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ATD CPTD - The Certified Professional in Talent Development

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Total 170 questions

Which is an example of both learning through experience and learning through influence by interactions with people?

A.

Conceptualism

B.

Behaviorism

C.

Constructivism

D.

Relativism

What is the focus of design thinking?

A.

People

B.

Performance

C.

Problem

D.

Process

A hacker was successful in accessing a financial services company ' s database of customer information after an employee clicked on a phishing email link. The company ' s chief executive officer (CEO) created a project team to address the security breach. As a member of the project team, a talent development (TD) professional is asked to evaluate the current security training for effectiveness. Since this is an urgent issue, the project team has been given 30 days to present recommendations.

Step 2

The data obtained indicates that the current training focuses on defining phishing and does not provide examples or information on how to recognize it and what actions to take.

Step 3

The project team decides that test phishing emails should be created to train employees about phishing and to collect more data on the issue.

Which step(s) should the TD professional take to analyze the effectiveness of the implemented solution?

Step 4

The test phishing emails are created, and the information technology department sets up the deployment schedule and results tracking for the emails. Over the first month, results indicate that 50% of the employees who received the emails clicked on the phishing link and received additional training on recognizing phishing emails.

A.

Continue sending phishing emails to gather more data.

B.

Conduct an employee survey of the training solution.

C.

Interview employees who clicked on the phishing email.

D.

Create an executive focus group to review the progress.

E.

Analyze the results for trends by job role.

F.

Send a Level 1 evaluation to all employees.

Which is the primary purpose of an employee engagement survey?

A.

Engage employees

B.

Identify barriers to performance

C.

Provide an action plan

D.

Serve as a performance management review

After collecting evaluation data using a detailed questionnaire, what data display should be used in the first stage of the analysis?

A.

One-way table

B.

Box plot

C.

Line graph

D.

Frequency table

Which action by a talent development professional would be most useful in helping a company support employee development when there is a wide range in ages in the workplace?

A.

Review career paths and develop strategies to improve the needed skill sets among all employees

B.

Review course offerings and ensure there are plenty of instructor-led training classes to meet the requirements of the older workers

C.

Review job titles and descriptions and rewrite them to fit the different age ranges within the workforce

D.

Review employee benefits and perks to attract the age range preferred by the organization

A talent development (TD) professional has gained upper management ' s support to introduce individual development plans (IDPs) as a tool for employee development. Which first steps should the TD professional take to launch a successful IDP program?

A.

First link the IDP framework to the organization ' s mission statement; second collect and share data to show executives the impact of IDPs on employee skills development and attrition

B.

First, create an IDP framework that links to the organization ' s business strategy; second, support and educate managers on their role as they initiate the process with their direct reports

C.

First, create a company-wide communications plan to promote the program launch; second, educate employees on goal-setting best practices as they complete their IDPs

D.

First, create an IDP framework and formal check-in timeline; second require managers to submit IDP progress reports on a quarterly basis or risk having their network access blocked

As part of an evaluation, a training manager observes role-plays among participants. Which is the highest level of evaluation that can be achieved through this method?

A.

Reaction

B.

Learning

C.

Behavior

D.

Results

A talent development (TD) professional has been asked to create a training program. The focus of the training is to motivate employees to be leaders in their regions and help the organization work toward its strategic priorities. The TD professional knows that the learners will vary in their ability to learn and their prior knowledge, but they are motivated. What is the best action for the TD professional to take to ensure successful learning transfer?

A.

Request that all learners take an online course with basic information prior to the in-person session and create activities that allow participants opportunities to practice what they are learning throughout the training

B.

Create online learning prior to the in-person session to explain why this training is important to the organization and how it could benefit the learners personally

C.

Send a survey to all learners before the in-person session to help determine their prior knowledge, and provide a summary of the session ' s key points after the training

D.

Ensure that each training room has a clean and welcoming environment and create extra sessions for any learners who would like to discuss topics further in smaller groups

Which is the best quality improvement tool for a team that is ready to design a flowchart for a new product release?

A.

Process map

B.

Pareto chart

C.

Fishbone diagram

D.

Cause-effect diagram