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ATD CPTD Exam Syllabus Topics:

Section	Objectives
Topic 1: Talent Development Capability Model Domains	- Personal Capability 1. Communication 2. Emotional Intelligence and Decision Making 3. Interpersonal Skills - Organizational Capability 1. Knowledge Management 2. Change Management 3. Performance Improvement 4. Managing Learning Programs 5. Talent Strategy Alignment - Professional Capability 1. Career and Leadership Development 2. Training Delivery and Facilitation 3. Evaluating Learning Impact 4. Learning Technologies 5. Instructional Design

Section

Objectives

Topic 1: Talent Development Capability Model Domains

- Personal Capability

1. Communication
2. Emotional Intelligence and Decision Making
3. Interpersonal Skills

- Organizational Capability

1. Knowledge Management
2. Change Management
3. Performance Improvement
4. Managing Learning Programs
5. Talent Strategy Alignment

- Professional Capability

1. Career and Leadership Development
2. Training Delivery and Facilitation
3. Evaluating Learning Impact
4. Learning Technologies
5. Instructional Design

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ATD The Certified Professional in Talent Development Sample Questions (Q68-Q73):

NEW QUESTION # 68
A new manager has a team comprised of four different generations of employees. Which action by the manager would be most likely to minimize intergenerational conflict within the team?

A. Poll each team member
B. Listen actively to each team member
C. Acknowledge the diverse viewpoints of each team member
D. Define what is important to each team member's generation

Answer: C

Explanation:
According to theATD Talent Development Capability ModelunderCultural Awareness, minimizing generational conflict requiresrecognizing and acknowledging diverse perspectivesrather than stereotyping or categorizing by generation.
Building awareness and respect for different values and communication styles is fundamental.
Reference:ATD Talent Development Capability Model, Personal Capability - Cultural Awareness.

NEW QUESTION # 69
A TD professional at an online retail company is approached by one of the company's cloud services managers, who is concerned about the cloud services team's recent work performance. The manager states that the team members repeated the same mistakes from past teams. The TD professional performs a needs analysis and determines that the team members did not leverage information, best practices, and historical data recorded by past teams in the company's knowledge management system (KMS).
The TD professional determines that the team members are not motivated to use the KMS because they find it too time-consuming to access useful information.
The TD professional implements strategies to engage and motivate the cloud services team members in using the KMS. The TD professional now wants to enlist the cloud services managers to ensure continued use of the KMS by the team members.
What should the TD professional do?

A. Recommend that manager bonuses be tied to usage statistics.
B. Provide all managers with a brief guide on follow-up techniques to use with their teams.
C. Suggest that the human resources team add a line to manager job descriptions stating their responsibility for creating a culture of knowledge sharing.
D. Have managers sign a contract to ensure they will support the KMS effort to the fullest extent.
E. Create opportunities for managers to share best practices and brainstorm solutions to challenges.
F. Request that managers be provided with regular reports on KMS usage by their team members.
G. Encourage managers to recognize and reward team members who increase their KMS usage appropriately.

Answer: G

NEW QUESTION # 70
Why is it important for talent development professionals to build strong relationships with other groups within an organization?

A. To help recognize and reward individual performance
B. To identify the source of performance problems within teams
C. To respect and be aware of separate roles and responsibilities among groups
D. To gain a clearer understanding of organizational goals from various perspectives

Answer: D

Explanation:
The correct answer is B because building strong relationships across organizational groups enables talent development (TD) professionals to gain a holistic and accurate understanding of business goals, priorities, and challenges from multiple perspectives. This aligns with the CPTD Organizational Capability domain, specifically Consulting & Business Partnering (3.2), which emphasizes forming partnerships, synthesizing information, and collaborating with stakeholders to align talent development initiatives with organizational strategy.
Option A is incorrect because recognizing and rewarding performance is typically part of performance management systems, not the primary purpose of cross-functional relationships. Option C, while important, is more about awareness rather than actionable strategic alignment. Option D relates to performance analysis but is only one outcome of relationship-building, not the primary reason.
Strong relationships allow TD professionals to co-create solutions, gain stakeholder buy-in, and ensure that learning strategies are relevant and impactful. By understanding diverse viewpoints across departments, TD professionals can design initiatives that directly support business outcomes and organizational success.

NEW QUESTION # 71
A talent development (TD) professional works at a small Internet-based company. The TD professional is tasked with training a group of customer service representatives to process refunds in a new software application.
The TD professional is creating the training plan for the new software and wants to develop the learners' troubleshooting skills by incorporating unexpected complexities that staff might encounter.
The training plan is created and approved, and the TD professional develops the training materials.
The TD professional starts the training session with a short lecture, but the learners are being fairly quiet. The TD professional is worried that learners are not understanding the material but are too afraid to ask questions.
What should the TD professional do to encourage learners to ask questions?

A. Pause if two or more learners are talking among themselves, and ask if they have a question.
B. Pause intentionally and give learners enough time to think of questions.
C. Stop at natural points and ask if there are any questions.
D. Have learners wait to ask their questions at the end of the lecture.
E. Ask learners to provide examples of situations they have experienced related to the content.
F. Stay on schedule, thereby providing stability for the learners and making them more comfortable.

Answer: B

NEW QUESTION # 72
An engineering company utilizes two learning management systems (LMSs): one manages technical training, and the other manages professional development (or non-technical training) for all of the company's engineers. Over time, changes in reporting requirements have caused the use of two different systems to be difficult and time-consuming. It has been decided that a new LMS is to be selected, with a goal of improving the time constraints of using training information from both systems. A talent development (TD) professional is put in charge of facilitating the selection and implementation of the new LMS.
After completing the research process, the TD professional develops a strong business case to recommend LMS Provider A. A few days before the recommendation is presented to the executive leadership team, the TD professional's supervisor hears about LMS Provider Z at a networking meeting and suggests that the TD professional consider Provider Z, which was not included in the TD professional's analysis.
What should the TD professional do?

A. Ask the TD professional's supervisor probing questions to determine the reason(s) for recommending Provider Z.
B. Tell the supervisor that Provider Z will not work.
C. Proceed with recommending Provider A regardless of this alternative recommendation.
D. Bring in Provider A to make a presentation to the TD professional's supervisor.
E. List the negative outcomes if Provider Z is selected.
F. Compare Provider Z to the existing analysis that led to the TD professional's recommendation.
G. Present the potential positive business outcomes for selecting Provider A.
H. Ask the information technology director to help influence the TD professional's supervisor.

Answer: A,F

NEW QUESTION # 73
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