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| Section | Weight | Objectives |
|---|---|---|
| Topic 1: Talent Development and Management | 18% | - Engagement and Retention - Career Development and Succession Planning - Performance Management - Talent Acquisition and Onboarding |
| Topic 2: Evaluating Impact | 10% | - Measurement Models and Frameworks - Reporting and Communication - Return on Investment (ROI) - Data Collection and Analysis |
| Topic 3: Managing the Learning Function | 5% | - L&D Department Management - Vendor and Contract Management - Quality Assurance |
| Topic 4: Coaching, Mentoring, and Change Management | 6% | - Change Management Principles - Stakeholder Management - Coaching Models and Techniques |
| Topic 5: Learning Technologies | 14% | - Technology Selection and Implementation - Digital Learning Platforms - Emerging Technologies - Data Analytics and Learning Technologies |
| Topic 6: Instructional Design | 18% | - Content Selection and Sequencing - Learning Experience Design - Needs Analysis - Design and Development - Learning Objectives |
| Topic 7: Business and Strategic Skills | 19% | - Project Management - Business and Financial Management - Organizational Development and Culture - Strategic Planning |
| Topic 8: Facilitation | 10% | - Group Dynamics and Conflict Resolution - Virtual Facilitation - Facilitation Skills and Techniques |
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NEW QUESTION # 71
Which risk would pose the greatest threat to a learning project?
Answer: A
Explanation:
Project Management in Learning Projects(ATD Handbook) notes: "Loss of executive sponsorship is the most critical risk, as projects without sponsorship often lose priority, resources, and momentum".
Cost or milestone risks are important but not as fatal as sponsor loss.
Reference:ATD Handbook, Managing Risk in Talent Development Projects.
NEW QUESTION # 72
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: D
NEW QUESTION # 73
A TD professional at an online retail company is approached by one of the company's cloud services managers, who is concerned about the cloud services team's recent work performance. The manager states that the team members repeated the same mistakes from past teams. The TD professional performs a needs analysis and determines that the team members did not leverage information, best practices, and historical data recorded by past teams in the company's knowledge management system (KMS).
The TD professional determines that the team members are not motivated to use the KMS because they find it too time-consuming to access useful information.
The TD professional implements strategies to engage and motivate the cloud services team members in using the KMS. The TD professional now wants to enlist the cloud services managers to ensure continued use of the KMS by the team members.
What should the TD professional do?
Answer: G
NEW QUESTION # 74
A course requires a participant to go on a virtual search to find a video from the company president and an electronic document outlining specific roles and responsibilities. This is an example of which of the following?
Answer: A
Explanation:
According toElectronic Performance Support System (EPSS) definitions(Certification Reading List), EPSS "provides just-in-time information to help employees perform tasks without needing formal training sessions".
This real-time retrieval during work is the hallmark of EPSS.
Reference:Performance Improvement Quarterly, Electronic Performance Support Systems.
NEW QUESTION # 75
What is the most important reason for determining an anticipated headcount of training team employees before presenting a training budget?
Answer: A
Explanation:
TheATD Handbookemphasizes that "labor costs typically make up the largest portion of a TD department's budget, often 50-70%".
Therefore, determining headcount early allows accurate cost projections.
Reference:ATD Handbook for Training and Talent Development (2022), TD Budgeting Principles.
NEW QUESTION # 76
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