan - monitor/evaluate/revise plan
A measure of the variability of scores from the mean
Likert scale


20. The use of electronic technologies to deliver information and facilitate the development of skills
Learning technologies
External/organizational scans - identify business needs - identify change initiatives - collect data - analyze data - report on the data - design the change initiative
Navigation
Matching current - usually high-potential employees - with future roles within the company to systematic prepare them for a future role


21. The two mechanisms the chaos and complexity theory focus on
Information - feedback
Conduct a SWOT - establish strategic goals - develop strategies to achieve the strategic goals
Andragogy - time pressures - goal orientation - previous knowledge and experience - relevent content - levels of motivation - and different learning styles
Understandable - accurate - functional


22. Qualitative
Measures looking at opinions - behaviors - and attributes
Rich data - comparable data across interviews with proper construction of interview protocol - and adds depth to quantative methods
Hypothetical
Experiential learning


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

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24. The learning theory that attempts to involve the left and right hemispheres of the brain to make learning more natural
Accelerated Learning
Websites where users post questions - thoughts and observations - and can reply to other users postings of the same
Kurt Lewin's forcefield analysis
Bloom's taxonomy - six sigma - Kepner-Tregoe


25. The kinds of objectives that support the final behavioral outcomes by breaking them down into more manageable chunks
Indicate whether response was correct - explain an incorrect response or clarify a correct response - give instructions on how to proceed
Enabling objectives
Entertainment - interaction - control - usability - and customization
Information - feedback


26. The type of results produced by quantative methods
Managers are responsible for their own development - executives are responsible for the development of their subordinates - the organization is responsible for providing growth opportunities
Rote skills - and prerequisite material
Hard data
- measure - analyze - improve - control


27. The other names for a cause-and-effect diagram
Awareness - modeling - targeted interventions - desensitization - training
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
Ishikawa - fishbone
Multiple intelligences theory


28. Examples of courseware
Seels and Glasgow instructional systems design model
Long-term process for performance improvement based on 1-on-1 interactions where mentee retains the responsibility for improvement
Self-study guides - job aids - instructor-led materials - technology-delivered training deliverables - assessments
Andragogy - time pressures - goal orientation - previous knowledge and experience - relevent content - levels of motivation - and different learning styles


29. Tacit knowledge

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30. 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
Cognitivism
Gain understanding or learning objectives - learn the materials - practice the delivery - prepare questions to stimulate learning.
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.


31. Five ways to use storytelling
Likert scale
Benjamin Bloom
Capture attention - help message to be remembered - establish rapport - build credibility - and build team unity.
In statistics - it means probably true


32. The model (a pyramid) from bottom to top is: physiology - safety - belongingness - esteem - and self-actualization

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33. Three advantages of interviews as a data gathering technique
Rich data - comparable data across interviews with proper construction of interview protocol - and adds depth to quantative methods
Computer-based training. Any learning event that uses computers as the primary distributions method.
Polling questions
Kurt Lewin's forcefield analysis


34. Confidence interval
Interview - survey/questionnaire - observation - focus group - work diary/work log
The expected range of a measurement
Structure and processes - resources - information - knowledge and skills - motives - and wellness.
Establish short-term objectives - create an action plan to achieve short-term objectives - allocate resources to the objectives - motivate employees to reach the objectives


35. The diagnostic model that identifies the performance problem cause - based on cause driving solution

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36. The elements of the 4-D cycle
Knowledge - skills
Discovery - Dream - Design - and Destiny
Howard Gardner
A visual tools used to systematically describe actions/behaviors in a sequential flow - including all the steps and tasks for that process flow.


37. BE
Chaos is simple systems generating complicated behavior. Complexity is complicated systems generating simple behavior.
Breakeven ( ( Program Costs / Investment ) / ( Benefits / Cash Inflow) )
Identify organizational values - development mission - develop vision - develop value statements
Hard data


38. Covariates
A variable whose quantification can be broken down into very small units - often called analog (opposed to discrete)
Pedagogy
The multiple dependent variables in a study with multiple independent variables
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


39. Four benefits of web-based training
Presentation software
Cost-effectiveness - accessibility and application - learner access - and self-direction
Kurt Lewin's forcefield analysis
Surveys


40. Knowledge management
The expected range of a measurement
Gain understanding or learning objectives - learn the materials - practice the delivery - prepare questions to stimulate learning.
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
Adult learning theories - instructional design techniques


41. Quantitative
Change is a process not an event. Change management is the process of directing change at each level of an organization.
Email - whiteboard - bulletin boards - chat rooms - online presentation tools - WIKIs - Blogs - forums - social sites
Polling questions
Measures of quantity or numbers


42. The four quadrants in W.E. (Ned) Herrmann's learning brain model
Semantic differential
Upper-left cerebral - lower-left limbic - upper-right cerebral - and lower-right limbic
Psychomotor skills
Visual - Auditory - and Kinestethic


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

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44. Data
Knowledge - skills - desire - environment - and opportunity
Matching current - usually high-potential employees - with future roles within the company to systematic prepare them for a future role
Technical competence - people skills - conceptual skills - results - taste - judgment - character
Raw and non-contextual - and can exist in forms usable or not


45. Compare/contrast chaos and complexity
Charts - graphs
Electronic Performance Support System. Software that provides just-in-time help - guidance - coaching - or assistance to improve job performance.
Preparation
Chaos is simple systems generating complicated behavior. Complexity is complicated systems generating simple behavior.


46. Software that automates the administration of training
Numbers or variables used to classify a system
A collection of code containing instructions for a computer to perform a specific action
Learning Management System (LMS)
Sorting - tabulating - and comparing raw to summarized data


47. Change management
Socratic questioning
Job aids - and EPSS
A visual tools used to systematically describe actions/behaviors in a sequential flow - including all the steps and tasks for that process flow.
Change is a process not an event. Change management is the process of directing change at each level of an organization.


48. Sampling

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49. What is the best thing to do first when a client wants a designer to develop a training to improve declining business process
- measure - analyze - improve - control
Perform a front-end analysis
Change Management
Image oriented - interactive - immediate - and intimate.


50. Types of Level 2 instruments
Suggestopedia
An HTML tag identifying the context of the contents on a website or knowledge base.
Failure to partner - failure to consider culture - failure to manage change - and failure to adapt to the client.
Written tests - oral Q&A - performance tests - role plays