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Reliable CPTD Study Materials 100% Pass | Pass-Sure CPTD: The Certified Professional in Talent Development 100% Pass

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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 (Q44-Q49):

NEW QUESTION # 44
According to Rummler and Brache's performance variables model, which finding suggests a performance breakdown at the organization level?

A. Equipment placement has caused some delays in manufacturing
B. Job titles are not clearly defined for employees of the shipping department
C. Operating strategies have caused delays in routing orders to the correct recipients
D. Low-performing employees are not cited for poor performance

Answer: C

Explanation:
Rummler and Brache's Performance Modeldifferentiates levels: "Organization-level breakdowns are reflected in strategic misalignment, such as poorly designed operating strategies".
Equipment or job clarity issues are process- or job-level.
Reference:Improving Performance: How to Manage the White Space on the Organization Chart, Rummler & Brache.

NEW QUESTION # 45
As part of an evaluation, a training manager observes role-plays among participants. Which is the highest level of evaluation that can be achieved through this method?

A. Learning
B. Results
C. Reaction
D. Behavior

Answer: D

Explanation:
According toKirkpatrick's Evaluation Model, observing behavior (Level 3) is about assessingwhether skills are being applied, not just whether knowledge was gained (Level 2).
Role-play observations show applied skills in a simulated context.
Reference:Kirkpatrick's Four Levels of Training Evaluation (2016).

NEW QUESTION # 46
What is the focus of design thinking?

A. Performance
B. Process
C. Problem
D. People

Answer: D

Explanation:
Design Thinking for Talent Development(Certification Reading List) stresses that "Design thinking starts with deep empathy for the people (users) affected and focuses on understanding and meeting their needs".
The human-centered design mindset puts people at the center, not processes.
Reference:Design Thinking for Training and Development, Sharon Boller and Laura Fletcher.

NEW QUESTION # 47
Which is the best step to take first when developing leadership competencies?

A. Determine development needs of existing leaders in the organization
B. Develop criteria to rate leaders at all levels in the organization
C. Determine what leadership abilities the organization needs
D. Research key leadership skills of similar organizations

Answer: C

Explanation:
TheATD Talent Development Capability Modelspecifies that "leadership competency models must be directly tied to the unique strategic needs of the organization".
Before benchmarking or assessment, defining organizational leadership needs is essential.
Reference:ATD Talent Development Capability Model, Leadership Development Strategy.

NEW QUESTION # 48
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. Build a business strategy
C. Ask senior leaders which programs to retain
D. Ask to attend senior strategy sessions

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 # 49
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