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ATD CPTD Exam Syllabus Topics:

Topic
Details

Topic 1

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 2

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 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.

ATD The Certified Professional in Talent Development Sample Questions (Q39-Q44):

NEW QUESTION # 39
Which is the primary purpose of an employee engagement survey?

A. Provide an action plan
B. Engage employees
C. Identify barriers to performance
D. Serve as a performance management review

Answer: C

Explanation:
PerATD's Guide to Employee Engagement, "The primary goal of an engagement survey is to diagnose gaps or barriers that inhibit high performance and satisfaction, not just to gather attitudes".
Surveys are diagnostic tools, not action plans by themselves.
Reference:ATD Handbook, Employee Engagement Measurement.

NEW QUESTION # 40
A talent development (TD) department wants to strengthen its partnership in decision-making with senior leaders. Which action would be best for the TD department to take?

A. Implement a governance board
B. Ask to attend senior strategy sessions
C. Ask senior leaders which programs to retain
D. Build a business strategy

Answer: A

Explanation:
According toATD Talent Development Capability Model, establishing agovernance board
"institutionalizes TD involvement in strategic decision-making, ensuring a consistent voice at the leadership table".
Ad-hoc participation is not sustainable.
Reference:ATD Talent Development Capability Model, Organizational Decision-Making Structures.

NEW QUESTION # 41
Which step in a change management process is most important for instituting sustainable change?

A. Rally key stakeholders to create work groups to usher in the new change
B. Benchmark successes pertaining to the new change to similar organizations
C. Create meaningful data about the progress of the change and share data with key stakeholders
D. Position the change as a strategic priority at the organization

Answer: D

Explanation:
Kotter's Leading Change(Certification Reading List) andATD Organizational Capability Modelboth stress that "unless change is positioned and communicated as a strategic organizational priority, it will likely lose momentum and fail".
Change must have senior leadership sponsorship and integration into core business strategy.
Reference:Leading Change, John Kotter (2012).

NEW QUESTION # 42
A talent development professional has surveyed employees about their needs. To encourage employee engagement, which approach is best for sharing the survey results?

A. Gather the employees in one place and present a visual summary shortly after the employees have taken the survey
B. Summarize responses and send a report shortly after the employees have taken the survey
C. Facilitate a conference call and present all responses shortly after the employees have taken the survey
D. Distribute a presentation summarizing the results along with the action plan a few months after the employees have taken the survey

Answer: B

Explanation:
Best practice per theATD Handbookis to "close the feedback loop quickly and transparently by sharing a summary of the results while momentum and trust are high". Waiting months damages engagement.
Immediate summary reporting builds trust.
Reference:ATD Handbook for Training and Talent Development (2022), Employee Engagement Surveys.

NEW QUESTION # 43
According to Mager, what are the three components of a learning objective?

A. Condition, performance, and criteria
B. Content, approach, and implementation
C. Criteria, observation, and evaluation
D. Skill, priority, and sequence

Answer: A

Explanation:
PerRobert Mager'smodel fromPreparing Instructional Objectives(Certification Reading List), a complete learning objective must specify thePerformance,Condition, andCriterion.
* Performance: What the learner must do
* Condition: Under what conditions the performance occurs
Reference:Preparing Instructional Objectives, Robert Mager.

NEW QUESTION # 44
......

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Mark Todd Mark Todd

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