ATD CPTD Prüfung Übungen und Antworten

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ATD CPTD Exam Overview:

Certification Vendor:	ATD (Association for Talent Development)
Exam Name:	Certified Professional in Talent Development
Exam Number:	CPTD
Available Languages:	English
Real Exam Qty:	150
Related Certifications:	ATD Foundations of Talent Development ATD Master Trainer
Exam Format:	Multiple-choice
Exam Duration:	180 minutes
Passing Score:	Scaled score of 400 or higher (scale: 200-500)
Exam Price:	ATD Member: $599 USD; Non-member: $899 USD
Certificate Validity Period:	3 years (recertification required)
Sample Questions:	ATD CPTD Sample Questions
Exam Way:	Computer-based testing at Pearson VUE centers or online proctored exam
Pre Condition:	Minimum of 3 years of experience in talent development recommended; no formal prerequisites but experience strongly encouraged
Official Syllabus URL:	https://www.td.org/certification/cptd

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ATD CPTD Prüfungsplan:

Thema	Einzelheiten
Thema 1	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.
Thema 2	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.
Thema 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.

ATD The Certified Professional in Talent Development CPTD Prüfungsfragen mit Lösungen (Q69-Q74):

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

Antwort: C

Begründung:
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.

70. Frage
An operations director for a retail call center asks a talent development (TD) manager to analyze the recent rise in incorrect orders, which are up 40% in the past month.
Step 2
Metrics show that most of the incorrect orders were handled by employees hired within the past six months.
Further analysis shows these new hires lacked the knowledge needed to do the job correctly.
Which action(s) should the TD manager take to further determine the cause of the errors?

A. Review the design of the training delivered to new hires.
B. Design a new training program for new hires.
C. Review facilitation and delivery methods for the training of new hires.
D. Verify that all new hires completed the training.
E. Evaluate the individual who delivered the training for new hires.
F. Perform side-by-side observations of the new hires.
G. Interview the new hires' managers.

Antwort: A,C,D,F

71. Frage
Which technique can be used to improve transfer of skills gained in training?

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

Antwort: B

72. Frage
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?

A. Ask the HR manager to recommend a more experienced employee to act as the SME.
B. Adapt scenarios on the same topic that the TD professional has used with similar organizations.
C. Create scenarios based on the information gathered in the needs analysis.
D. Create scenarios using details from the employees' complaints.
E. Instruct the intern in how to create role-play scenarios.

Antwort: C

73. Frage
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.
How should the TD professional engage and/or motivate the team to utilize the KMS?

A. Create a scavenger hunt with prizes for finding specific information in the KMS.
B. Provide prizes based on KMS usage statistics.
C. Conduct KMS training with hands-on activities.
D. Provide a "tip of the day" microlearning on KMS features.
E. Prepare job aids to facilitate learning about the KMS.
F. Conduct interviews with current users to understand utilization behaviors.
G. Create a publicized list of nonusers.
H. Provide year-over-year KMS usage statistics to management.

Antwort: A,B

74. Frage
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