Exam CPTD Preparation - CPTD Guide

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ATD CPTD Exam Syllabus Topics:

Section	Weight	Objectives
Topic 1: Organizational Capabilities	35%	- Organizational Development & Culture - Data Analytics & Decision Support - Talent Strategy & Management - Consulting & Business Partnering - Change Management - Performance Improvement - Business Insight & Acumen
Topic 2: Personal Capabilities	20%	- Ethical Practice - Communication - Project Management - Collaboration - Emotional Intelligence - Cultural Awareness & Inclusion
Topic 3: Professional Capabilities	45%	- Instructional Design - Learning Sciences - Facilitation - Coaching & Mentoring - Leadership & Talent Development - Evaluation & Impact Measurement - Content Development & Curation - Learning Technologies

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CPTD actual test, Test VCE dumps for The Certified Professional in Talent Development

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ATD The Certified Professional in Talent Development Sample Questions (Q84-Q89):

NEW QUESTION # 84
Which is an example of original work that can be copyrighted?

A. A domain name for a website on executive coaching
B. A video recording on appreciative inquiry
C. A title of a book of machine learning case studies
D. A motto for a change management initiative

Answer: B

NEW QUESTION # 85
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?

A. Multimedia approach
B. Synchronous learning
C. Collaboration technology
D. Electronic performance support system

Answer: D

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 # 86
A talent development professional has surveyed employees about their needs. To encourage employee engagement, which approach is best for sharing the survey results?

A. Summarize responses and send a report shortly after the employees have taken the survey
B. Distribute a presentation summarizing the results along with the action plan a few months after the employees have taken the survey
C. Gather the employees in one place and present a visual summary shortly after the employees have taken the survey
D. Facilitate a conference call and present all responses shortly after the employees have taken the survey

Answer: A

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 # 87
Which action by a talent development professional would be most useful in helping a company support employee development when there is a wide range in ages in the workplace?

A. Review career paths and develop strategies to improve the needed skill sets among all employees
B. Review job titles and descriptions and rewrite them to fit the different age ranges within the workforce
C. Review course offerings and ensure there are plenty of instructor-led training classes to meet the requirements of the older workers
D. Review employee benefits and perks to attract the age range preferred by the organization

Answer: A

Explanation:
Multigenerational Workforce Best Practices(ATD Handbook) advise "focusing on career pathing and skill- building initiatives that meet the needs of all ages rather than targeting solutions by generation".
This approach is equitable and sustainable.
Reference:ATD Handbook, Managing a Multigenerational Workforce.

NEW QUESTION # 88
A talent development (TD) professional facilitates a three-week training course for all of a company's new hires. Company onboarding guidelines state that new hires must pass the course final exam with a score of
80% or higher in order to continue in the job, but the guidelines also provide for some discretion on the part of the hiring manager.
Participant A fails the final exam with a score of 78%. Participant A was frequently late to training, did not readily participate, and fell asleep twice during the course.
Participant B fails the final exam with a score of 60%. Participant B arrived early every day during training to request additional help, actively participated in group activities, took copious notes, and got along with everyone in the course.
What should the TD professional do?
Over the past six months, 40% of new hires have failed the final exam. The human resources manager questions why the failure rate is so high and asks the TD professional to assess the training course.

A. Compare the course's learning objectives to the knowledge, skills, and abilities covered in the final exam.
B. Review and update the course's learning objectives.
C. Change the percentage of correct answers required to pass the final exam.
D. Revise the training to be more interactive.
E. Conduct an item analysis on the final exam.
F. Conduct a survey of failed candidates.

Answer: A,E

NEW QUESTION # 89
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