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ATD CPTD Exam Syllabus Topics:

Topic	Details
Topic 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.
Topic 2	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.
Topic 3	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.

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ATD The Certified Professional in Talent Development Sample Questions (Q19-Q24):

NEW QUESTION # 19
Which is the best example of an effective learning or behavioral outcome statement?

A. Learners should understand key sales techniques for selling time-shares without error given instruction, practice by recording themselves, and feedback from colleagues
B. 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
C. 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
D. 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

Answer: D

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 # 20
What tool would be best to organize a large number of ideas into logical groups?

A. Affinity diagram
B. Forecasting model
C. Cause-and-effect analysis
D. Root cause analysis

Answer: A

Explanation:
The correct answer is A because an affinity diagram is specifically used to sort many ideas, issues, comments, or observations into meaningful categories. It is especially useful after brainstorming, focus groups, surveys, or discovery sessions when a talent development professional needs to identify themes and patterns from unstructured information.
This aligns with CPTD Organizational Capability, especially Future Readiness, Data & Analytics, and Performance Improvement, where TD professionals gather information, analyze patterns, and organize data to support decisions and solutions. Option B, root cause analysis, is used to determine the underlying cause of a problem. Option C, cause-and-effect analysis, helps explore relationships between a problem and possible contributing factors. Option D, forecasting model, is used to predict future trends or outcomes. Since the question asks for a tool to organize many ideas into logical groups, the affinity diagram is the best choice.

NEW QUESTION # 21
A claims employee at an insurance company is transferred to the talent development (TD) department. This new TD team member has previously delivered departmental on-the-job training on an informal basis, but does not have any formal TD training. A TD manager has been assigned to help the new TD team member develop TD skills.
Several years have passed, and the former claims employee is now an experienced TD professional. The TD manager asks this TD professional to create a training plan for a new claims process. Some claims employees work remotely in three different countries. The TD manager requests a draft of the training plan in 30 days.
Which action(s) should the TD professional take to create this training plan?

A. Hold a pilot training session
B. Research best practices on communication strategies
C. Conduct a skills gap analysis
D. Create an executive summary
E. Build a project team
F. Write program goals and objectives
G. Determine the most effective mode(s) for training delivery
H. Create a storyboard

Answer: C,F,G

NEW QUESTION # 22
Which is the best example of an effective learning or behavioral outcome statement?

A. Learners should understand key sales techniques for selling time-shares without error given instruction, practice by recording themselves, and feedback from colleagues
B. 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
C. 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
D. 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

Answer: D

Explanation:
Mager's Instructional Objectives Modelstresses that clear objectives must specify:
* Whatthe learner must do,
* How wellthey must perform (criterion),
Reference:Preparing Instructional Objectives, Robert Mager.

NEW QUESTION # 23
As part of an evaluation, a training manager observes role-plays among participants. Which is the highest level of evaluation that can be achieved through this method?

A. Learning
B. Behavior
C. Results
D. Reaction

Answer: B

Explanation:
According toKirkpatrick's Evaluation Model, observing behavior (Level 3) is about assessingwhether skills are being applied, not just whether knowledge was gained (Level 2).
Role-play observations show applied skills in a simulated context.
Reference:Kirkpatrick's Four Levels of Training Evaluation (2016).

NEW QUESTION # 24
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