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ATD CPTD Exam Syllabus Topics:

Section	Weight	Objectives
Learning Technologies	14%	- Digital Learning Platforms - Emerging Technologies - Data Analytics and Learning Technologies - Technology Selection and Implementation
Evaluating Impact	10%	- Measurement Models and Frameworks - Return on Investment (ROI) - Reporting and Communication - Data Collection and Analysis
Managing the Learning Function	5%	- L&D Department Management - Quality Assurance - Vendor and Contract Management
Facilitation	10%	- Virtual Facilitation - Facilitation Skills and Techniques - Group Dynamics and Conflict Resolution
Talent Development and Management	18%	- Engagement and Retention - Performance Management - Talent Acquisition and Onboarding - Career Development and Succession Planning
Coaching, Mentoring, and Change Management	6%	- Change Management Principles - Stakeholder Management - Coaching Models and Techniques
Instructional Design	18%	- Content Selection and Sequencing - Learning Objectives - Needs Analysis - Design and Development - Learning Experience Design
Business and Strategic Skills	19%	- Project Management - Business and Financial Management - Organizational Development and Culture - Strategic Planning

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ATD The Certified Professional in Talent Development Sample Questions (Q95-Q100):

NEW QUESTION # 95
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. Conduct KMS training with hands-on activities.
B. Conduct interviews with current users to understand utilization behaviors.
C. Provide prizes based on KMS usage statistics.
D. Prepare job aids to facilitate learning about the KMS.
E. Create a publicized list of nonusers.
F. Provide year-over-year KMS usage statistics to management.
G. Provide a "tip of the day" microlearning on KMS features.
H. Create a scavenger hunt with prizes for finding specific information in the KMS.

Answer: C,H

NEW QUESTION # 96
Who is responsible for learning in the inclusive leadership theory?

A. Human resources leadership and employees
B. Organization and employees
C. Employees and managers
D. Organization and managers

Answer: D

Explanation:
Inclusive Leadership Models(ATD Inclusion Training Guide) assert: "Learning responsibility falls jointly on organizational leadership to set inclusive structures, and on managers to model inclusive behaviors".
Employees are not solely responsible; leadership must drive inclusion.
Reference:ATD Handbook, Building Inclusive Leadership.

NEW QUESTION # 97
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. Arrive early and set up well in advance.
B. Avoid overpreparing in order to keep the training spontaneous.
C. Assume that all learners have reviewed the software manual.
D. Confirm that all learners will have access to the software during the training.
E. Review the training plan and list all the logistics that need to be addressed.
F. Speak out loud when practicing delivery.
G. Rehearse all mechanics of the training delivery, including transitions and media use.

Answer: A,D,E,G

NEW QUESTION # 98
What is the focus of design thinking?

A. Problem
B. Process
C. Performance
D. People

Answer: D

Explanation:
Design Thinking for Talent Development(Certification Reading List) stresses that "Design thinking starts with deep empathy for the people (users) affected and focuses on understanding and meeting their needs".
The human-centered design mindset puts people at the center, not processes.
Reference:Design Thinking for Training and Development, Sharon Boller and Laura Fletcher.

NEW QUESTION # 99
Which statement should be included in an employee engagement survey to best understand company culture?

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

Answer: B

NEW QUESTION # 100
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