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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

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.

Topic 3

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.

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ATD The Certified Professional in Talent Development Sample Questions (Q85-Q90):

NEW QUESTION # 85
Which learning objective domain is most difficult to observe and measure?

A. Cognitive
B. Psychomotor
C. Affective
D. Interpersonal

Answer: C

Explanation:
TheATD HandbookandBloom's Taxonomyexplain that theAffective domain(attitudes, values, feelings) is
"the most challenging to measure because changes are internal and often not immediately observable".
Cognitive (knowledge) and psychomotor (skills) are easier to test objectively.
Reference:Bloom's Taxonomy of Educational Objectives.

NEW QUESTION # 86
Which question is most critical for a talent development professional to answer before implementing an employee engagement survey?

A. What will be learned from the feedback?
B. How will the feedback be collected?
C. What is the purpose of the survey?
D. Who should be included in the survey?

Answer: C

Explanation:
TheCPTD Detailed Content Outlinespecifies that when gathering organizational data, defining thepurpose of the data collectionis fundamental: "Clear definition of the objective of a data collection effort ensures actionable results that drive talent development strategies aligned with organizational goals".
If the purpose is unclear, all other decisions - such as sampling, methods, analysis - could lead to invalid or irrelevant results.
Reference:CPTD Detailed Content Outline, Domain 3: Impacting Organizational Capability, Data & Analytics section.

NEW QUESTION # 87
Which is the most effective way to communicate the value of a leadership program to a stakeholder who has a driver listening style?

A. Discuss how the program will affect the emotional intelligence of the participants
B. Present evidence from other companies indicating that the program will be successful
C. Provide a summary of specific program features and outcomes in a bullet list
D. Hold a big-picture discussion while presenting conceptual information

Answer: C

Explanation:
Stakeholder Communication Guidelines(ATD Handbook) note that "drivers prefer concise, action-oriented communication - bullet points highlighting results, not narratives or discussions of emotions".
Efficiency and results orientation are critical for drivers.
Reference:ATD Handbook, Communication Styles and Stakeholder Management.

NEW QUESTION # 88
A talent development professional has been hired to assess the motivation of a client's workforce and provide a performance improvement solution. Which three questions would be most important to ask the client?

A. What goals are the employees accountable for? After a solution is implemented, what will the employees be able to do? What are the objectives for the workforce?
B. What are the current workflows and workloads? What are the bottlenecks? What aspects of the work are awkward?
C. What motivates the current workforce? What is causing employees' lack of motivation? What would a motivated workforce look like?
D. What solutions have you tried in the past for motivating the workforce? What solutions worked? What solutions did not work?

Answer: C

Explanation:
ATD's Performance Improvement modeladvises that "identifying intrinsic andextrinsic motivators, diagnosing causes of demotivation, and defining successful future states are critical diagnostic questions".
Understanding root causes of motivation gaps is essential before prescribing solutions.
Reference:ATD Handbook, Performance Improvement Processes.

NEW QUESTION # 89
A talent development (TD) professional has been asked to analyze training effectiveness in relation to company finances. Specifically, management wants to know if the training will pay for itself in 18 months.
Which tool should the TD professional use?

A. Price to earnings ratio
B. Fixed costs to total labor ratio
C. Return on investment (ROI)
D. Break-even analysis

Answer: C

Explanation:
ROI MethodologyfromPhillips' Return on Investment in Training and Performance Improvement Programs (Certification Reading List) states: "ROI calculations show whether financial returns on a training initiative exceed its costs within a specific timeframe".
Break-even doesn't measure return; it measures cost recovery point.
Reference:Return on Investment in Training and Performance Improvement Programs, Phillips (2012).

NEW QUESTION # 90
......

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