CPTD Originale Fragen & CPTD Prüfungsfrage

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ATD CPTD Prüfungsplan:

Thema	Einzelheiten
Thema 1	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.
Thema 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.
Thema 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.

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CPTD Prüfungsfrage, CPTD Ausbildungsressourcen

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ATD The Certified Professional in Talent Development CPTD Prüfungsfragen mit Lösungen (Q98-Q103):

98. Frage
A talent development (TD) professional has been contracted to design a training program on cross-cultural communications. The organization's goal is to foster a more inclusive workplace environment. Which action would best help the TD professional assess the organizational environment to identify specific performance objectives?

A. Facilitate focus groups with employees across all levels
B. Read the results of exit surveys and interviews
C. Evaluate performance reviews to assess ratings and written narratives
D. Discuss performance gaps with external clients and senior leadership

Antwort: A

Begründung:
According toATD Needs Assessment Best Practices, "Focus groups with cross-levelparticipation provide rich, context-specific insights into organizational dynamics, uncovering barriers and enablers to inclusion".
It gives deeper, actionable data than archival reviews alone.
Reference:ATD Handbook, Focus Groups for Organizational Assessment.

99. Frage
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

Antwort: D

Begründung:
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).

100. Frage
Which process steps should be included in a chart displaying the results of an after-action review?

A. Schedules, resources, constraints, results
B. People, processes, proficiencies, competencies
C. Barriers, metrics, feedback, rewards
D. Problems, solutions, actions, outcomes

Antwort: D

101. Frage
An operations director for a retail call center asks a talent development (TD) manager to analyze the recent rise in incorrect orders, which are up 40% in the past month.
Step 2
Metrics show that most of the incorrect orders were handled by employees hired within the past six months.
Further analysis shows these new hires lacked the knowledge needed to do the job correctly.
Step 3
A review of the training materials for new hires indicates that the material was aligned to the job requirements. The delivery methods specified were appropriate and aligned with skills application. Follow-up revealed that the trainer only lectured the new hires and did not follow the training delivery methods as designed.
Which solution(s) should the TD manager present to the call center operations director and all stakeholders?

A. Create job aids.
B. Coach the trainer on facilitation methods.
C. Redesign the training.
D. Revise the training materials to clarify the role of the trainer.
E. Retrain call center employees hired within the last six months.

Antwort: B

102. Frage
Which is a direct result of providing good navigation for participants in an e-learning environment?

A. Controlling the participants' learning environment
B. Understanding the logic behind the chosen learning intervention
C. Receiving regular feedback on the participants' performance
D. Measuring the return on investment (ROI) of the training program

Antwort: C

103. Frage
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CPTD Originale Fragen & CPTD Prüfungsfrage

ATD CPTD Prüfungsplan:

CPTD Prüfungsfrage, CPTD Ausbildungsressourcen

ATD The Certified Professional in Talent Development CPTD Prüfungsfragen mit Lösungen (Q98-Q103):