CPTD Certification Training & CPTD Study Guide & CPTD Best Questions

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ATD CPTD Exam Syllabus Topics:

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

Section

Objectives

Talent Development Capability Model Domains

- Organizational Capability

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

- Personal Capability

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

- Professional Capability

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

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ATD The Certified Professional in Talent Development Sample Questions (Q126-Q131):

NEW QUESTION # 126
Which statement should be included in an employee engagement survey to best understand company culture?

A. I understand the needs of my customers.
B. My job makes good use of my skills.
C. I am empowered to make decisions.
D. I receive a competitive benefits package.

Answer: C

NEW QUESTION # 127
Which is an example of original work that can be copyrighted?

A. A motto for a change management initiative
B. A video recording on appreciative inquiry
C. A title of a book of machine learning case studies
D. A domain name for a website on executive coaching

Answer: B

NEW QUESTION # 128
Which item is most critical to drive accelerated learning in a program for high-potential employees?

A. Work assignments that stretch current capabilities
B. Reading assignments prior to attending sessions
C. Individual coaching on culture, strategy, and attaining results
D. Development of networks promoting organizational learning

Answer: A

Explanation:
High-Potential Development Programs(Certification Reading List) emphasize that "stretch assignments that require employees to operate outside their comfort zones are the fastest method to build leadership capabilities".
Passive development (like reading) is insufficient for high-potentials.
Reference:ATD Handbook, High-Potential Talent Development.

NEW QUESTION # 129
A talent development (TD) professional has been asked to create a training program. The focus of the training is to motivate employees to be leaders in their regions and help the organization work toward its strategic priorities. The TD professional knows that the learners will vary in their ability to learn and their prior knowledge, but they are motivated. What is the best action for the TD professional to take to ensure successful learning transfer?

A. Send a survey to all learners before the in-person session to help determine their prior knowledge, and provide a summary of the session's key points after the training
B. Create online learning prior to the in-person session to explain why this training is important to the organization and how it could benefit the learners personally
C. Request that all learners take an online course with basic information prior to the in-person session and create activities that allow participants opportunities to practice what they are learning throughout the training
D. Ensure that each training room has a clean and welcoming environment and create extra sessions for any learners who would like to discuss topics further in smaller groups

Answer: C

Explanation:
According toMake It Stick(Certification Reading List), "Pre-training preparation combined with distributed practice activities during training strongly enhances learning transfer".
Active, spaced engagement beats passive attendance.
Reference:Make It Stick: The Science of Successful Learning (Brown, Roediger, McDaniel).

NEW QUESTION # 130
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. Ask learners to provide examples of situations they have experienced related to the content.
B. Stop at natural points and ask if there are any questions.
C. Pause intentionally and give learners enough time to think of questions.
D. Have learners wait to ask their questions at the end of the lecture.
E. Pause if two or more learners are talking among themselves, and ask if they have a question.
F. Stay on schedule, thereby providing stability for the learners and making them more comfortable.

Answer: C

NEW QUESTION # 131
......

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