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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 (Q50-Q55):

NEW QUESTION # 50
A talent development (TD) professional is asked to offer training to entry-level employees on a new online software that will change many processes in their work. Which is the best way for the TD professional to prepare a learner-centered course?

A. Collect information on the employees' current job functions and how the software will change their work, understand employees' fears about the new software, and research how the new software will benefit them
B. Research how the new processes will flow, outline the training in sequential order based on the processes, and verify with subject matter experts that the content is correct
C. Research how the new online software works, collect screenshots for job aids that will be distributed during the training, and outline the training in a logical order based on the steps of the new process to match the job aids
D. Collect information on what the organization expects from employees, research commonly used terms, and understand potential barriers to learning

Answer: A

Explanation:
TheATD Instructional Design Modelemphasizes: "Design must start from the learner's perspective, understanding current workflows, fears, and motivation for change".
Empathy-driven design ensures relevance and adoption.
Reference:ATD Handbook, Learner-Centered Instructional Design.

NEW QUESTION # 51
Which is a learning activity guided by constructivist learning theory?

A. Physically active learning exercise
B. Listening to a podcast
C. Role-play exercise
D. Lecture

Answer: C

Explanation:
According toConstructivist Learning Theory(Certification Reading List:How People Learn, Bransford et al.
), learners "construct their own knowledge through active engagement in realistic tasks," such asrole-plays.
Passive listening or lecture does not align with constructivism; active problem-solving does.
Reference:How People Learn: Brain, Mind, Experience, and School (Bransford et al.)

NEW QUESTION # 52
Which is the most effective way for a facilitator to incorporate adult learners' previous experience?

A. Provide significant practice with feedback
B. Utilize case studies detailing typical experiences
C. Link objectives to internal motivators
D. Invite discussions on the content

Answer: D

Explanation:
According toKnowles' Adult Learning Theory(referenced in the Certification Reading List:The Adult Learner, Knowles, 2015), adults "bring rich experiences into the learning environment" and "learn best when those experiences are acknowledged and integrated into the session".
Inviting discussions directly draws upon their prior knowledge, making learning personally meaningful and more effective.
Reference:The Adult Learner, Knowles (2015), Adult Learning Principles.

NEW QUESTION # 53
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 aware of the importance of achieving and maintaining their strict compliance-driven credentials and appreciate having opportunities to test their knowledge with oral assessments
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 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

Answer: D

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 # 54
A talent development (TD) professional has gained upper management's support to introduce individual development plans (IDPs) as a tool for employee development. Which first steps should the TD professional take to launch a successful IDP program?

A. First, create an IDP framework that links to the organization's business strategy; second, support and educate managers on their role as they initiate the process with their direct reports
B. First, create an IDP framework and formal check-in timeline; second require managers to submit IDP progress reports on a quarterly basis or risk having their network access blocked
C. First link the IDP framework to the organization's mission statement; second collect and share data to show executives the impact of IDPs on employee skills development and attrition
D. First, create a company-wide communications plan to promote the program launch; second, educate employees on goal-setting best practices as they complete their IDPs

Answer: A

Explanation:
TheATD Talent Development Capability Modelexplains underCareer & Leadership Developmentthat effective individual development planning "must link to the organization's strategic goals and must be manager-driven to ensure relevance and commitment". Educating managers helps embed IDPs into ongoing performance management processes, ensuring they are not seen as an HR formality.
Reference:ATD Talent Development Capability Model, Career and Leadership Development capability.

NEW QUESTION # 55
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