CPTD EXAM PATTERN | NEW CPTD TEST TESTKING

CPTD Exam Pattern | New CPTD Test Testking

CPTD Exam Pattern | New CPTD Test Testking

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Tags: CPTD Exam Pattern, New CPTD Test Testking, Latest CPTD Test Labs, CPTD Practice Tests, Reliable CPTD Study Materials

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ATD The Certified Professional in Talent Development Sample Questions (Q39-Q44):

NEW QUESTION # 39
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. Ask senior leaders which programs to retain
  • B. Implement a governance board
  • C. Build a business strategy
  • D. Ask to attend senior strategy sessions

Answer: B

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 # 40
Which is the best example of an effective learning or behavioral outcome statement?

  • A. Learners will be able to design a quality online course according to nationally recognized quality standards on their second attempt through the course review process
  • B. Learners should be able to prepare an analytical report with data analysis communication and problem- solving skills, according to the standard that defines management preferences, by the end of the course
  • C. Learners should understand key sales techniques for selling time-shares without error given instruction, practice by recording themselves, and feedback from colleagues
  • D. Learners should be able to recall flight instruments with 90% accuracy on a flight technician qualifying exam given a detailed diagram of flight instruments, instruction about this system, and practice opportunities

Answer: D

Explanation:
Mager's Instructional Objectives Modelstresses that clear objectives must specify:
* Whatthe learner must do,
* How wellthey must perform (criterion),
Reference:Preparing Instructional Objectives, Robert Mager.


NEW QUESTION # 41
Who is responsible for learning in the inclusive leadership theory?

  • A. Human resources leadership and employees
  • B. Employees and managers
  • C. Organization and managers
  • D. Organization and employees

Answer: C

Explanation:
Inclusive Leadership Models(ATD Inclusion Training Guide) assert: "Learning responsibility falls jointly on organizational leadership to set inclusive structures, and on managers to model inclusive behaviors".
Employees are not solely responsible; leadership must drive inclusion.
Reference:ATD Handbook, Building Inclusive Leadership.


NEW QUESTION # 42
When following an organizational diagnosis model, which two variables that impact an organization would most appropriately be examined at both the organizational and group levels?

  • A. Processes and individual motivation
  • B. Culture and technology
  • C. Structure and group composition
  • D. Group behavior and individual attitudes

Answer: B

Explanation:
According toOrganizational Diagnosis Models(CPTD Outline), "Culture and technology operate at both macro (organization-wide) and micro (team or department) levels".
Both deeply shape how work gets done across layers.
Reference:CPTD Detailed Content Outline, Organizational Systems Diagnosis.


NEW QUESTION # 43
A talent development professional has been hired to assess the motivation of a client's workforce and provide a performance improvement solution. Which three questions would be most important to ask the client?

  • A. What motivates the current workforce? What is causing employees' lack of motivation? What would a motivated workforce look like?
  • B. What solutions have you tried in the past for motivating the workforce? What solutions worked? What solutions did not work?
  • C. What goals are the employees accountable for? After a solution is implemented, what will the employees be able to do? What are the objectives for the workforce?
  • D. What are the current workflows and workloads? What are the bottlenecks? What aspects of the work are awkward?

Answer: A

Explanation:
ATD's Performance Improvement modeladvises that "identifying intrinsic andextrinsic motivators, diagnosing causes of demotivation, and defining successful future states are critical diagnostic questions".
Understanding root causes of motivation gaps is essential before prescribing solutions.
Reference:ATD Handbook, Performance Improvement Processes.


NEW QUESTION # 44
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