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CPTD Exam Practice | New CPTD Test Syllabus

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ATD CPTD Exam Syllabus Topics:

Topic
Details

Topic 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.

Topic 2

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.

Topic 3

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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ATD The Certified Professional in Talent Development Sample Questions (Q67-Q72):

NEW QUESTION # 67
An organization has just finalized its strategic planning process and established four business goals for the next period. The talent development (TD) professional is meeting with the chief executive officer to discuss how the learning function can best support the achievement of these goals. Which meeting objective will best allow the TD professional to align the learning goals with these business goals?

A. Identify the training calendar for the next period
B. Identify the business goals that require employee development
C. Identify the resources required to drive these business goals
D. Identify the performance gaps of employees

Answer: B

NEW QUESTION # 68
When establishing a talent development (TD) department, how would the TD director best align the department's role to achieve the business strategy?

A. Develop a strategic workflow that includes daily, weekly, monthly, and quarterly tasks that cover all training and development disciplines
B. Create a mission statement that explicitly states the department's endeavor to provide learning solutions that produce meaningful business results
C. Implement a strategy to recruit and hire a staff of TD professionals skilled in instructional design, e- learning software, facilitation, and evaluation
D. Identify a learning management system that specifically tracks the number of learning solutions that are created for the business units

Answer: B

Explanation:
TheATD Talent Development Capability Modeladvises that "creating a mission aligned with business outcomes is critical to gain support and ensure that TD activities are viewed as strategic contributors rather than tactical service providers".
Mission-first approach is foundational.
Reference:ATD Talent Development Capability Model, Strategic Alignment.

NEW QUESTION # 69
An engineering company utilizes two learning management systems (LMSs): one manages technical training, and the other manages professional development (or non-technical training) for all of the company's engineers. Over time, changes in reporting requirements have caused the use of two different systems to be difficult and time-consuming. It has been decided that a new LMS is to be selected, with a goal of improving the time constraints of using training information from both systems. A talent development (TD) professional is put in charge of facilitating the selection and implementation of the new LMS.
After completing the research process, the TD professional develops a strong business case to recommend LMS Provider A. A few days before the recommendation is presented to the executive leadership team, the TD professional's supervisor hears about LMS Provider Z at a networking meeting and suggests that the TD professional consider Provider Z, which was not included in the TD professional's analysis.
What should the TD professional do?

A. Compare Provider Z to the existing analysis that led to the TD professional's recommendation.
B. Bring in Provider A to make a presentation to the TD professional's supervisor.
C. Proceed with recommending Provider A regardless of this alternative recommendation.
D. Present the potential positive business outcomes for selecting Provider A.
E. Ask the TD professional's supervisor probing questions to determine the reason(s) for recommending Provider Z.
F. Tell the supervisor that Provider Z will not work.
G. List the negative outcomes if Provider Z is selected.
H. Ask the information technology director to help influence the TD professional's supervisor.

Answer: A,E

NEW QUESTION # 70
An organization with high turnover had attempted to reduce turnover by increasing wages and paid time off.
A year later, the turnover rate had not changed. Which is the best approach for solving the issue?

A. Systems thinking
B. Six Sigma
C. Organizational change theory
D. Complexity theory

Answer: A

Explanation:
As per theCPTD Detailed Content Outline(2020), withinImpacting Organizational Capability, using systems thinkingis emphasized to solve complex organizational issues. Systems thinking "recognizes that organizational challenges are rarely isolated but are instead interconnected with multiple causes and effects.
Solutions must address the full system, not just surface-level symptoms".
Simply adjusting wages addresses only a symptom. Systems thinking would analyze broader causes like leadership quality, job design, communication, or growth opportunities influencing turnover.
Reference:CPTD Detailed Content Outline, Domain 3: Impacting Organizational Capability, Systems Thinking.

NEW QUESTION # 71
A talent development (TD) professional facilitates a three-week training course for all of a company's new hires. Company onboarding guidelines state that new hires must pass the course final exam with a score of
80% or higher in order to continue in the job, but the guidelines also provide for some discretion on the part of the hiring manager. Participant A fails the final exam with a score of 78%. Participant A was frequently late to training, did not readily participate, and fell asleep twice during the course.
What should the TD professional do?

A. Reassess the exam scoring process.
B. Redesign the course to make it more engaging.
C. Consult with the human resources (HR) department and the hiring manager, and offer to have Participant A retake the exam.
D. Recommend termination of Participant A.
E. Provide the exam results to the HR department and the hiring manager.
F. Document the observable behaviors, and provide these data points to the HR department and the hiring manager.

Answer: F

NEW QUESTION # 72
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