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ATD CPTD Exam Syllabus Topics:

Section	Weight	Objectives
Topic 1: Coaching, Mentoring, and Change Management	6%	- Change Management Principles - Coaching Models and Techniques - Stakeholder Management
Topic 2: Talent Development and Management	18%	- Performance Management - Career Development and Succession Planning - Talent Acquisition and Onboarding - Engagement and Retention
Topic 3: Evaluating Impact	10%	- Reporting and Communication - Measurement Models and Frameworks - Data Collection and Analysis - Return on Investment (ROI)
Topic 4: Business and Strategic Skills	19%	- Project Management - Business and Financial Management - Strategic Planning - Organizational Development and Culture
Topic 5: Managing the Learning Function	5%	- Vendor and Contract Management - L&D Department Management - Quality Assurance
Topic 6: Facilitation	10%	- Facilitation Skills and Techniques - Virtual Facilitation - Group Dynamics and Conflict Resolution
Topic 7: Learning Technologies	14%	- Emerging Technologies - Digital Learning Platforms - Data Analytics and Learning Technologies - Technology Selection and Implementation
Topic 8: Instructional Design	18%	- Learning Experience Design - Needs Analysis - Content Selection and Sequencing - Learning Objectives - Design and Development

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

NEW QUESTION # 19
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.
Which data collection method(s) would be most appropriate for the TD professional to use to complete the needs analysis?

A. Observations
B. Policy review
C. Benchmark study
D. Focus groups
E. Pretest

Answer: A,D

NEW QUESTION # 20
Which is an example of both learning through experience and learning through influence by interactions with people?

A. Conceptualism
B. Behaviorism
C. Constructivism
D. Relativism

Answer: C

NEW QUESTION # 21
When is microcoaching most helpful to the performer?

A. When the coach requires the performer to use a new technology platform
B. When the coach and the performer are clear about the performer's goals
C. When the coach and performer are in the initial stages of building trust
D. When the performer is unsure how to move forward with her/his goals

Answer: B

Explanation:
PerMicrocoaching Strategies(Certification Reading List:Coaching for Performance, Whitmore), microcoaching is most effectiveonce goals are clearly defined, allowing quick, targeted development feedback.
It's not meant for initial goal setting or discovery.
Reference:Coaching for Performance, John Whitmore.

NEW QUESTION # 22
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?

A. Research other jobs within the company for which Participant B might be more qualified.
B. Offer to provide one-on-one coaching to Participant B.
C. Document the observable behaviors, and provide these data points to the HR department and the hiring manager.
D. Provide the exam results to the HR department and the hiring manager.
E. Advocate to the hiring manager on Participant B's behalf.
F. Meet with Participant B, and explain the exam results.

Answer: B,E

NEW QUESTION # 23
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 compliance department create new security training.
B. Present training alternatives to the project team to gather feedback.
C. Present the recommendations directly to the CEO for a decision.
D. Recommend that all employees be required to retake the current security training.
E. Recommend that the current training be updated to include identifying phishing attempts.

Answer: B,E

NEW QUESTION # 24
......

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