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ATD CPTD 認定試験の出題範囲：

トピック	出題範囲
トピック 1	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.
トピック 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.
トピック 3	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.

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ATD The Certified Professional in Talent Development 認定 CPTD 試験問題 (Q169-Q174):

質問 # 169
According to Mager, what are the three components of a learning objective?

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

正解：A

解説：
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.

質問 # 170
A talent development (TD) professional has been contracted to design a training program on cross-cultural communications. The organization's goal is to foster a more inclusive workplace environment. Which action would best help the TD professional assess the organizational environment to identify specific performance objectives?

A. Read the results of exit surveys and interviews.
B. Facilitate focus groups with employees across all levels.
C. Evaluate performance reviews to assess ratings and written narratives.
D. Discuss performance gaps with external clients and senior leadership.

正解：B

解説：
The correct answer is B because focus groups with employees across all levels provide direct, current, and representative insight into the workplace environment. For a cross-cultural communication program intended to support inclusion, the TD professional must understand employee experiences, cultural dynamics, communication barriers, and inclusion gaps across the organization. This aligns with CPTD Organizational Capability, especially organization development and culture, which includes assessing employee engagement, identifying formal and informal relationships, and creating opportunities for dialogue and feedback. It also supports performance improvement because the professional is identifying specific goals, gaps, and opportunities before designing the solution.
Option A is limited because exit surveys reflect only employees who left. Option C is incomplete because external clients and senior leaders may not understand day-to-day employee inclusion issues. Option D may reveal performance patterns, but reviews are often manager-focused and may not show cultural or communication barriers. Focus groups provide richer data for defining specific performance objectives.

質問 # 171
A talent development (TD) professional has been hired to create and lead a TD department for a global organization. The TD professional's first task is to create a strategic plan for the new department. Which step should the TD professional take first to develop the strategic plan?

A. Research the business model, objectives, goals, and drivers for the organization
B. Research other organizations' TD strategic plans and best practices
C. Create a mission and vision statement for the department that supports the organization's strategic plan
D. Evaluate how the organization's culture will help or hinder the deployment of the strategic plan

正解：A

解説：
TheATD Talent Development Capability Modeladvises that "understanding the business model, goals, and drivers is the first and most critical step before creating any strategic plan".
Only after deep business understanding can an aligned TD strategy be created.
Reference:ATD Talent Development Capability Model, Organizational Capability - Strategic Planning.

質問 # 172
What are the four core emotional intelligence skills?

A. Working with people; working with data; working with senses; working with processes
B. Creativity; leadership; resilience; initiative
C. Self-awareness; self-management; self-knowledge; self-development
D. Self-awareness; self-management; social awareness; relationship management

正解：D

解説：
The correct answer is A because it reflects the widely accepted framework of emotional intelligence competencies used in talent development and leadership practice. The four core skills are self-awareness, self- management, social awareness, and relationship management. Self-awareness involves recognizing one's emotions and their impact. Self-management refers to regulating emotions and adapting behavior appropriately. Social awareness includes empathy and understanding others' perspectives. Relationship management focuses on building trust, influencing others, and managing interactions effectively.
This aligns with CPTD Personal Capability, particularly Emotional Intelligence & Decision-Making, which emphasizes the ability to understand and regulate one's own emotions and interpret others' behaviors. These competencies are essential for effective communication, collaboration, leadership, and conflict management in the workplace.
Option B is unrelated to emotional intelligence theory. Option C incorrectly replaces social awareness and relationship management with self-focused concepts. Option D lists general leadership traits but does not represent the emotional intelligence model. Therefore, Option A is correct.

質問 # 173
Which is the primary purpose of an employee engagement survey?

A. Serve as a performance management review
B. Provide an action plan
C. Engage employees
D. Identify barriers to performance

正解：D

解説：
PerATD's Guide to Employee Engagement, "The primary goal of an engagement survey is to diagnose gaps or barriers that inhibit high performance and satisfaction, not just to gather attitudes".
Surveys are diagnostic tools, not action plans by themselves.
Reference:ATD Handbook, Employee Engagement Measurement.

質問 # 174
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