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ATD CPTD Exam Syllabus Topics:

Topic	Details
Topic 1	Building Personal Capability: This section of the exam measures skills of Learning & Development Specialists and covers areas that enhance individual effectiveness in talent development roles. It includes communication, emotional intelligence, collaboration, cultural awareness, project management, and ethical behavior, focusing on how professionals interact, lead, and manage themselves and others effectively within organizational contexts.
Topic 2	Developing Professional Capability: This section of the exam measures skills of Instructional Designers and focuses on the core functions of talent development such as adult learning theories, instructional design, facilitation, use of technology, content curation, leadership development, coaching, and evaluating impact. It emphasizes designing and delivering effective learning solutions that align with learner needs and organizational goals.
Topic 3	Impacting Organizational Capability: This section of the exam measures the skills of Organizational Development Consultants and involves applying talent strategies that align with business objectives. It includes business acumen, consulting, culture shaping, performance improvement, talent strategy, change management, and data analytics. The focus is on driving organizational performance and ensuring future readiness through strategic talent development.

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ATD The Certified Professional in Talent Development Sample Questions (Q129-Q134):

NEW QUESTION # 129
A loan manager in a large bank accessed a direct report's personal bank account in the bank's system out of curiosity. This direct report became aware of the unauthorized account access and consulted the human resources (HR) department. The HR manager initiates an ethics investigation and also asks the talent development (TD) department to determine whether a training solution is needed. The TD professional assigned to this task has never before been involved in any compliance and ethics situation.
Step 2
The TD professional has confirmed that the company's policy states employees are not authorized to access other employees' financial records without executive approval. The TD professional has been asked by the HR manager to participate in a meeting with the HR, compliance, and legal departments related to this investigation.
During this meeting, what should the TD professional do?

A. Ask for clarification of each department's role.
B. Suggest a policy gap analysis project.
C. Articulate the TD professional's role in this situation.
D. Discuss the best ways for the team to collaborate.
E. Confirm the next steps needed from the TD professional.
F. Offer to assist with disciplinary actions.
G. Propose a training solution.
H. Recommend rewriting compliance policies.
I. Explain the TD department's process for creating training.

Answer: C,D,I

NEW QUESTION # 130
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.
How should the TD professional engage and/or motivate the team to utilize the KMS?

A. Provide prizes based on KMS usage statistics.
B. Provide year-over-year KMS usage statistics to management.
C. Conduct KMS training with hands-on activities.
D. Conduct interviews with current users to understand utilization behaviors.
E. Provide a "tip of the day" microlearning on KMS features.
F. Create a scavenger hunt with prizes for finding specific information in the KMS.
G. Prepare job aids to facilitate learning about the KMS.
H. Create a publicized list of nonusers.

Answer: A,F

NEW QUESTION # 131
Which steps are considered best practice when making a business case for a talent development program?

A. Gathering data, defining a rationale, and delivering supporting information
B. Creating a program vision, defining values, and establishing competencies
C. Developing a budget, performing an organizational analysis, and creating an evaluation plan
D. Holding focus groups, reviewing employee engagement surveys, and interviewing senior leaders

Answer: A

Explanation:
ATD's Handbook for Training and Talent Development (2022)outlines the essential components of making a business case: "gather organizational data, define a clear rationale linked to business needs, and present strong supporting information showing the impact of the proposed learning intervention".
Without clear data and rationale, executive approval is less likely.
Reference:ATD Handbook for Training and Talent Development (2022), Business Case Development.

NEW QUESTION # 132
A hacker was successful in accessing a financial services company's database of customer information after an employee clicked on a phishing email link. The company's chief executive officer (CEO) created a project team to address the security breach. As a member of the project team, a talent development (TD) professional is asked to evaluate the current security training for effectiveness. Since this is an urgent issue, the project team has been given 30 days to present recommendations.
Step 2
The data obtained indicates that the current training focuses on defining phishing and does not provide examples or information on how to recognize it and what actions to take.
Step 3
The project team decides that test phishing emails should be created to train employees about phishing and to collect more data on the issue.
Which step(s) should the TD professional take to analyze the effectiveness of the implemented solution?
Step 4
The test phishing emails are created, and the information technology department sets up the deployment schedule and results tracking for the emails. Over the first month, results indicate that 50% of the employees who received the emails clicked on the phishing link and received additional training on recognizing phishing emails.

A. Send a Level 1 evaluation to all employees.
B. Conduct an employee survey of the training solution.
C. Interview employees who clicked on the phishing email.
D. Continue sending phishing emails to gather more data.
E. Analyze the results for trends by job role.
F. Create an executive focus group to review the progress.

Answer: D,E

NEW QUESTION # 133
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.
Step 2
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.
Step 3
The training plan is created and approved, and the TD professional develops the training materials.
What should the TD professional do to prepare for the delivery of in-person training?

A. Avoid overpreparing in order to keep the training spontaneous.
B. Confirm that all learners will have access to the software during the training.
C. Rehearse all mechanics of the training delivery, including transitions and media use.
D. Assume that all learners have reviewed the software manual.
E. Speak out loud when practicing delivery.
F. Review the training plan and list all the logistics that need to be addressed.
G. Arrive early and set up well in advance.

Answer: B,C,F,G

NEW QUESTION # 134
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