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ATD CPTD Reliable Real Exam, CPTD Reliable Test Duration

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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.

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ATD The Certified Professional in Talent Development Sample Questions (Q70-Q75):

NEW QUESTION # 70
What are the basic quadrants of a balanced scorecard approach?

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

Answer: A

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 # 71
A talent development (TD) professional facilitates a three-week training course for all of a company's new hires. Company onboarding guidelines state that new hires must pass the course final exam with a score of
80% or higher in order to continue in the job, but the guidelines also provide for some discretion on the part of the hiring manager. Participant A fails the final exam with a score of 78%. Participant A was frequently late to training, did not readily participate, and fell asleep twice during the course.
What should the TD professional do?

A. Document the observable behaviors, and provide these data points to the HR department and the hiring manager.
B. Provide the exam results to the HR department and the hiring manager.
C. Reassess the exam scoring process.
D. Recommend termination of Participant A.
E. Redesign the course to make it more engaging.
F. Consult with the human resources (HR) department and the hiring manager, and offer to have Participant A retake the exam.

Answer: A

NEW QUESTION # 72
A talent development (TD) professional has been hired as a consultant for a 20-person manufacturing company. The TD professional has not worked in this industry before. Several employees have complained to the human resources (HR) department that some supervisors have been disrespectful toward them when giving feedback. The HR manager decides that company-wide training on appropriate feedback is needed.
The TD professional is assigned to conduct a needs analysis and to report the results to the HR manager in two days.
As a result of the needs analysis, the TD professional finds that some supervisors do not know how to give appropriate feedback and some employees do not respond well to feedback. The HR manager authorizes the TD professional to conduct a one-time, three-hour, instructor-led training program for all employees on giving and receiving effective feedback.
Which activity (activities) would be appropriate for this training program?

A. Case studies
B. Role-play
C. Mentoring
D. Simulation
E. Facilitated discussion
F. Coaching

Answer: A,B,E

NEW QUESTION # 73
Which statement best describes D.E. Super's theory of career development?

A. It states that career choice is determined through interviews that deal with six types of work environments
B. It emphasizes that choice of occupation is highly influenced by a person's self-image
C. It uses tests that are based on individual interests to determine best career choice
D. It uses concepts from psychology and is considered behavioral career counseling

Answer: B

Explanation:
Super's Life-Span, Life-Space Theory(Career Development Theory Certification Reading) states: "Career choice and development are heavily influenced by the individual's self-concept evolving over time".
Self-image matching to occupational roles is central to his theory.
Reference:Career Development Theory, Donald Super.

NEW QUESTION # 74
A talent development (TD) professional facilitates a three-week training course for all of a company's new hires. Company onboarding guidelines state that new hires must pass the course final exam with a score of
80% or higher in order to continue in the job, but the guidelines also provide for some discretion on the part of the hiring manager.
Participant A fails the final exam with a score of 78%. Participant A was frequently late to training, did not readily participate, and fell asleep twice during the course.
Participant B fails the final exam with a score of 60%. Participant B arrived early every day during training to request additional help, actively participated in group activities, took copious notes, and got along with everyone in the course.
What should the TD professional do?
Over the past six months, 40% of new hires have failed the final exam. The human resources manager questions why the failure rate is so high and asks the TD professional to assess the training course.

A. Revise the training to be more interactive.
B. Change the percentage of correct answers required to pass the final exam.
C. Conduct a survey of failed candidates.
D. Review and update the course's learning objectives.
E. Compare the course's learning objectives to the knowledge, skills, and abilities covered in the final exam.
F. Conduct an item analysis on the final exam.

Answer: E,F

NEW QUESTION # 75
......

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