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[General] 100% Pass-Rate CPTD Latest Dumps Ppt, Reliable CPTD Test Materials

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【General】 100% Pass-Rate CPTD Latest Dumps Ppt, Reliable CPTD Test Materials

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ATD CPTD Exam Syllabus Topics:
TopicDetails
Topic 1
  • 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 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
  • 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 (Q31-Q36):NEW QUESTION # 31
A talent development (TD) professional has been tasked with creating a knowledge management system for a small company. The TD professional has begun the process of collecting organizational knowledge and has compiled paper manuals, standard operating procedures, process charts, and other archived materials. How can the TD professional most effectively access the collective knowledge of the company's leaders?
  • A. Conduct video and audio interviews with the leaders
  • B. Perform interviews with direct reports of the leaders
  • C. Review the personnel files and resumes of the leaders
  • D. Read published works by the leaders
Answer: A
Explanation:
Knowledge Capture Best Practices(ATD Handbook) recommend "direct interviews with senior leaders, capturing nuanced, tacit knowledge through video/audio for context, storytelling, and expertise sharing".
Paper files miss experiential insight.
Reference:ATD Handbook, Knowledge Management Practices.

NEW QUESTION # 32
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?
  • A. Advocate to the hiring manager on Participant B's behalf.
  • B. Research other jobs within the company for which Participant B might be more qualified.
  • C. Meet with Participant B, and explain the exam results.
  • D. Provide the exam results to the HR department and the hiring manager.
  • E. Offer to provide one-on-one coaching to Participant B.
  • F. Document the observable behaviors, and provide these data points to the HR department and the hiring manager.
Answer: A,E

NEW QUESTION # 33
After collecting evaluation data using a detailed questionnaire, what data display should be used in the first stage of the analysis?
  • A. Frequency table
  • B. Line graph
  • C. One-way table
  • D. Box plot
Answer: A
Explanation:
Data & Analytics basicsfromCPTD Outlinestate that "early-stage analysis uses frequency tables to organize survey results by showing how often each response occurred".
It's the most fundamental first step before more complex analysis.
Reference:CPTD Detailed Content Outline, Data Presentation and Analysis.

NEW QUESTION # 34
Which work product would most likely be protected under copyright law?
  • A. A recording of an orientation course
  • B. A new-hire process flow
  • C. An onboarding procedure
  • D. A communication plan
Answer: A
Explanation:
Copyright lawprotects "original fixed expressions of ideas" like recordings, videos, books, or artwork, according to theATD Legal Essentials for Talent Development.
Processes or workflows may be protected under different intellectual property types but not usually under copyright.
Reference:ATD Handbook, Legal Aspects of Talent Development.

NEW QUESTION # 35
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.
The TD professional decides to incorporate role-play in the training and plans to use the HR manager as the subject matter expert (SME) to create the necessary role-play scenarios. The training program is due in one month. The HR manager is not available in that time frame but notes that a newly hired HR intern is available and suggests that this intern act as an SME in creating the scenarios. Management has decided that the training cannot be postponed.
What should the TD professional do?
  • A. Create scenarios using details from the employees' complaints.
  • B. Create scenarios based on the information gathered in the needs analysis.
  • C. Instruct the intern in how to create role-play scenarios.
  • D. Ask the HR manager to recommend a more experienced employee to act as the SME.
  • E. Adapt scenarios on the same topic that the TD professional has used with similar organizations.
Answer: B

NEW QUESTION # 36
......
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