RELIABLE ATD CPTD EXAM PATTERN & REAL CPTD QUESTION

Reliable ATD CPTD Exam Pattern & Real CPTD Question

Reliable ATD CPTD Exam Pattern & Real CPTD Question

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ATD The Certified Professional in Talent Development Sample Questions (Q74-Q79):

NEW QUESTION # 74
Which question is most critical for a talent development professional to answer before implementing an employee engagement survey?

  • A. How will the feedback be collected?
  • B. What is the purpose of the survey?
  • C. What will be learned from the feedback?
  • D. Who should be included in the survey?

Answer: B

Explanation:
TheCPTD Detailed Content Outlinespecifies that when gathering organizational data, defining thepurpose of the data collectionis fundamental: "Clear definition of the objective of a data collection effort ensures actionable results that drive talent development strategies aligned with organizational goals".
If the purpose is unclear, all other decisions - such as sampling, methods, analysis - could lead to invalid or irrelevant results.
Reference:CPTD Detailed Content Outline, Domain 3: Impacting Organizational Capability, Data & Analytics section.


NEW QUESTION # 75
Which is the primary purpose of an employee engagement survey?

  • A. Identify barriers to performance
  • B. Provide an action plan
  • C. Engage employees
  • D. Serve as a performance management review

Answer: A

Explanation:
PerATD's Guide to Employee Engagement, "The primary goal of an engagement survey is to diagnose gaps or barriers that inhibit high performance and satisfaction, not just to gather attitudes".
Surveys are diagnostic tools, not action plans by themselves.
Reference:ATD Handbook, Employee Engagement Measurement.


NEW QUESTION # 76
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. Facilitate focus groups with employees across all levels
  • B. Read the results of exit surveys and interviews
  • C. Discuss performance gaps with external clients and senior leadership
  • D. Evaluate performance reviews to assess ratings and written narratives

Answer: A

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 # 77
When creating a talent development (TD) initiative, which activity will best help a TD professional gain leadership support for the plan?

  • A. Identifying target participants
  • B. Drafting a business case for learning
  • C. Preparing a detailed budget
  • D. Outlining a list of learning resources

Answer: B

Explanation:
ATD's Business Case Development Standardsstate that "leaders respond best to business cases that connect learning investments directly to strategic priorities and expected results".
Listing resources or participants without showing impact is insufficient.
Reference:ATD Handbook for Training and Talent Development (2022), Business Case for Talent Development.


NEW QUESTION # 78
A talent development (TD) professional is starting to plan an organizational development strategy. Which task should the TD professional perform first?

  • A. Specify the skills that will be developed by the participants
  • B. Define the goals of the strategy
  • C. Determine the scope of the learning plan
  • D. Make an itemized budget

Answer: B

Explanation:
In theATD Talent Development Capability Model, underOrganization Development & Culture, the first critical step to designing any strategy is "defining clear business-aligned goals and objectives to ensure the effort addresses the true needs of the organization".
Without clear goals, subsequent decisions about scope, design, and budget risk being misaligned with organizational priorities.
Reference:ATD Talent Development Capability Model, Organization Development & Culture capability.


NEW QUESTION # 79
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