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ATD CPTD Exam Syllabus Topics:

Section	Weight	Objectives
Topic 1: Personal Capabilities	20%	- Ethical Practice - Project Management - Cultural Awareness & Inclusion - Communication - Emotional Intelligence - Collaboration
Topic 2: Professional Capabilities	45%	- Leadership & Talent Development - Instructional Design - Learning Sciences - Evaluation & Impact Measurement - Facilitation - Coaching & Mentoring - Content Development & Curation - Learning Technologies
Topic 3: Organizational Capabilities	35%	- Performance Improvement - Change Management - Talent Strategy & Management - Data Analytics & Decision Support - Business Insight & Acumen - Consulting & Business Partnering - Organizational Development & Culture

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ATD The Certified Professional in Talent Development Sample Questions (Q35-Q40):

NEW QUESTION # 35
A loan manager in a large bank accessed a direct report's personal bank account in the bank's system out of curiosity. This direct report became aware of the unauthorized account access and consulted the human resources (HR) department. The HR manager initiates an ethics investigation and also asks the talent development (TD) department to determine whether a training solution is needed. The TD professional assigned to this task has never before been involved in any compliance and ethics situation.
What should the TD professional do?

A. Review the laws and regulations regarding access to employee financial records.
B. Consult with the TD professional's direct manager about what to do first.
C. Consult with external legal counsel.
D. Review company rules regarding accessing customer data.
E. Contact state regulators to determine if the loan manager's action is illegal.
F. Meet with the loan manager's direct superior.
G. Consult with the compliance department.
H. Review company policies on ethics and compliance.
I. Research vendors specializing in ethics training.

Answer: G,H

NEW QUESTION # 36
Which is a learning activity guided by constructivist learning theory?

A. Role-play exercise
B. Physically active learning exercise
C. Lecture
D. Listening to a podcast

Answer: A

Explanation:
According toConstructivist Learning Theory(Certification Reading List:How People Learn, Bransford et al.
), learners "construct their own knowledge through active engagement in realistic tasks," such asrole-plays.
Passive listening or lecture does not align with constructivism; active problem-solving does.
Reference:How People Learn: Brain, Mind, Experience, and School (Bransford et al.)

NEW QUESTION # 37
A talent development (TD) professional is working as an independent consultant for a company. The TD professional signs a nondisclosure agreement and gains access to protected company data and information.
Which type of law would the TD professional most likely be breaking if the information is misused?

A. Trade secret law
B. Intellectual property law
C. Fair use law
D. Copyright law

Answer: A

Explanation:
Per theATD Handbook: "Misuse of protected proprietary information - such as client lists, formulas, business strategies - falls undertrade secret law, not general copyright or IP law".
Trade secret violations occur when confidential business information is disclosed without permission.
Reference:ATD Handbook for Training and Talent Development (2022), Compliance and Ethics.

NEW QUESTION # 38
A talent development professional has been asked to provide feedback to a trainer about an in-person session that received poor evaluation responses. The training was for senior-level management to learn to be more strategic and collaborative in their annual planning session. The trainer presented the learners with theories and methods for strategic planning and how to collaborate. Survey responses revealed learners felt they had not learned what they expected to learn. What was the most likely problem?

A. The presentations were not polished enough, and the trainer should have practiced more before the session
B. The learners were not motivated to learn the content presented to them and did not see how it related to the task at hand
C. The training did not provide situations where the learners could practice working as a group to come up with strategic priorities
D. The training did not take into account the fact that the learners were experienced and motivated to learn

Answer: C

Explanation:
According toATD's Handbook for Training and Talent Development, 3rd edition(2022), successful learning for adults requires an experiential design where "learnersactively practice new skills, especially when learners are senior, experienced, and goal-oriented." The book further states, "Providing theoretical knowledge alone without practice exercises will fail to meet experienced learners' needs".
This group required strategic simulations or practice opportunities, not lectures alone. Thus, lack of practice was the key deficiency.
Reference:ATD's Handbook for Training and Talent Development (2022), Adult Learning Principles.

NEW QUESTION # 39
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. Review facilitation and delivery methods for the training of new hires.
B. Review the design of the training delivered to new hires.
C. Verify that all new hires completed the training.
D. Perform side-by-side observations of the new hires.
E. Interview the new hires' managers.
F. Evaluate the individual who delivered the training for new hires.
G. Design a new training program for new hires.

Answer: A,B,C,D

NEW QUESTION # 40
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