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ATD CPTD Exam Syllabus Topics:

Section	Objectives
Talent Development Capability Model Domains	- Personal Capability 1. Emotional Intelligence and Decision Making 2. Interpersonal Skills 3. Communication - Organizational Capability 1. Performance Improvement 2. Talent Strategy Alignment 3. Knowledge Management 4. Managing Learning Programs 5. Change Management - Professional Capability 1. Training Delivery and Facilitation 2. Instructional Design 3. Career and Leadership Development 4. Evaluating Learning Impact 5. Learning Technologies

Section

Objectives

Talent Development Capability Model Domains

- Personal Capability

1. Emotional Intelligence and Decision Making
2. Interpersonal Skills
3. Communication

- Organizational Capability

1. Performance Improvement
2. Talent Strategy Alignment
3. Knowledge Management
4. Managing Learning Programs
5. Change Management

- Professional Capability

1. Training Delivery and Facilitation
2. Instructional Design
3. Career and Leadership Development
4. Evaluating Learning Impact
5. Learning Technologies

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ATD The Certified Professional in Talent Development Sample Questions (Q110-Q115):

NEW QUESTION # 110
A talent development (TD) professional is designing performance and training solutions for new core services. Which question would best help the TD professional begin to establish the Level 4 impact metrics around these new services?

A. What does success look like for the organization?
B. What talent skills gap needs to be addressed?
C. What is driving this need for new core services?
D. What are challenges in expanding these core services?

Answer: A

NEW QUESTION # 111
Which statement should be included in an employee engagement survey to best understand company culture?

A. I understand the needs of my customers.
B. I am empowered to make decisions.
C. I receive a competitive benefits package.
D. My job makes good use of my skills.

Answer: B

NEW QUESTION # 112
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. Verify that all new hires completed the training.
B. Design a new training program for new hires.
C. Perform side-by-side observations of the new hires.
D. Evaluate the individual who delivered the training for new hires.
E. Review facilitation and delivery methods for the training of new hires.
F. Interview the new hires' managers.
G. Review the design of the training delivered to new hires.

Answer: A,C,E,G

NEW QUESTION # 113
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. Conduct an item analysis on the final exam.
B. Revise the training to be more interactive.
C. Compare the course's learning objectives to the knowledge, skills, and abilities covered in the final exam.
D. Conduct a survey of failed candidates.
E. Review and update the course's learning objectives.
F. Change the percentage of correct answers required to pass the final exam.

Answer: A,C

NEW QUESTION # 114
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 all employees be required to retake the current security training.
B. Recommend that the current training be updated to include identifying phishing attempts.
C. Present the recommendations directly to the CEO for a decision.
D. Recommend that the compliance department create new security training.
E. Present training alternatives to the project team to gather feedback.

Answer: B,E

NEW QUESTION # 115
......

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