The Certified Professional in Talent Development (CPTD) Free Practice Test

Question 1

An operations director for a retail call center asks a talent development (TD) manager to analyze the recent rise in incorrect orders, which are up 40% in the past month.
Step 2
Metrics show that most of the incorrect orders were handled by employees hired within the past six months.
Further analysis shows these new hires lacked the knowledge needed to do the job correctly.
Step 3
A review of the training materials for new hires indicates that the material was aligned to the job requirements. The delivery methods specified were appropriate and aligned with skills application. Follow-up revealed that the trainer only lectured the new hires and did not follow the training delivery methods as designed.
Which solution(s) should the TD manager present to the call center operations director and all stakeholders?

A. Redesign the training.

B. Coach the trainer on facilitation methods.

C. Revise the training materials to clarify the role of the trainer.

D. Retrain call center employees hired within the last six months.

E. Create job aids.

Correct Answer: B

Question 2

Which needs statement is most likely to encourage a stakeholder to support the investment around developing skills in retail sales?

A. Store managers have requested a two-day workshop that can be delivered at each store, focused on teaching their associates how to sell more items, thereby earning larger sales commissions.

B. Store managers indicate they are not ready for the upcoming holiday season, due to inconsistent skills and capabilities among their teams, thereby preventing them from meeting their targeted revenues.

C. Feedback from associates indicates that they would prefer annual training opportunities to learn new skills from the top sellers, in order to improve their opportunity to earn large sales commissions.

D. Feedback from their top sellers indicates that in the majority of instances clients were inclined to buy more items, versus a single item, when they could see how everything came together as a cohesive outfit.

Correct Answer: B

Question 3

A course requires a participant to go on a virtual search to find a video from the company president and an electronic document outlining specific roles and responsibilities. This is an example of which of the following?

A. Collaboration technology

B. Electronic performance support system

C. Synchronous learning

D. Multimedia approach

Correct Answer: B

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Question 4

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.
Which activity (activities) would be appropriate for this training program?

A. Facilitated discussion

B. Role-play

C. Simulation

D. Mentoring

E. Case studies

F. Coaching

Correct Answer: A,B,E

Question 5

When linking training design to training objectives that support Level 3 evaluation, what should the training objectives reflect?

A. Learners ' reactions

B. Learning transfer

C. Knowledge acquisition

D. Return on investment (ROI)

Correct Answer: B

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Question 6

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

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

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

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

Correct Answer: C

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Question 7

Which is the best example of an effective learning or behavioral outcome statement?

A. Learners should be able to prepare an analytical report with data analysis communication and problem- solving skills, according to the standard that defines management preferences, by the end of the course

B. Learners should be able to recall flight instruments with 90% accuracy on a flight technician qualifying exam given a detailed diagram of flight instruments, instruction about this system, and practice opportunities

C. Learners should understand key sales techniques for selling time-shares without error given instruction, practice by recording themselves, and feedback from colleagues

D. Learners will be able to design a quality online course according to nationally recognized quality standards on their second attempt through the course review process

Correct Answer: B

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Question 8

An organization is using Kotter ' s eight-step process during a change management initiative. Which action best supports creating a vision for change?

A. Develop a summary of how the change will support the organization ' s values and provide improvements.

B. Secure a commitment from key stakeholders and leaders within the organization to help lead the change.

C. Link organizational goals, employee recruitment, training, and performance reviews to the desired change.

D. Identify people who are resisting the changes and help them see what is needed to make the change happen.

Correct Answer: A

Question 9

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

A. Cause-effect diagram

B. Fishbone diagram

C. Pareto chart

D. Process map

Correct Answer: D

Question 10

In analyzing job performance, a talent development professional identifies that while workers know the process for building products, they are not following it every time, leading to an increase in quality defects.
Which layer of the modern learning ecosystem is most likely to influence compliance with expected safety protocols?

A. Performance support

B. Formal training

C. Management support

D. On-demand training

Correct Answer: C

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Question 11

A talent development professional has been asked to provide feedback to a trainer about an in-person session that received poor evaluation responses. The training was for senior-level management to learn to be more strategic and collaborative in their annual planning session. The trainer presented the learners with theories and methods for strategic planning and how to collaborate. Survey responses revealed learners felt they had not learned what they expected to learn. What was the most likely problem?

A. The training did not provide situations where the learners could practice working as a group to come up with strategic priorities

B. The learners were not motivated to learn the content presented to them and did not see how it related to the task at hand

C. The training did not take into account the fact that the learners were experienced and motivated to learn

D. The presentations were not polished enough, and the trainer should have practiced more before the session

Correct Answer: A

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Question 12

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.
Participant B fails the final exam with a score of 60%. Participant B arrived early every day during training to request additional help, actively participated in group activities, took copious notes, and got along with everyone in the course.
What should the TD professional do?
Over the past six months, 40% of new hires have failed the final exam. The human resources manager questions why the failure rate is so high and asks the TD professional to assess the training course.

A. Compare the course ' s learning objectives to the knowledge, skills, and abilities covered in the final exam.

B. Revise the training to be more interactive.

C. Conduct a survey of failed candidates.

D. Review and update the course ' s learning objectives.

E. Conduct an item analysis on the final exam.

F. Change the percentage of correct answers required to pass the final exam.

Correct Answer: A,E

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ATD The Certified Professional in Talent Development (CPTD) Free Practice Test