CUSTOMIZABLE ATD CPTD PRACTICE EXAM SOFTWARE

Customizable ATD CPTD Practice Exam Software

Customizable ATD CPTD Practice Exam Software

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Tags: CPTD Reliable Exam Sample, CPTD Lead2pass, CPTD Detailed Study Plan, Exam CPTD Format, CPTD Valid Exam Labs

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ATD The Certified Professional in Talent Development Sample Questions (Q75-Q80):

NEW QUESTION # 75
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. Read the results of exit surveys and interviews
  • B. Discuss performance gaps with external clients and senior leadership
  • C. Facilitate focus groups with employees across all levels
  • D. Evaluate performance reviews to assess ratings and written narratives

Answer: C

Explanation:
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.


NEW QUESTION # 76
Which approach would be most effective for managers to improve feedback conversations with their direct reports?

  • A. Schedule time daily for feedback sessions
  • B. Adapt feedback to the individual's needs
  • C. Homogenize feedback as much as possible
  • D. Always deliver feedback in a private setting

Answer: B

Explanation:
Coaching and Feedback Best Practicesfrom theATD Handbookrecommend that"effective feedback must be customized to the individual's communication preferences and motivational needs to be most effective".
Rigid feedback approaches reduce engagement.
Reference:ATD Handbook for Training and Talent Development (2022), Feedback Skills.


NEW QUESTION # 77
A talent development (TD) professional is asked to offer training to entry-level employees on a new online software that will change many processes in their work. Which is the best way for the TD professional to prepare a learner-centered course?

  • A. Collect information on the employees' current job functions and how the software will change their work, understand employees' fears about the new software, and research how the new software will benefit them
  • B. Collect information on what the organization expects from employees, research commonly used terms, and understand potential barriers to learning
  • C. Research how the new online software works, collect screenshots for job aids that will be distributed during the training, and outline the training in a logical order based on the steps of the new process to match the job aids
  • D. Research how the new processes will flow, outline the training in sequential order based on the processes, and verify with subject matter experts that the content is correct

Answer: A

Explanation:
TheATD Instructional Design Modelemphasizes: "Design must start from the learner's perspective, understanding current workflows, fears, and motivation for change".
Empathy-driven design ensures relevance and adoption.
Reference:ATD Handbook, Learner-Centered Instructional Design.


NEW QUESTION # 78
What are the basic quadrants of a balanced scorecard approach?

  • A. Cost, quality, time, and performance outcomes
  • B. Financial, customer, internal processes, and learning and growth
  • C. Revenue, profit, customer satisfaction, and employee satisfaction
  • D. Planning, analysis, design, and control

Answer: B

Explanation:
Kaplan and Norton's Balanced Scorecardframework (Certification Reading List) identifies the four quadrants as:
* Financial,
* Customer,
* Internal Business Processes,
Reference:The Balanced Scorecard: Translating Strategy into Action (Kaplan & Norton).


NEW QUESTION # 79
A talent development professional is providing coaching to an individual. Which action is most likely to improve success for the coaching action plan?

  • A. Be specific whether an action is a goal or a task
  • B. Write out the action plan
  • C. Allow others to define actions for the person receiving coaching
  • D. Obtain stakeholder approval for the action plan

Answer: A

Explanation:
Effective coaching, per theATD Coaching Certificate Program(Certification Reading List), involves setting clear distinctions between tasks and broader goalsto help coachees understand immediate next steps versus overall outcomes.
Vague plans reduce accountability and progress tracking.
Reference:ATD Coaching Certificate Program Materials.


NEW QUESTION # 80
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