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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.

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ATD The Certified Professional in Talent Development Sample Questions (Q43-Q48):

NEW QUESTION # 43
What are the basic quadrants of a balanced scorecard approach?

A. Planning, analysis, design, and control
B. Revenue, profit, customer satisfaction, and employee satisfaction
C. Cost, quality, time, and performance outcomes
D. Financial, customer, internal processes, and learning and growth

Answer: D

Explanation:
Kaplan and Norton's Balanced Scorecardframework (Certification Reading List) identifies the four quadrants as:
* Financial,
* Customer,
* Internal Business Processes,
Reference:The Balanced Scorecard: Translating Strategy into Action (Kaplan & Norton).

NEW QUESTION # 44
A new manager has a team comprised of four different generations of employees. Which action by the manager would be most likely to minimize intergenerational conflict within the team?

A. Acknowledge the diverse viewpoints of each team member
B. Listen actively to each team member
C. Define what is important to each team member's generation
D. Poll each team member

Answer: A

Explanation:
According to theATD Talent Development Capability ModelunderCultural Awareness, minimizing generational conflict requiresrecognizing and acknowledging diverse perspectivesrather than stereotyping or categorizing by generation.
Building awareness and respect for different values and communication styles is fundamental.
Reference:ATD Talent Development Capability Model, Personal Capability - Cultural Awareness.

NEW QUESTION # 45
When encountering an emotional trigger, what does cognition control?

A. Fight-or-flight impulse
B. Immediate response
C. Self-awareness
D. Course of reaction

Answer: D

Explanation:
According toEmotional Intelligence Research(Daniel Goleman, Certification Reading List), "cognitive processes regulate thecourseof an emotional reaction, though the immediate response may be involuntary".
We control how we act next, not the initial impulse.
Reference:Emotional Intelligence, Daniel Goleman.

NEW QUESTION # 46
Which steps are considered best practice when making a business case for a talent development program?

A. Developing a budget, performing an organizational analysis, and creating an evaluation plan
B. Creating a program vision, defining values, and establishing competencies
C. Gathering data, defining a rationale, and delivering supporting information
D. Holding focus groups, reviewing employee engagement surveys, and interviewing senior leaders

Answer: C

Explanation:
ATD's Handbook for Training and Talent Development (2022)outlines the essential components of making a business case: "gather organizational data, define a clear rationale linked to business needs, and present strong supporting information showing the impact of the proposed learning intervention".
Without clear data and rationale, executive approval is less likely.
Reference:ATD Handbook for Training and Talent Development (2022), Business Case Development.

NEW QUESTION # 47
Some talent development professionals skip Level 2 evaluations thinking Levels 3 and 4 are sufficient to prove success. Why is this a dangerous assumption?

A. Levels 1 to 4 must be completed in stepped order
B. Level 2 evaluations are the only way to confirm application of knowledge
C. Level 4 evaluations require data captured during Level 2 evaluations
D. If Level 3 and Level 4 results are poor, the training quality could be questioned

Answer: D

Explanation:
Kirkpatrick's Four Levels of Evaluation(Certification Reading List) state that "without Level 2 (learning) data, poor performance outcomes at Level 3 or 4 could easily be blamed on poor training even if external factors are responsible".
Skipping Level 2 leaves no proof of what learning actually occurred.
Reference:Kirkpatrick's Four Levels of Training Evaluation (2016).

NEW QUESTION # 48
......

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Lou Stone Lou Stone

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