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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.

ATD The Certified Professional in Talent Development Sample Questions (Q25-Q30):

NEW QUESTION # 25
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 solutions have you tried in the past for motivating the workforce? What solutions worked? What solutions did not work?
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 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?

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 # 26
A talent development (TD) professional has been contracted to design a training program on cross-cultural communications. The organization's goal is to foster a more inclusive workplace environment. Which action would best help the TD professional assess the organizational environment to identify specific performance objectives?

A. Facilitate focus groups with employees across all levels
B. Read the results of exit surveys and interviews
C. Evaluate performance reviews to assess ratings and written narratives
D. Discuss performance gaps with external clients and senior leadership

Answer: A

Explanation:
According toATD Needs Assessment Best Practices, "Focus groups with cross-levelparticipation provide rich, context-specific insights into organizational dynamics, uncovering barriers and enablers to inclusion".
It gives deeper, actionable data than archival reviews alone.
Reference:ATD Handbook, Focus Groups for Organizational Assessment.

NEW QUESTION # 27
What are the basic quadrants of a balanced scorecard approach?

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

Answer: B

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 # 28
A talent development team is developing advanced emergency medical technician training for seasoned firefighters. Why are hands-on activities so crucial to this type of training?

A. These learners are provided opportunities to explain their gained knowledge and review case studies that guide problem-solving scenarios of real-life situations
B. These learners are exposed to real-life situations that not only require an extensive knowledge base of life-saving techniques, but also generate a strong sense of need and desire for achieving mastery of their practical skills
C. These learners are provided a written course assessment that evaluates their achievement of the learning objectives for this type of training
D. These learners are aware of the importance of achieving and maintaining their strict compliance-driven credentials and appreciate having opportunities to test their knowledge with oral assessments

Answer: B

Explanation:
ATD Training for High-Stakes Roles(Certification Reading List) states: "For emergency and high-risk fields, hands-on training strengthens muscle memory, builds procedural fluency, and increases urgency toward mastery".
Real-world simulation is non-negotiable for skill mastery.
Reference:ATD Handbook, Emergency Skills Training.

NEW QUESTION # 29
Which question is most critical for a talent development professional to answer before implementing an employee engagement survey?

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

Answer: A

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 # 30
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