ATD CPTD - The Certified Professional in Talent Development
Two manufacturing companies in different cities—Company A and Company B—have recently undergone a merger but will continue operating separately for the immediate future. Company B did not have a talent development (TD) department, so the TD professional who reported to the chief executive officer (CEO) of Company A before the merger will now report to the CEOs of both companies. The TD professional is asked by the CEO of Company A to put together a team-building program to get the employees from both companies to work well together.
The TD professional has a meeting with the CEO of Company B, who believes the training should be postponed for at least six months so the two groups of employees can operate autonomously as if the merger had not happened.
The CEO of Company B has resigned, and the CEO of Company A now leads both organizations. The CEO still wants to conduct team-building activities and recommends that the senior leadership team of Company B travel to the site of Company A for a meeting to plan the team-building activities.
What should the TD professional do?
An external coach is contracted by a company to work with three of its executive vice presidents (EVPs). During the scheduled sessions, two of the EVPs show up late and request that their coaching sessions be extended to make up for the missed time. Which is the most ethical and appropriate action for the coach to take?
A talent development (TD) professional has been hired as a consultant for a 20-person manufacturing company. The TD professional has not worked in this industry before. Several employees have complained to the human resources (HR) department that some supervisors have been disrespectful toward them when giving feedback. The HR manager decides that company-wide training on appropriate feedback is needed. The TD professional is assigned to conduct a needs analysis and to report the results to the HR manager in two days.
As a result of the needs analysis, the TD professional finds that some supervisors do not know how to give appropriate feedback and some employees do not respond well to feedback. The HR manager authorizes the TD professional to conduct a one-time, three-hour, instructor-led training program for all employees on giving and receiving effective feedback.
The TD professional decides to incorporate role-play in the training and plans to use the HR manager as the subject matter expert (SME) to create the necessary role-play scenarios. The training program is due in one month. The HR manager is not available in that time frame but notes that a newly hired HR intern is available and suggests that this intern act as an SME in creating the scenarios. Management has decided that the training cannot be postponed.
What should the TD professional do?
In project management, which is a best practice prior to creating a communication plan?
When reviewing a talent development (TD) professional’s design plan, a key subject matter expert provides the feedback, “This won’t work. Try again.†The TD professional feels anger and that their hard work has been criticized unfairly. Which would be the most emotionally intelligent response to the expert?
When establishing a talent development (TD) department, how would the TD director best align the department ' s role to achieve the business strategy?
According to Rummler and Brache ' s performance variables model, which finding suggests a performance breakdown at the organization level?
In designing a training program, a talent development professional would like to include post-training skill reinforcement. Which would be the most effective way to reinforce the learning?
A talent development professional is following the return on investment (ROI) methodology. Which data collection method will be most useful for collecting Level 4 data?
Which is the most beneficial action a manager can take to impact an employee ' s career development?
