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ATD CPTD Questions PDF File
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ATD CPTD Exam Syllabus Topics:
Topic
Details
Topic 1
- 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.
Topic 2
- 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.
Topic 3
- 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.
CPTD Test Pattern | High CPTD Passing Score
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ATD The Certified Professional in Talent Development Sample Questions (Q72-Q77):
NEW QUESTION # 72
Which action by a talent development professional would be most useful in helping a company support employee development when there is a wide range in ages in the workplace?
- A. Review career paths and develop strategies to improve the needed skill sets among all employees
- B. Review course offerings and ensure there are plenty of instructor-led training classes to meet the requirements of the older workers
- C. Review employee benefits and perks to attract the age range preferred by the organization
- D. Review job titles and descriptions and rewrite them to fit the different age ranges within the workforce
Answer: A
Explanation:
Multigenerational Workforce Best Practices(ATD Handbook) advise "focusing on career pathing and skill- building initiatives that meet the needs of all ages rather than targeting solutions by generation".
This approach is equitable and sustainable.
Reference:ATD Handbook, Managing a Multigenerational Workforce.
NEW QUESTION # 73
A talent development professional and an external training vendor have agreed to a percentage of the overall cost as profit. What is this called?
- A. Cost plus incentive fee
- B. Cost plus fixed price
- C. Firm fixed price
- D. Performance-based fee
Answer: A
Explanation:
According toATD Project Management for Learning Professionals, aCost Plus Incentive Fee (CPIF) contract "pays the vendor for costs incurred plus an agreed-upon incentive or profit percentage tied to cost control or results".
Firm fixed price means no adjustment based on actual costs.
Reference:Project Management for Learning Professionals (ASTD Press).
NEW QUESTION # 74
A talent development (TD) professional has been asked to deliver training in support of the corporate strategic plan to increase sales revenues. What is the first question the TD professional should ask the stakeholders?
- A. By how much are revenues expected to be increased?
- B. What specific issues is this initiative intended to address?
- C. Should certain sales representatives be targeted for this training?
- D. Why are sales revenues down?
Answer: B
Explanation:
TheCPTD Detailed Content OutlineunderNeeds Assessmentstates: "Clarifying the exact issues the initiative intends to solve ensures learning solutions are strategically aligned to organizational goals".
Starting withthe problem to be solveddrives better training design and evaluation.
Reference:CPTD Detailed Content Outline, Needs Assessment.
NEW QUESTION # 75
Which consideration is most important when developing e-learning or classroom training for a global environment?
- A. Emphasizing cultural differences
- B. Planning for cultural portability
- C. Emphasizing that all cultures are similar
- D. Focusing on the dominant culture
Answer: B
Explanation:
TheATD Handbooknotes that "planning for cultural portability-ensuring materials and delivery methods work across diverse cultures-is critical for global learning effectiveness".
Ignoring or assuming similarities can cause miscommunication or failure.
Reference:ATD Handbook for Training and Talent Development (2022), Global Learning Considerations.
NEW QUESTION # 76
Which evaluation technique should an organization use to analyze and improve error rates and defects?
- A. Six Sigma
- B. Flowchart diagram
- C. Benchmarking
- D. Return on investment (ROI)
Answer: A
Explanation:
Six Sigmafocuses specifically on reducing errors, variation, and defects in processes according to theDMAIC model (Define, Measure, Analyze, Improve, Control).
Benchmarking compares across companies but doesn't directly reduce defects.
Reference:Six Sigma for Training and Development (ASTD Press).
NEW QUESTION # 77
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