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| Section | Weight | Objectives |
|---|---|---|
| Coaching, Mentoring, and Change Management | 6% | - Stakeholder Management - Coaching Models and Techniques - Change Management Principles |
| Talent Development and Management | 18% | - Performance Management - Engagement and Retention - Talent Acquisition and Onboarding - Career Development and Succession Planning |
| Evaluating Impact | 10% | - Measurement Models and Frameworks - Return on Investment (ROI) - Data Collection and Analysis - Reporting and Communication |
| Facilitation | 10% | - Group Dynamics and Conflict Resolution - Facilitation Skills and Techniques - Virtual Facilitation |
| Managing the Learning Function | 5% | - Vendor and Contract Management - L&D Department Management - Quality Assurance |
| Business and Strategic Skills | 19% | - Strategic Planning - Organizational Development and Culture - Project Management - Business and Financial Management |
| Learning Technologies | 14% | - Technology Selection and Implementation - Digital Learning Platforms - Emerging Technologies - Data Analytics and Learning Technologies |
| Instructional Design | 18% | - Content Selection and Sequencing - Learning Experience Design - Design and Development - Needs Analysis - Learning Objectives |
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質問 # 77
An operations director for a retail call center asks a talent development (TD) manager to analyze the recent rise in incorrect orders, which are up 40% in the past month.
Step 2
Metrics show that most of the incorrect orders were handled by employees hired within the past six months.
Further analysis shows these new hires lacked the knowledge needed to do the job correctly.
Which action(s) should the TD manager take to further determine the cause of the errors?
正解：B、C、E、F
質問 # 78
A talent development (TD) professional is starting to plan an organizational development strategy. Which task should the TD professional perform first?
正解：D
解説：
In theATD Talent Development Capability Model, underOrganization Development & Culture, the first critical step to designing any strategy is "defining clear business-aligned goals and objectives to ensure the effort addresses the true needs of the organization".
Without clear goals, subsequent decisions about scope, design, and budget risk being misaligned with organizational priorities.
Reference:ATD Talent Development Capability Model, Organization Development & Culture capability.
質問 # 79
When is microcoaching most helpful to the performer?
正解：D
解説：
PerMicrocoaching Strategies(Certification Reading List:Coaching for Performance, Whitmore), microcoaching is most effectiveonce goals are clearly defined, allowing quick, targeted development feedback.
It's not meant for initial goal setting or discovery.
Reference:Coaching for Performance, John Whitmore.
質問 # 80
What is characterized by reduced efficacy, increased mental distance, and feelings of energy depletion or exhaustion?
正解：D
解説：
The correct answer is B (Burnout) because it is specifically defined by three key dimensions: emotional exhaustion (energy depletion), depersonalization or mental distance (detachment from work), and reduced personal efficacy (feeling ineffective). These characteristics align directly with the description in the question.
Within CPTD Personal Capability, particularly Emotional Intelligence & Decision-Making, professionals are expected to recognize emotional states in themselves and others and respond appropriately. Burnout is a prolonged response to chronic workplace stressors and differs from temporary fatigue or stress because it involves sustained disengagement and diminished performance.
Option A (fatigue) refers to physical or mental tiredness but does not include reduced efficacy or detachment.
Option C (brain drain) relates to talent leaving an organization, not an individual's psychological state. Option D (stress) can involve pressure and tension but does not necessarily include the combination of exhaustion, detachment, and reduced effectiveness.
Recognizing burnout is critical for TD professionals to support well-being, engagement, and sustained performance in the workplace.
質問 # 81
A claims employee at an insurance company is transferred to the talent development (TD) department. This new TD team member has previously delivered departmental on-the-job training on an informal basis, but does not have any formal TD training. A TD manager has been assigned to help the new TD team member develop TD skills.
Several years have passed, and the former claims employee is now an experienced TD professional. The TD manager asks this TD professional to create a training plan for a new claims process. Some claims employees work remotely in three different countries. The TD manager requests a draft of the training plan in 30 days.
Which action(s) should the TD professional take to create this training plan?
正解：A、D、G
質問 # 82
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