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ATD CPTD Prüfungsplan:

Thema	Einzelheiten
Thema 1	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.
Thema 2	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.
Thema 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.

>> CPTD Prüfungsfragen <<

CPTD PrüfungGuide, ATD CPTD Zertifikat - The Certified Professional in Talent Development

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ATD The Certified Professional in Talent Development CPTD Prüfungsfragen mit Lösungen (Q17-Q22):

17. Frage
Which needs statement is most likely to encourage a stakeholder to support the investment around developing skills in retail sales?

A. Feedback from associates indicates that they would prefer annual training opportunities to learn new skills from the top sellers, in order to improve their opportunity to earn large sales commissions.
B. Store managers indicate they are not ready for the upcoming holiday season, due to inconsistent skills and capabilities among their teams, thereby preventing them from meeting their targeted revenues.
C. Feedback from their top sellers indicates that in the majority of instances clients were inclined to buy more items, versus a single item, when they could see how everything came together as a cohesive outfit.
D. Store managers have requested a two-day workshop that can be delivered at each store, focused on teaching their associates how to sell more items, thereby earning larger sales commissions.

Antwort: B

18. Frage
Some talent development professionals skip Level 2 evaluations thinking Levels 3 and 4 are sufficient to prove success. Why is this a dangerous assumption?

A. Level 2 evaluations are the only way to confirm application of knowledge
B. If Level 3 and Level 4 results are poor, the training quality could be questioned
C. Levels 1 to 4 must be completed in stepped order
D. Level 4 evaluations require data captured during Level 2 evaluations

Antwort: B

Begründung:
Kirkpatrick's Four Levels of Evaluation(Certification Reading List) state that "without Level 2 (learning) data, poor performance outcomes at Level 3 or 4 could easily be blamed on poor training even if external factors are responsible".
Skipping Level 2 leaves no proof of what learning actually occurred.
Reference:Kirkpatrick's Four Levels of Training Evaluation (2016).

19. Frage
A talent development (TD) professional is one of several people from different departments that are assigned to a project. The purpose is to design a solution to an issue that occurs often among new hires. What kind of project will the TD professional be participating in?

A. Facilitated design
B. Action research
C. Consultative inquiry
D. Delphi analysis

Antwort: A

20. Frage
Which is the most effective approach for a talent development professional to test and evaluate learning management systems (LMSs)?

A. Request access to each LMS for the review team to test out the system's functionality and features
B. Set up a site visit to each vendor's location so that key administrators can experience a live demonstration of the LMS
C. Request a list of available features so functional experts can conduct an evaluation of each LMS
D. Ask for an online demonstration of each LMS for executives and managers of the organization

Antwort: A

Begründung:
LMS Evaluation Best Practicesfrom theATD Handbookstate: "Hands-on testing by end users and administrators is the most reliable way to evaluate LMS performance, usability, and suitability for the organization".
Demos often hide shortcomings; direct access reveals the real experience.
Reference:ATD Handbook for Training and Talent Development (2022), Learning Technologies Selection.

21. Frage
In which scenario would situational leadership be most impactful?

A. An employee has made no progress toward her professional goals ten months into the performance period
B. An employee is not analyzing data correctly for a presentation with a client
C. An employee is unclear which direction to take to solve a time-sensitive problem on a project
D. An employee is avoiding a task even though he states that he understands the task

Antwort: C

Begründung:
According toHersey and Blanchard's Situational Leadership Model(Certification Reading List), situational leadership is most impactful when "flexibility in directing or supporting behavior is needed based on the employee's task-specific development level".
Confusion over direction on a time-sensitive task needs directive leadership - perfectfor situational leadership.
Reference:Management of Organizational Behavior, Hersey & Blanchard.

22. Frage
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