ATD CPTD Questions - Latest Preparation Material (2026)

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ATD CPTD Exam Syllabus Topics:

Section	Weight	Objectives
Topic 1: Facilitation	10%	- Group Dynamics and Conflict Resolution - Virtual Facilitation - Facilitation Skills and Techniques
Topic 2: Coaching, Mentoring, and Change Management	6%	- Coaching Models and Techniques - Change Management Principles - Stakeholder Management
Topic 3: Learning Technologies	14%	- Emerging Technologies - Data Analytics and Learning Technologies - Technology Selection and Implementation - Digital Learning Platforms
Topic 4: Business and Strategic Skills	19%	- Strategic Planning - Project Management - Business and Financial Management - Organizational Development and Culture
Topic 5: Instructional Design	18%	- Design and Development - Needs Analysis - Content Selection and Sequencing - Learning Experience Design - Learning Objectives
Topic 6: Managing the Learning Function	5%	- Vendor and Contract Management - Quality Assurance - L&D Department Management
Topic 7: Talent Development and Management	18%	- Career Development and Succession Planning - Engagement and Retention - Talent Acquisition and Onboarding - Performance Management
Topic 8: Evaluating Impact	10%	- Measurement Models and Frameworks - Return on Investment (ROI) - Reporting and Communication - Data Collection and Analysis

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ATD The Certified Professional in Talent Development Sample Questions (Q70-Q75):

NEW QUESTION # 70
A talent development (TD) professional has been asked to create a training program. The focus of the training is to motivate employees to be leaders in their regions and help the organization work toward its strategic priorities. The TD professional knows that the learners will vary in their ability to learn and their prior knowledge, but they are motivated. What is the best action for the TD professional to take to ensure successful learning transfer?

A. Create online learning prior to the in-person session to explain why this training is important to the organization and how it could benefit the learners personally
B. Ensure that each training room has a clean and welcoming environment and create extra sessions for any learners who would like to discuss topics further in smaller groups
C. Request that all learners take an online course with basic information prior to the in-person session and create activities that allow participants opportunities to practice what they are learning throughout the training
D. Send a survey to all learners before the in-person session to help determine their prior knowledge, and provide a summary of the session's key points after the training

Answer: C

Explanation:
According toMake It Stick(Certification Reading List), "Pre-training preparation combined with distributed practice activities during training strongly enhances learning transfer".
Active, spaced engagement beats passive attendance.
Reference:Make It Stick: The Science of Successful Learning (Brown, Roediger, McDaniel).

NEW QUESTION # 71
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 talent skills gap needs to be addressed?
B. What does success look like for the organization?
C. What is driving this need for new core services?
D. What are challenges in expanding these core services?

Answer: B

NEW QUESTION # 72
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. Contract with a vendor for phishing emails.
B. Establish learning objectives.
C. Perform a needs analysis.
D. Determine skills needed for the email design team.
E. Develop follow-up training for employees who click on the phishing emails.

Answer: B,E

NEW QUESTION # 73
Which technique can be used to improve transfer of skills gained in training?

A. Creating buddy systems or support groups
B. Compressing training to a one-day event
C. Making training mandatory
D. Using four levels of training evaluation

Answer: A

NEW QUESTION # 74
In the development of a knowledge management system (KMS), which is the best action for a talent development professional to take in order to avoid the pitfall of employees hoarding knowledge or being unwilling to share it?

A. Have members of senior leadership set the example by sharing their knowledge
B. Honor and acknowledge those who contribute to and use the KMS
C. Create a standard operating procedure that includes knowledge sharing
D. Create a key performance indicator on knowledge sharing

Answer: B

Explanation:
According toKnowledge Management Best Practicesin theATD Handbook, "Recognizing and rewarding contributions to a knowledge management systemencourages participation and reduces hoarding".
Formal incentives or acknowledgment drive sharing behavior.
Reference:ATD Handbook for Training and Talent Development (2022), Knowledge Management.

NEW QUESTION # 75
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