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ATD The Certified Professional in Talent Development Sample Questions (Q91-Q96):

NEW QUESTION # 91
A call center manager requests refresher training for customer service representatives because the average call length has increased significantly. The manager claims nothing has changed except the return policy. Which action by a talent development professional best exemplifies taking a systems-thinking approach to this request?

A. Review the new workflow for processing returns and design the appropriate content for the refresher training
B. Consider possible causes and test the manager's assumptions about the return policy to see if the gap is skills-based
C. Design training as requested by the call center manager in order to be a valued business partner
D. Implement refresher training for representatives with the longest call times to ensure they understand the return policy process

Answer: B

Explanation:
Systems Thinking Best Practices(CPTD Outline) emphasize: "Question assumptions, identify interdependencies, and seek root causes rather than assuming the problem is training-related".
Critical evaluation before solutioning is essential.
Reference:CPTD Detailed Content Outline, Systems Thinking.

NEW QUESTION # 92
Which is a learning activity guided by constructivist learning theory?

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

Answer: D

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 # 93
What should a talent development professional do to best facilitate retention in a multi-subject course?

A. Test for all content at the end of the course
B. Put all exercises at the end of the training
C. Utilize one activity per subject during the course
D. Space activities around each subject throughout the course

Answer: D

Explanation:
According toMake It Stick: The Science of Successful Learning(Brown et al., Certification Reading List), spaced practice- distributing learning activities over time - enhances retention far better than massed practice.
Spreading activities by subject during the course encourages memory encoding and recall.
Reference:Make It Stick: The Science of Successful Learning (2014).

NEW QUESTION # 94
When linking training design to training objectives that support Level 3 evaluation, what should the training objectives reflect?

A. Learners' reactions
B. Knowledge acquisition
C. Return on investment (ROI)
D. Learning transfer

Answer: D

Explanation:
Kirkpatrick's Four Levelsexplain that Level 3 (Behavior) evaluates whether learnerstransferwhat they learned into their job behavior.
Thus, objectives must focus on real-world application, not just knowledge retention.
Reference:Kirkpatrick's Four Levels of Training Evaluation (2016).

NEW QUESTION # 95
A talent development (TD) professional has been asked to evaluate the capability of an organization's employees to move into positions of greater responsibility when required. The deliverable will be a report on the skill sets for succession in the organization. What would be the most effective approach for the TD professional to take?

A. Research and recommend an assessment process such as a 360-degree assessment or a psychometric assessment; review data contained in the performancemanagement system, including past performance reviews
B. Hold focus groups with employees interested in leadership positions to identify potential leaders; meet with senior leaders individually to discuss who they feel could take on greater responsibility within the organization
C. Send a survey asking about future leadership potential and interest from employees; follow up with a group discussion for those expressing interest in a leadership position
D. Review company training records for past training attendance in leadership sessions; review project committees and leadership roles taken in the committees

Answer: A

Explanation:
According toSuccession Planning Best Practices(ATD Handbook), "Combining objective assessments (360- degree or psychometric) with performance review data creates the most complete, unbiased profile of leadership readiness".
Self-reports alone are insufficient.
Reference:ATD Handbook, Succession Planning Methods.

NEW QUESTION # 96
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