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ATD CPTD Exam Syllabus Topics:

Topic	Details
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	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 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 (Q26-Q31):

NEW QUESTION # 26
A new manager has been assigned to meet with a talent development (TD) coach. At the first meeting, the manager states "I am who I am, and no amount of coaching will change me." Which should be the TD coach's top priority?

A. Report the manager's attitude to a senior leader
B. Help the manager to develop a career transition plan for a role that is a better fit
C. Help the manager to understand how being "uncoachable" puts the manager's job at risk
D. Discover the personal triggers that may help the manager become more coachable

Answer: D

Explanation:
Coaching best practicesfrom theATD Handbookemphasize that "before offering solutions, uncover internal motivators and triggers that may create openness to development".
Building trust and emotional buy-in precedes behavior change.
Reference:ATD Handbook for Training and Talent Development (2022), Coaching Practices.

NEW QUESTION # 27
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. 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
C. 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
D. 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

Answer: D

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 # 28
The total cost of ineffective e-learning includes the cost of which factors?

A. Poor performance plus missed opportunities
B. Development plus implementation
C. Software platform plus integration
D. Instructional designer salaries plus missed schedule deadlines

Answer: A

Explanation:
TheATD Handbookexplains that "the hidden cost of ineffective e-learning is not just development cost, but the productivity losses, poor employee performance, and missed business opportunities that result".
Quality matters far beyond the initial software investment.
Reference:ATD Handbook for Training and Talent Development (2022), Cost of Learning Quality.

NEW QUESTION # 29
Determining appropriate sample size for a project depends on which element?

A. The type of research methodology that has been selected
B. The level of confidence that the results were not caused by chance
C. The frequency with which the tool is administered
D. The ease with which members of the population may be identified

Answer: B

Explanation:
Sampling and Survey Methodology(Certification Reading List) confirms: "Sample size decisions hinge on the desiredconfidence level-how sure you want to be that findings are not due to random chance".
Higher confidence levels require larger sample sizes.
Reference:Survey Research Methods, Floyd Fowler.

NEW QUESTION # 30
Which is the most effective way for a facilitator to incorporate adult learners' previous experience?

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

Answer: B

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 # 31
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