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ATD CPTD - The Certified Professional in Talent Development

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Total 170 questions

A talent development (TD) professional has been asked to analyze training effectiveness in relation to company finances. Specifically, management wants to know if the training will pay for itself in 18 months. Which tool should the TD professional use?

A.

Break-even analysis

B.

Return on investment (ROI)

C.

Price to earnings ratio

D.

Fixed costs to total labor ratio

What is the main objective of a quality workforce planning process?

A.

Empowering employees to manage their own careers through internal support centers and counselors

B.

Increasing productivity from a pool of developed talent that is highly engaged in the organization

C.

Creating a self-reliant workforce in which employees build valuable skills and prepare for the future

D.

Ensuring that the right numbers of the right kinds of people are available at the right times and in the right place

Which statement should be included in an employee engagement survey to best understand company culture?

A.

I receive a competitive benefits package.

B.

I understand the needs of my customers.

C.

I am empowered to make decisions.

D.

My job makes good use of my skills.

Which is the most effective way for a facilitator to incorporate adult learners ' previous experience?

A.

Invite discussions on the content

B.

Utilize case studies detailing typical experiences

C.

Link objectives to internal motivators

D.

Provide significant practice with feedback

Which is the best practice to incorporate when designing a new performance management strategy?

A.

Require all review discussions be performed face-to-face

B.

Have managers set stretch goals for their direct reports

C.

Ask managers to rank their team members by performance

D.

Determine managers ' current skills at performing appraisals

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.

Which data collection method(s) would be most appropriate for the TD professional to use to complete the needs analysis?

A.

Pretest

B.

Observations

C.

Policy review

D.

Focus groups

E.

Benchmark study

A manager is trying to identify the root cause of a departmental problem by interviewing employees. In which situation is the manager employing the Socratic method of questioning?

A.

Repeatedly asking why the problem is happening until employees feel that they have analyzed the problem thoroughly

B.

Claiming ignorance of the problem and asking questions that elicit employees ' fullest knowledge of the topic

C.

Asking questions that require more than a one-word answer and encouraging others to draw on their own experiences

D.

Sharing expertise about the problem, and asking direct questions that help check for understanding of the problem and test for consensus

A pharmaceutical company wants to overhaul its compliance training. Some of the executives think that generic training from an external vendor would be cheaper. The talent development (TD) manager knows that customized training built internally would better meet the need. What would best help the TD manager make the case to build the training internally?

A.

A cost breakdown of having all employees attend external vendor training

B.

Metrics on participant satisfaction after attending internal training

C.

Data showing how customized training better aligns to corporate requirements

D.

Information on how compliance violations impact the company ' s reputation and finances

A TD professional at an online retail company is approached by one of the company ' s cloud services managers, who is concerned about the cloud services team ' s recent work performance. The manager states that the team members repeated the same mistakes from past teams. The TD professional performs a needs analysis and determines that the team members did not leverage information, best practices, and historical data recorded by past teams in the company ' s knowledge management system (KMS).

The TD professional determines that the team members are not motivated to use the KMS because they find it too time-consuming to access useful information.

The TD professional implements strategies to engage and motivate the cloud services team members in using the KMS. The TD professional now wants to enlist the cloud services managers to ensure continued use of the KMS by the team members.

What should the TD professional do?

A.

Provide all managers with a brief guide on follow-up techniques to use with their teams.

B.

Create opportunities for managers to share best practices and brainstorm solutions to challenges.

C.

Recommend that manager bonuses be tied to usage statistics.

D.

Suggest that the human resources team add a line to manager job descriptions stating their responsibility for creating a culture of knowledge sharing.

E.

Encourage managers to recognize and reward team members who increase their KMS usage appropriately.

F.

Request that managers be provided with regular reports on KMS usage by their team members.

G.

Have managers sign a contract to ensure they will support the KMS effort to the fullest extent.

Who is responsible for learning in the inclusive leadership theory?

A.

Employees and managers

B.

Organization and employees

C.

Human resources leadership and employees

D.

Organization and managers