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| Section | Weight | Objectives |
|---|---|---|
| Topic 1: Learning Technologies | 14% | - Digital Learning Platforms - Technology Selection and Implementation - Data Analytics and Learning Technologies - Emerging Technologies |
| Topic 2: Instructional Design | 18% | - Content Selection and Sequencing - Design and Development - Learning Experience Design - Needs Analysis - Learning Objectives |
| Topic 3: Talent Development and Management | 18% | - Engagement and Retention - Talent Acquisition and Onboarding - Performance Management - Career Development and Succession Planning |
| Topic 4: Business and Strategic Skills | 19% | - Project Management - Organizational Development and Culture - Business and Financial Management - Strategic Planning |
| Topic 5: Managing the Learning Function | 5% | - L&D Department Management - Quality Assurance - Vendor and Contract Management |
| Topic 6: Evaluating Impact | 10% | - Return on Investment (ROI) - Measurement Models and Frameworks - Data Collection and Analysis - Reporting and Communication |
| Topic 7: Facilitation | 10% | - Facilitation Skills and Techniques - Group Dynamics and Conflict Resolution - Virtual Facilitation |
| Topic 8: Coaching, Mentoring, and Change Management | 6% | - Stakeholder Management - Change Management Principles - Coaching Models and Techniques |
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NEW QUESTION # 32
A talent development (TD) professional has been hired as a consultant for a 20-person manufacturing company. The TD professional has not worked in this industry before. Several employees have complained to the human resources (HR) department that some supervisors have been disrespectful toward them when giving feedback. The HR manager decides that company-wide training on appropriate feedback is needed.
The TD professional is assigned to conduct a needs analysis and to report the results to the HR manager in two days.
As a result of the needs analysis, the TD professional finds that some supervisors do not know how to give appropriate feedback and some employees do not respond well to feedback. The HR manager authorizes the TD professional to conduct a one-time, three-hour, instructor-led training program for all employees on giving and receiving effective feedback.
The TD professional decides to incorporate role-play in the training and plans to use the HR manager as the subject matter expert (SME) to create the necessary role-play scenarios. The training program is due in one month. The HR manager is not available in that time frame but notes that a newly hired HR intern is available and suggests that this intern act as an SME in creating the scenarios. Management has decided that the training cannot be postponed.
What should the TD professional do?
Answer: B
NEW QUESTION # 33
A hacker was successful in accessing a financial services company's database of customer information after an employee clicked on a phishing email link. The company's chief executive officer (CEO) created a project team to address the security breach. As a member of the project team, a talent development (TD) professional is asked to evaluate the current security training for effectiveness. Since this is an urgent issue, the project team has been given 30 days to present recommendations.
Step 2
The data obtained indicates that the current training focuses on defining phishing and does not provide examples or information on how to recognize it and what actions to take.
Step 3
The project team decides that test phishing emails should be created to train employees about phishing and to collect more data on the issue.
Which step(s) should the TD professional take to analyze the effectiveness of the implemented solution?
Step 4
The test phishing emails are created, and the information technology department sets up the deployment schedule and results tracking for the emails. Over the first month, results indicate that 50% of the employees who received the emails clicked on the phishing link and received additional training on recognizing phishing emails.
Answer: A,F
NEW QUESTION # 34
When following an organizational diagnosis model, which two variables that impact an organization would most appropriately be examined at both the organizational and group levels?
Answer: A
Explanation:
According toOrganizational Diagnosis Models(CPTD Outline), "Culture and technology operate at both macro (organization-wide) and micro (team or department) levels".
Both deeply shape how work gets done across layers.
Reference:CPTD Detailed Content Outline, Organizational Systems Diagnosis.
NEW QUESTION # 35
When creating a talent development (TD) initiative, which activity will best help a TD professional gain leadership support for the plan?
Answer: A
Explanation:
ATD's Business Case Development Standardsstate that "leaders respond best to business cases that connect learning investments directly to strategic priorities and expected results".
Listing resources or participants without showing impact is insufficient.
Reference:ATD Handbook for Training and Talent Development (2022), Business Case for Talent Development.
NEW QUESTION # 36
A talent development professional has surveyed employees about their needs. To encourage employee engagement, which approach is best for sharing the survey results?
Answer: B
Explanation:
Best practice per theATD Handbookis to "close the feedback loop quickly and transparently by sharing a summary of the results while momentum and trust are high". Waiting months damages engagement.
Immediate summary reporting builds trust.
Reference:ATD Handbook for Training and Talent Development (2022), Employee Engagement Surveys.
NEW QUESTION # 37
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