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ATD CPTD Exam Syllabus Topics:

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

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ATD The Certified Professional in Talent Development Sample Questions (Q142-Q147):

NEW QUESTION # 142
According to Mager, what are the three components of a learning objective?

A. Skill, priority, and sequence
B. Condition, performance, and criteria
C. Content, approach, and implementation
D. Criteria, observation, and evaluation

Answer: B

Explanation:
Per Robert Mager's model from Preparing Instructional Objectives (Certification Reading List), a complete learning objective must specify the Performance, Condition, and Criterion.
Performance: What the learner must do
Condition: Under what conditions the performance occurs
Criterion: How well the performance must be done
This is critical to clearly define expected outcomes for measurable learning.
Reference: Preparing Instructional Objectives, Robert Mager.

NEW QUESTION # 143
A talent development (TD) professional has been tasked with training a group of managers on how to be better coaches. The managers have been in their roles for one to three years, have some prior knowledge, are self-motivated to learn, and lack guidance. What is the most effective approach for the TD professional to take?

A. Engage learners with opportunities to practice coaching and receive feedback from peers and TD professionals
B. Disseminate information about coaching theories to learners with explanations of what a good coach embodies
C. Provide information about coaching and allow learners to practice coaching each other
D. Organize learners into small groups to discuss coaching ideas and receive feedback from peers

Answer: A

Explanation:
TheATD Handbookrecommends for experienced, self-motivated learners: "Practice opportunities with structured feedback are essential to move from theoretical understanding to skill mastery".
Engagement plus feedback leads to real coaching behavior change.
Reference:ATD Handbook for Training and Talent Development (2022), Coaching Skills Development.

NEW QUESTION # 144
Which is the best example of an effective learning or behavioral outcome statement?

A. Learners should be able to prepare an analytical report with data analysis communication and problem- solving skills, according to the standard that defines management preferences, by the end of the course
B. Learners should understand key sales techniques for selling time-shares without error given instruction, practice by recording themselves, and feedback from colleagues
C. Learners should be able to recall flight instruments with 90% accuracy on a flight technician qualifying exam given a detailed diagram of flight instruments, instruction about this system, and practice opportunities
D. Learners will be able to design a quality online course according to nationally recognized quality standards on their second attempt through the course review process

Answer: C

Explanation:
Mager's Instructional Objectives Model stresses that clear objectives must specify:
What the learner must do,
How well they must perform (criterion),
Under what conditions.
Option C is clear, measurable, and specific.
Reference: Preparing Instructional Objectives, Robert Mager.

NEW QUESTION # 145
Which risk would pose the greatest threat to a learning project?

A. Teamwork is faltering and the team's tolerance for change is diminished
B. The key business sponsor leaves and there is no backup sponsor
C. The project plan milestones are not met
D. Actual costs are exceeding budgeted costs

Answer: B

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 # 146
In project management, which is a best practice prior to creating a communication plan?

A. Select the primary communication method
B. Manage the expectations of the stakeholders
C. Identify the primary communicator
D. Analyze the needs of the stakeholders

Answer: D

Explanation:
According toPMBOK Guide and ATD Project Management Materials, "communication planning must begin with analyzing stakeholder needs-understanding their expectations, information requirements, and communication preferences".
Without needs analysis, communication will miss targets.
Reference:PMBOK Guide, Communication Management Chapter.

NEW QUESTION # 147
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