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ATD The Certified Professional in Talent Development CPTD Dumps in PDF

Free ATD CPTD Real Questions (page: 5)

CPTD PDF — 122 Questions

[Organizational Capability]
A talent development professional is planning a company-wide volunteer day event. One of the risk factors identified is the possibility that too few volunteers will participate.
What are the two primary considerations in evaluating this risk?

  1. Who can help mitigate the risk and will they accept full responsibility?
  2. Is it reasonable to accept this particular risk, and if so, how can it be prevented?
  3. Can the risk be prevented, and what should be done if it occurs anyway?
  4. How likely it is that this particular risk will occur and what is the impact if it does occur?

Answer(s): D



[Organizational Capability]
A talent development (TD) professional is starting to plan an organizational development strategy.
Which task should the TD professional perform first?

  1. Define the goals of the strategy
  2. Determine the scope of the learning plan
  3. Make an itemized budget
  4. Specify the skills that will be developed by the participants

Answer(s): A



[Professional Capability]
According to Mager, what are the three components of a learning objective?

  1. Skill, priority, and sequence
  2. Condition, performance, and criteria
  3. Content, approach, and implementation
  4. Criteria, observation, and evaluation

Answer(s): B



[Organizational Capability]
Which steps are considered best practice when making a business case for a talent development program?

  1. Gathering data, defining a rationale, and delivering supporting information
  2. Developing a budget, performing an organizational analysis, and creating an evaluation plan
  3. Creating a program vision, defining values, and establishing competencies
  4. Holding focus groups, reviewing employee engagement surveys, and interviewing senior leaders

Answer(s): A



[Professional Capability]
What should a talent development professional do to best facilitate retention in a multi-subject course?

  1. Test for all content at the end of the course
  2. Put all exercises at the end of the training
  3. Utilize one activity per subject during the course
  4. Space activities around each subject throughout the course

Answer(s): D



[Organizational Capability]
A talent development professional has surveyed employees about their needs. To encourage employee engagement, which approach is best for sharing the survey results?

  1. Facilitate a conference call and present all responses shortly after the employees have taken the survey
  2. Gather the employees in one place and present a visual summary shortly after the employees have taken the survey
  3. Summarize responses and send a report shortly after the employees have taken the survey
  4. Distribute a presentation summarizing the results along with the action plan a few months after the employees have taken the survey

Answer(s): C



[Organizational Capability]
A project manager just learned of a significant delay in meeting a project milestone.
Which option would be best for communicating information about the delay to external stakeholders dispersed across multiple time zones?

  1. Call each targeted stakeholder on the telephone and verbally explain the delay situation
  2. Schedule a web conference to explain the delay situation with the targeted stakeholders simultaneously
  3. Send an email to all of the targeted stakeholders to explain the delay situation
  4. Text an instant message to targeted stakeholders to explain the delay situation

Answer(s): C



[Professional Capability]
Some talent development professionals skip Level 2 evaluations thinking Levels 3 and 4 are sufficient to prove success.
Why is this a dangerous assumption?

  1. Levels 1 to 4 must be completed in stepped order
  2. Level 2 evaluations are the only way to confirm application of knowledge
  3. If Level 3 and Level 4 results are poor, the training quality could be questioned
  4. Level 4 evaluations require data captured during Level 2 evaluations

Answer(s): C



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