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| Certification Vendor: | ATD (Association for Talent Development) |
|---|---|
| Exam Name: | The Certified Professional in Talent Development Exam |
| Exam Number: | CPTD |
| Real Exam Qty: | 150 (90 multiple-choice + 10 case management sets) |
| Passing Score: | Scaled score of 500 out of 800 |
| Certificate Validity Period: | 3 years |
| Exam Duration: | 180 minutes |
| Exam Price: | $1,099 (ATD members) / $1,500 (non-members) |
| Related Certifications: | Associate Professional in Talent Development (APTD) |
| Exam Format: | Case management questions (decision-making / professional judgment), Multiple-choice questions |
| Available Languages: | English |
| Recommended Training: | CPTD Certification Preparation Course Talent Development Body of Knowledge (TDBoK) Guide |
| Exam Registration: | ATD Certification Portal Pearson VUE Testing Scheduling |
| Sample Questions: | ATD CPTD Sample Questions |
| Exam Way: | Computer-based; available at global testing centers or via secure remote proctoring |
| Pre Condition: | Minimum 5 years of professional experience in talent development field; or 4 years experience + valid APTD certification; or completion of ATD Master-level programs plus relevant experience |
| Official Syllabus URL: | https://www.td.org/certification/cptd/exam |
CPTD試験問題のさまざまなバージョンを知りたい場合があります。まず、PDFバージョンは読みやすく、印刷しやすいです。次に、ソフトウェアバージョンは実際のCPTD実際のテストガイドをシミュレートしますが、Windowsオペレーティングシステムでのみ実行できます。第三に、オンライン版はあらゆる電子機器をサポートし、オフライン使用もサポートします。初めて、オンライン環境でCPTD試験問題を開く必要があり、それをオフラインで使用できます。全体として、受験者が試験に合格するのを支援することが常に求められています。 CPTD実際のテストガイドが最適です。
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質問 # 171
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?
正解：D
質問 # 172
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.
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.
The training plan is created and approved, and the TD professional develops the training materials.
The TD professional starts the training session with a short lecture, but the learners are being fairly quiet. The TD professional is worried that learners are not understanding the material but are too afraid to ask questions.
What should the TD professional do to encourage learners to ask questions?
正解：D
質問 # 173
Two manufacturing companies in different cities-Company A and Company B-have recently undergone a merger but will continue operating separately for the immediate future. Company B did not have a talent development (TD) department, so the TD professional who reported to the chief executive officer (CEO) of Company A before the merger will now report to the CEOs of both companies. The TD professional is asked by the CEO of Company A to put together a team-building program to get the employees from both companies to work well together.
The TD professional has a meeting with the CEO of Company B, who believes the training should be postponed for at least six months so the two groups of employees can operate autonomously as if the merger had not happened.
The CEO of Company B has resigned, and the CEO of Company A now leads both organizations. The CEO still wants to conduct team-building activities and recommends that the senior leadership team of Company B travel to the site of Company A for a meeting to plan the team-building activities.
What should the TD professional do?
正解：A、F
質問 # 174
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.
Which activity (activities) would be appropriate for this training program?
正解：B、C、D
質問 # 175
Which factor is a significant challenge to aligning organizational and talent development objectives?
正解：B
解説：
The correct answer is C because talent development objectives cannot be effectively aligned to the organization if TD professionals do not clearly understand the organization's strategy. Alignment requires knowing business priorities, desired outcomes, performance expectations, and future capability needs.
Without that understanding, learning initiatives may become disconnected activities rather than strategic solutions.
This aligns with CPTD Organizational Capability, especially Business Insight and Talent Strategy & Management. TD professionals must understand how the organization accomplishes its mission, makes decisions, and connects talent strategies to business results. Option A may affect recruiting or workforce planning, but it does not directly prevent alignment. Option B and Option D may create change and complexity, but they can still be addressed if the strategy is understood. Limited understanding of organizational strategy is the most fundamental barrier because it weakens planning, prioritization, stakeholder communication, and measurement of TD impact.
質問 # 176
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