CPTD考古題更新 - CPTD考試

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ATD CPTD 考試大綱：

主題	簡介
主題 1	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.
主題 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.
主題 3	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.

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最新的 Talent Development CPTD 免費考試真題 (Q18-Q23):

問題 #18
Which steps are considered best practice when making a business case for a talent development program?

A. Developing a budget, performing an organizational analysis, and creating an evaluation plan
B. Holding focus groups, reviewing employee engagement surveys, and interviewing senior leaders
C. Gathering data, defining a rationale, and delivering supporting information
D. Creating a program vision, defining values, and establishing competencies

答案：C

解題說明：
ATD's Handbook for Training and Talent Development (2022)outlines the essential components of making a business case: "gather organizational data, define a clear rationale linked to business needs, and present strong supporting information showing the impact of the proposed learning intervention".
Without clear data and rationale, executive approval is less likely.
Reference:ATD Handbook for Training and Talent Development (2022), Business Case Development.

問題 #19
A hacker was successful in accessing a financial services company's database of customer information after an employee clicked on a phishing email link. The company's chief executive officer (CEO) created a project team to address the security breach. As a member of the project team, a talent development (TD) professional is asked to evaluate the current security training for effectiveness. Since this is an urgent issue, the project team has been given 30 days to present recommendations.
The data obtained indicates that the current training focuses on defining phishing and does not provide examples or information on how to recognize it and what actions to take.
What should the TD professional do?

A. Recommend that the current training be updated to include identifying phishing attempts.
B. Recommend that all employees be required to retake the current security training.
C. Present training alternatives to the project team to gather feedback.
D. Present the recommendations directly to the CEO for a decision.
E. Recommend that the compliance department create new security training.

答案：A,C

問題 #20
A talent development (TD) professional works at a small Internet-based company. The TD professional is tasked with training a group of customer service representatives to process refunds in a new software application.
Step 2
The TD professional is creating the training plan for the new software and wants to develop the learners' troubleshooting skills by incorporating unexpected complexities that staff might encounter.
Step 3
The training plan is created and approved, and the TD professional develops the training materials.
What should the TD professional do to prepare for the delivery of in-person training?

A. Confirm that all learners will have access to the software during the training.
B. Assume that all learners have reviewed the software manual.
C. Speak out loud when practicing delivery.
D. Rehearse all mechanics of the training delivery, including transitions and media use.
E. Review the training plan and list all the logistics that need to be addressed.
F. Arrive early and set up well in advance.
G. Avoid overpreparing in order to keep the training spontaneous.

答案：A,D,E,F

問題 #21
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. Results
B. Behavior
C. Reaction
D. Learning

答案：B

解題說明：
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).

問題 #22
Which technique can be used to improve transfer of skills gained in training?

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

答案：B

問題 #23
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