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| Section | Weight | Objectives |
|---|---|---|
| Topic 1: Developing Professional Capability | 50% | - Instructional Design - Evaluating Impact - Learning Sciences - Training Delivery & Facilitation - Technology Application - Coaching - Career & Leadership Development - Knowledge Management |
| Topic 2: Building Personal Capability | 20% | - Project Management - Cultural Awareness & Inclusion - Emotional Intelligence & Decision-Making - Collaboration & Leadership - Compliance & Ethical Behavior - Communication |
| Topic 3: Impacting Organizational Capability | 30% | - Change Management - Business Insight - Consulting & Business Partnering - Performance Improvement - Future Readiness - Data & Analytics - Talent Strategy & Management - Organization Development & Culture |
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質問 # 55
A sales company has strictly used classroom training for product learning in the past. The company's talent development (TD) manager asks a TD professional to look into e-learning for the company. The TD manager thinks this change could improve sales performance. Which is the first step that the TD professional should take in order to determine if e-learning is the correct solution for the company?
正解：C
解説：
A TD professional should diagnose the performance and learning requirements before selecting a particular instructional modality. Conducting a needs assessment establishes whether a meaningful performance gap exists, what knowledge or skills are required, what learners currently know or can do, and whether an instructional intervention is appropriate.
This prevents the organization from beginning with a preferred technology and attempting to fit the problem to that solution. E-learning may provide scalability, scheduling flexibility, and consistent delivery, but those advantages are irrelevant if the performance problem is caused by poor processes, inadequate resources, conflicting incentives, or another non-learning factor.
Cost-benefit analysis becomes useful after the solution requirements have been established. Technology infrastructure must likewise be investigated once e-learning appears viable. Learner preferences can inform design decisions but should not determine the initial diagnosis.
The correct sequence is therefore to identify the business and performance need, determine the learning gap, analyze the audience and environment, and only then select the most appropriate delivery approach. The needs assessment creates the evidence necessary for making that decision.
Study Guide Topics: Instructional Design; needs assessment; modality selection; performance gaps; e- learning.
質問 # 56
Which would be a benefit of using social media to deliver a prework assignment to bring together participants from varied domestic locations?
正解：D
解説：
Social media and social learning platforms can support geographically dispersed participants by enabling communication, sharing, collaboration, discussion, and collective activity before a formal learning event begins. Participants do not need to occupy the same physical location or interact at exactly the same time to contribute.
This capability can strengthen prework by allowing learners to exchange ideas, introduce themselves, respond to prompts, share resources, and begin building a learning community. The social environment also supports peer-to-peer knowledge exchange rather than restricting communication to instructor-to-learner interaction.
Option A makes an unjustified absolute claim that social media is the ideal platform in every distributed- training situation. Option B incorrectly assumes that all participants already possess suitable accounts or access. Organizational security, privacy, accessibility, and technology policies must be considered. Option D similarly overstates platform reliability and universal accessibility.
The genuine advantage is the ability to connect distributed learners and enable collaborative activity across distance. For TD professionals, social technologies can extend learning beyond the formal session and provide opportunities for continued interaction, networking, and knowledge exchange.
Study Guide Topics: Technology Application; social learning; collaboration technologies; distributed learners; prework.
質問 # 57
A talent development professional is designing an electronic performance support system. Which audience would most benefit from a mobile learning option?
正解：C
解説：
Repair personnel working in the field have the strongest need for mobile performance support because they perform tasks away from a fixed office or classroom and often require immediate access to information while completing work.
A mobile system can provide troubleshooting procedures, equipment diagrams, checklists, specifications, videos, photographs, diagnostic steps, or searchable technical references directly at the point of need. This allows employees to obtain guidance without returning to an office or relying entirely on memory.
An executive who travels only quarterly has a comparatively limited mobility requirement. Technical support professionals in a regional office and engineers working from a home office generally have stable access to computers and other conventional information systems. Although all could potentially use mobile resources, field repair personnel gain the greatest operational advantage.
Performance support is most valuable when it fits naturally into the employee's workflow. Mobile delivery is therefore particularly appropriate for employees whose work location changes frequently and whose tasks require immediate contextual information. The technology enables learning and support to follow the worker rather than requiring the worker to return to a particular learning environment.
Study Guide Topics: Technology Application; mobile learning; electronic performance support; field workforce; point-of-need learning.
質問 # 58
Which type of reward is most likely to increase the intrinsic motivation of knowledge workers?
正解：B
解説：
Intrinsic motivation is generated primarily by the nature and meaning of the work itself rather than by external financial incentives. Knowledge workers often respond strongly to recognition, autonomy, mastery, meaningful contribution, developmental opportunity, and rewards that acknowledge their individual interests and accomplishments.
A personalized reward can reinforce these internal motivators because it demonstrates understanding of what the individual values. Examples may include a desired development opportunity, participation in a high- visibility project, professional recognition, greater autonomy, access to specialized learning, or another individually meaningful form of acknowledgment.
Material and monetary rewards are extrinsic incentives. They can influence behavior and compensation satisfaction, but they do not necessarily strengthen the internal satisfaction derived from meaningful work or mastery. "Variable" describes the structure of a reward rather than whether it meaningfully supports intrinsic motivation.
For knowledge workers, generic rewards may have limited motivational effect because employees often differ significantly in career goals and professional interests. Effective talent management therefore considers individual motivations and creates recognition or developmental experiences that align with those drivers while maintaining equitable organizational practices.
Study Guide Topics: Talent Strategy & Management; motivation; intrinsic rewards; knowledge workers; employee engagement.
質問 # 59
Which brainstorming technique should be used in a focus group to identify fatal flaws in a proposed solution?
正解：A
解説：
Assumption testing challenges the beliefs on which a proposed solution depends. It is especially useful when a group needs to identify potentially fatal weaknesses before implementation because a solution can fail when one of its fundamental assumptions is incorrect.
The group first identifies explicit and implicit assumptions-for example, assumptions about learner behavior, technology availability, stakeholder support, resources, business conditions, or expected outcomes.
Participants then question the validity and importance of each assumption and examine what would happen if it proved false. Assumptions that are both uncertain and critical represent significant risks that require validation or mitigation.
Reverse thinking approaches a problem from an opposite perspective to stimulate novel ideas. Mind mapping visually organizes ideas and relationships around a central concept. Gap filling focuses on identifying what is missing between current and desired states. All can support problem solving, but assumption testing most directly evaluates whether the proposed solution rests on vulnerable premises.
Within TD decision-making, challenging assumptions before implementation can prevent expensive mistakes and improve the quality of proposed interventions.
Study Guide Topics: Emotional Intelligence & Decision Making; assumption testing; critical thinking; brainstorming; risk identification.
質問 # 60
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