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ATD CPTD Exam Syllabus Topics:

Topic	Details
Topic 1	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.
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	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.

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ATD The Certified Professional in Talent Development Sample Questions (Q118-Q123):

NEW QUESTION # 118
A talent development (TD) professional is asked to offer training to entry-level employees on a new online software that will change many processes in their work. Which is the best way for the TD professional to prepare a learner-centered course?

A. Research how the new online software works, collect screenshots for job aids that will be distributed during the training, and outline the training in a logical order based on the steps of the new process to match the job aids
B. Research how the new processes will flow, outline the training in sequential order based on the processes, and verify with subject matter experts that the content is correct
C. Collect information on the employees' current job functions and how the software will change their work, understand employees' fears about the new software, and research how the new software will benefit them
D. Collect information on what the organization expects from employees, research commonly used terms, and understand potential barriers to learning

Answer: C

Explanation:
TheATD Instructional Design Modelemphasizes: "Design must start from the learner's perspective, understanding current workflows, fears, and motivation for change".
Empathy-driven design ensures relevance and adoption.
Reference:ATD Handbook, Learner-Centered Instructional Design.

NEW QUESTION # 119
A talent development (TD) professional has been asked to implement a knowledge management strategy.
Which is the best first step for the TD professional to take?

A. Determine the organization's needs
B. Locate information sources
C. Choose an information-gathering system
D. Compile, confirm, and circulate documents

Answer: A

Explanation:
In Knowledge Management Strategy best practices from the ATD Handbook, the first step is to
"understand the organizational needs and goals to ensure the KM system is targeted and useful".
Starting with technology or sources misses strategic alignment.
Reference: ATD Handbook for Training and Talent Development (2022), Knowledge Management Principles.

NEW QUESTION # 120
A talent development (TD) professional is working as an independent consultant for a company. The TD professional signs a nondisclosure agreement and gains access to protected company data and information.
Which type of law would the TD professional most likely be breaking if the information is misused?

A. Fair use law
B. Trade secret law
C. Intellectual property law
D. Copyright law

Answer: B

Explanation:
Per theATD Handbook: "Misuse of protected proprietary information - such as client lists, formulas, business strategies - falls undertrade secret law, not general copyright or IP law".
Trade secret violations occur when confidential business information is disclosed without permission.
Reference:ATD Handbook for Training and Talent Development (2022), Compliance and Ethics.

NEW QUESTION # 121
A talent development (TD) professional has been asked to evaluate the capability of an organization's employees to move into positions of greater responsibility when required. The deliverable will be a report on the skill sets for succession in the organization. What would be the most effective approach for the TD professional to take?

A. Send a survey asking about future leadership potential and interest from employees; follow up with a group discussion for those expressing interest in a leadership position
B. Review company training records for past training attendance in leadership sessions; review project committees and leadership roles taken in the committees
C. Hold focus groups with employees interested in leadership positions to identify potential leaders; meet with senior leaders individually to discuss who they feel could take on greater responsibility within the organization
D. Research and recommend an assessment process such as a 360-degree assessment or a psychometric assessment; review data contained in the performancemanagement system, including past performance reviews

Answer: D

Explanation:
According toSuccession Planning Best Practices(ATD Handbook), "Combining objective assessments (360- degree or psychometric) with performance review data creates the most complete, unbiased profile of leadership readiness".
Self-reports alone are insufficient.
Reference:ATD Handbook, Succession Planning Methods.

NEW QUESTION # 122
A talent development (TD) professional is designing performance and training solutions for new core services. Which question would best help the TD professional begin to establish the Level 4 impact metrics around these new services?

A. What does success look like for the organization?
B. What talent skills gap needs to be addressed?
C. What is driving this need for new core services?
D. What are challenges in expanding these core services?

Answer: A

NEW QUESTION # 123
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