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Free PDF 2025 Latest ATD CPTD Exams

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ATD The Certified Professional in Talent Development Sample Questions (Q46-Q51):

NEW QUESTION # 46
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. Information on how compliance violations impact the company's reputation and finances
B. Metrics on participant satisfaction after attending internal training
C. Data showing how customized training better aligns to corporate requirements
D. A cost breakdown of having all employees attend external vendor training

Answer: C

Explanation:
Business Case Guidelines for Talent Development(ATD Handbook) stress that "alignment to corporate goals and requirements is the most compelling argument when proposing customized versus off-the-shelf solutions".
Cost alone is not strategic enough; alignment is key.
Reference:ATD Handbook, Building the Business Case for TD.

NEW QUESTION # 47
Which learning objective domain is most difficult to observe and measure?

A. Psychomotor
B. Cognitive
C. Interpersonal
D. Affective

Answer: D

Explanation:
TheATD HandbookandBloom's Taxonomyexplain that theAffective domain(attitudes, values, feelings) is
"the most challenging to measure because changes are internal and often not immediately observable".
Cognitive (knowledge) and psychomotor (skills) are easier to test objectively.
Reference:Bloom's Taxonomy of Educational Objectives.

NEW QUESTION # 48
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. Repeatedly asking why the problem is happening until employees feel that they have analyzed the problem thoroughly
C. Sharing expertise about the problem, and asking direct questions that help check for understanding of the problem and test for consensus
D. Claiming ignorance of the problem and asking questions that elicit employees' fullest knowledge of the topic

Answer: D

Explanation:
TheSocratic Method(Educational Psychology Certification Reading) is defined as "posing purposeful, open- ended questions from a position of ignorance to stimulate critical thinking and fuller exploration".
It's not about telling; it's about drawing out.
Reference:The Socratic Method: Critical Thinking and Dialogue, Paul & Elder.

NEW QUESTION # 49
According to Mager, what are the three components of a learning objective?

A. Content, approach, and implementation
B. Criteria, observation, and evaluation
C. Skill, priority, and sequence
D. Condition, performance, and criteria

Answer: D

Explanation:
PerRobert Mager'smodel fromPreparing Instructional Objectives(Certification Reading List), a complete learning objective must specify thePerformance,Condition, andCriterion.
* Performance: What the learner must do
* Condition: Under what conditions the performance occurs
Reference:Preparing Instructional Objectives, Robert Mager.

NEW QUESTION # 50
Which activity represents the best example of a meaningful diversity and inclusion strategy in a workplace?

A. Solicit input from employees and gather interest in various topics to offer targeted webinars to the organization around diversity and inclusion
B. Implement a fixed hiring model that will ensure at least one person from every type of diversity group is represented in the local/regional workforce
C. Establish an executive-sponsored mentoring program with a designated budget and practices designed to support employees to increase the value they bring to the company
D. Issue an invitation to all employees to join the company's diversity committee so they can direct the company's activities around diversity and inclusion

Answer: C

Explanation:
According to theATD Talent Development Capability Model(2024), underCultural Awareness and Inclusion(part of Building Personal Capability), success is defined by embedding diversity, equity, and inclusion (DEI) efforts into business practices. Specifically, "effective DEI practices must be executive- sponsored, measurable, budgeted, and tied to business outcomes, not just compliance or check-the-box activities".
A mentoring program sponsored at the executive level with a dedicated budget directly reflects systemic support, leadership engagement, and a sustainable inclusion effort.
Reference:ATD Talent Development Capability Model, Cultural Awareness & Inclusion, 2024.

NEW QUESTION # 51
......

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Ron Walker Ron Walker

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