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ATD CPTD Exam Syllabus Topics:

Topic	Details
Topic 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.
Topic 2	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.
Topic 3	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.

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ATD The Certified Professional in Talent Development Sample Questions (Q28-Q33):

NEW QUESTION # 28
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.
What should the TD manager do?

A. Provide the new TD team member with the TD department's standard career development plan
B. Schedule progress meetings with the new TD team member for every three months
C. Have the new TD team member perform a TD skills self-evaluation
D. Provide the new TD team member with samples of TD department work products
E. Assign responsibility for the next scheduled training to the new TD team member
F. Provide the new TD team member with a copy of the company's organization chart
G. Hold a meeting to introduce the new TD team member to the TD department
H. Have the new TD team member complete the TD department's skills assessment
I. Arrange for the new TD team member to observe training events delivered by experienced TD team members
J. Work with the new TD team member to create a TD skills development plan

Answer: I

NEW QUESTION # 29
Which factor is a significant challenge to aligning organizational and talent development objectives?

A. A limited talent market
B. Limited understanding of organizational strategy
C. A recent culture shift due to a leadership change
D. Rapid growth in the organization

Answer: B

Explanation:
The correct answer is C because talent development objectives cannot be effectively aligned to the organization if TD professionals do not clearly understand the organization's strategy. Alignment requires knowing business priorities, desired outcomes, performance expectations, and future capability needs.
Without that understanding, learning initiatives may become disconnected activities rather than strategic solutions.
This aligns with CPTD Organizational Capability, especially Business Insight and Talent Strategy & Management. TD professionals must understand how the organization accomplishes its mission, makes decisions, and connects talent strategies to business results. Option A may affect recruiting or workforce planning, but it does not directly prevent alignment. Option B and Option D may create change and complexity, but they can still be addressed if the strategy is understood. Limited understanding of organizational strategy is the most fundamental barrier because it weakens planning, prioritization, stakeholder communication, and measurement of TD impact.

NEW QUESTION # 30
An engineering company utilizes two learning management systems (LMSs): one manages technical training, and the other manages professional development (or non-technical training) for all of the company's engineers. Over time, changes in reporting requirements have caused the use of two different systems to be difficult and time-consuming. It has been decided that a new LMS is to be selected, with a goal of improving the time constraints of using training information from both systems. A talent development (TD) professional is put in charge of facilitating the selection and implementation of the new LMS.
After completing the research process, the TD professional develops a strong business case to recommend LMS Provider A. A few days before the recommendation is presented to the executive leadership team, the TD professional's supervisor hears about LMS Provider Z at a networking meeting and suggests that the TD professional consider Provider Z, which was not included in the TD professional's analysis.
What should the TD professional do?

A. Proceed with recommending Provider A regardless of this alternative recommendation.
B. Compare Provider Z to the existing analysis that led to the TD professional's recommendation.
C. Ask the information technology director to help influence the TD professional's supervisor.
D. Ask the TD professional's supervisor probing questions to determine the reason(s) for recommending Provider Z.
E. Tell the supervisor that Provider Z will not work.
F. Present the potential positive business outcomes for selecting Provider A.
G. List the negative outcomes if Provider Z is selected.
H. Bring in Provider A to make a presentation to the TD professional's supervisor.

Answer: B,D

NEW QUESTION # 31
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.
What should the TD professional do to develop this solution?
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.

A. Determine skills needed for the email design team.
B. Contract with a vendor for phishing emails.
C. Establish learning objectives.
D. Develop follow-up training for employees who click on the phishing emails.
E. Perform a needs analysis.

Answer: C,D

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.
Which activity (activities) would be appropriate for this training program?

A. Role-play
B. Mentoring
C. Facilitated discussion
D. Simulation
E. Coaching
F. Case studies

Answer: A,C,F

NEW QUESTION # 33
......

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