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| 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.
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| 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.
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| 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.
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ATD The Certified Professional in Talent Development Sample Questions (Q12-Q17):
NEW QUESTION # 12
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. Help the manager to understand how being "uncoachable" puts the manager's job at risk
- B. Report the manager's attitude to a senior leader
- C. Discover the personal triggers that may help the manager become more coachable
- D. Help the manager to develop a career transition plan for a role that is a better fit
Answer: C
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 # 13
Which action by a talent development professional would be most useful in helping a company support employee development when there is a wide range in ages in the workplace?
- A. Review career paths and develop strategies to improve the needed skill sets among all employees
- B. Review job titles and descriptions and rewrite them to fit the different age ranges within the workforce
- C. Review employee benefits and perks to attract the age range preferred by the organization
- D. Review course offerings and ensure there are plenty of instructor-led training classes to meet the requirements of the older workers
Answer: A
Explanation:
Multigenerational Workforce Best Practices(ATD Handbook) advise "focusing on career pathing and skill- building initiatives that meet the needs of all ages rather than targeting solutions by generation".
This approach is equitable and sustainable.
Reference:ATD Handbook, Managing a Multigenerational Workforce.
NEW QUESTION # 14
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 to attend senior strategy sessions
- B. Build a business strategy
- C. Ask senior leaders which programs to retain
- D. Implement a governance board
Answer: D
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 # 15
A new business has recently been formed out of a merger of two international technology start-up companies, and employees from both companies are being merged into new departments for efficiency. Which suggestion would be most useful for a talent development professional to make to the department managers as they get to know their new employees?
- A. Suggest that managers schedule meetings with groups of employees at the same time to facilitate informal introductions
- B. Suggest that managers schedule individual introduction meetings with each employee where they can talk without interruptions or distractions
- C. Suggest that managers send out a communication to welcome their new teams, encouraging each employee to schedule time to meet with their manager
- D. Suggest that managers host introduction meetings and describe their plan to deliver a successful outcome to the new department
Answer: B
Explanation:
Merging Cultures and Building Trust(ATD Organizational Development Materials) recommends
"individual, distraction-free introductions to build personal trust, which is crucial in early-stage team formation after mergers".
Group meetings may overlook individual concerns.
Reference:ATD Handbook, Change Management in Mergers and Acquisitions.
NEW QUESTION # 16
What is the main objective of a quality workforce planning process?
- A. Ensuring that the right numbers of the right kinds of people are available at the right times and in the right place
- B. Creating a self-reliant workforce in which employees build valuable skills and prepare for the future
- C. Increasing productivity from a pool of developed talent that is highly engaged in the organization
- D. Empowering employees to manage their own careers through internal support centers and counselors
Answer: A
Explanation:
Workforce planning, according to theATD Talent Development Capability Model, ensures "an adequate supply of talent with the right skills is available to meet organizational demands now and in the future".
It is a balance of quantity, quality, timing, and placement.
Reference:ATD Talent Development Capability Model, Workforce Planning.
NEW QUESTION # 17
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