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Certification CPTD Exam Cost | CPTD Reliable Dumps Book

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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

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

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.

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ATD The Certified Professional in Talent Development Sample Questions (Q21-Q26):

NEW QUESTION # 21
Which activity represents the best example of a meaningful diversity and inclusion strategy in a workplace?

A. Solicit input from employees and gather interest in various topics to offer targeted webinars to the organization around diversity and inclusion
B. Establish an executive-sponsored mentoring program with a designated budget and practices designed to support employees to increase the value they bring to the company
C. Issue an invitation to all employees to join the company's diversity committee so they can direct the company's activities around diversity and inclusion
D. Implement a fixed hiring model that will ensure at least one person from every type of diversity group is represented in the local/regional workforce

Answer: B

Explanation:
According to theATD Talent Development Capability Model(2024), underCultural Awareness and Inclusion(part of Building Personal Capability), success is defined by embedding diversity, equity, and inclusion (DEI) efforts into business practices. Specifically, "effective DEI practices must be executive- sponsored, measurable, budgeted, and tied to business outcomes, not just compliance or check-the-box activities".
A mentoring program sponsored at the executive level with a dedicated budget directly reflects systemic support, leadership engagement, and a sustainable inclusion effort.
Reference:ATD Talent Development Capability Model, Cultural Awareness & Inclusion, 2024.

NEW QUESTION # 22
A new business has recently been formed out of a merger of two international technology start-up companies, and employees from both companies are being merged into new departments for efficiency. Which suggestion would be most useful for a talent development professional to make to the department managers as they get to know their new employees?

A. Suggest that managers schedule meetings with groups of employees at the same time to facilitate informal introductions
B. Suggest that managers schedule individual introduction meetings with each employee where they can talk without interruptions or distractions
C. Suggest that managers send out a communication to welcome their new teams, encouraging each employee to schedule time to meet with their manager
D. Suggest that managers host introduction meetings and describe their plan to deliver a successful outcome to the new department

Answer: B

Explanation:
Merging Cultures and Building Trust(ATD Organizational Development Materials) recommends
"individual, distraction-free introductions to build personal trust, which is crucial in early-stage team formation after mergers".
Group meetings may overlook individual concerns.
Reference:ATD Handbook, Change Management in Mergers and Acquisitions.

NEW QUESTION # 23
A talent development (TD) professional has been asked to create a training program. The focus of the training is to motivate employees to be leaders in their regions and help the organization work toward its strategic priorities. The TD professional knows that the learners will vary in their ability to learn and their prior knowledge, but they are motivated. What is the best action for the TD professional to take to ensure successful learning transfer?

A. Create online learning prior to the in-person session to explain why this training is important to the organization and how it could benefit the learners personally
B. Send a survey to all learners before the in-person session to help determine their prior knowledge, and provide a summary of the session's key points after the training
C. Request that all learners take an online course with basic information prior to the in-person session and create activities that allow participants opportunities to practice what they are learning throughout the training
D. Ensure that each training room has a clean and welcoming environment and create extra sessions for any learners who would like to discuss topics further in smaller groups

Answer: C

Explanation:
According toMake It Stick(Certification Reading List), "Pre-training preparation combined with distributed practice activities during training strongly enhances learning transfer".
Active, spaced engagement beats passive attendance.
Reference:Make It Stick: The Science of Successful Learning (Brown, Roediger, McDaniel).

NEW QUESTION # 24
What is the most important reason for determining an anticipated headcount of training team employees before presenting a training budget?

A. Training headcount must be justified and approved
B. There must be adequate time to recruit new resources
C. The training work plan must be correlated to the headcount
D. Labor is typically the largest training department cost

Answer: D

Explanation:
TheATD Handbookemphasizes that "labor costs typically make up the largest portion of a TD department's budget, often 50-70%".
Therefore, determining headcount early allows accurate cost projections.
Reference:ATD Handbook for Training and Talent Development (2022), TD Budgeting Principles.

NEW QUESTION # 25
A talent development professional is providing coaching to an individual. Which action is most likely to improve success for the coaching action plan?

A. Allow others to define actions for the person receiving coaching
B. Be specific whether an action is a goal or a task
C. Obtain stakeholder approval for the action plan
D. Write out the action plan

Answer: B

Explanation:
Effective coaching, per theATD Coaching Certificate Program(Certification Reading List), involves setting clear distinctions between tasks and broader goalsto help coachees understand immediate next steps versus overall outcomes.
Vague plans reduce accountability and progress tracking.
Reference:ATD Coaching Certificate Program Materials.

NEW QUESTION # 26
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