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ATD The Certified Professional in Talent Development Sample Questions (Q19-Q24):

NEW QUESTION # 19
An organization with high turnover had attempted to reduce turnover by increasing wages and paid time off.
A year later, the turnover rate had not changed. Which is the best approach for solving the issue?

A. Six Sigma
B. Organizational change theory
C. Complexity theory
D. Systems thinking

Answer: D

Explanation:
As per theCPTD Detailed Content Outline(2020), withinImpacting Organizational Capability, using systems thinkingis emphasized to solve complex organizational issues. Systems thinking "recognizes that organizational challenges are rarely isolated but are instead interconnected with multiple causes and effects.
Solutions must address the full system, not just surface-level symptoms".
Simply adjusting wages addresses only a symptom. Systems thinking would analyze broader causes like leadership quality, job design, communication, or growth opportunities influencing turnover.
Reference:CPTD Detailed Content Outline, Domain 3: Impacting Organizational Capability, Systems Thinking.

NEW QUESTION # 20
Which is the most effective way to communicate the value of a leadership program to a stakeholder who has a driver listening style?

A. Discuss how the program will affect the emotional intelligence of the participants
B. Provide a summary of specific program features and outcomes in a bullet list
C. Hold a big-picture discussion while presenting conceptual information
D. Present evidence from other companies indicating that the program will be successful

Answer: B

Explanation:
Stakeholder Communication Guidelines(ATD Handbook) note that "drivers prefer concise, action-oriented communication - bullet points highlighting results, not narratives or discussions of emotions".
Efficiency and results orientation are critical for drivers.
Reference:ATD Handbook, Communication Styles and Stakeholder Management.

NEW QUESTION # 21
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 presentations were not polished enough, and the trainer should have practiced more before the session
C. The learners were not motivated to learn the content presented to them and did not see how it related to the task at hand
D. The training did not take into account the fact that the learners were experienced and motivated to learn

Answer: A

Explanation:
According toATD's Handbook for Training and Talent Development, 3rd edition(2022), successful learning for adults requires an experiential design where "learnersactively practice new skills, especially when learners are senior, experienced, and goal-oriented." The book further states, "Providing theoretical knowledge alone without practice exercises will fail to meet experienced learners' needs".
This group required strategic simulations or practice opportunities, not lectures alone. Thus, lack of practice was the key deficiency.
Reference:ATD's Handbook for Training and Talent Development (2022), Adult Learning Principles.

NEW QUESTION # 22
Determining appropriate sample size for a project depends on which element?

A. The frequency with which the tool is administered
B. The type of research methodology that has been selected
C. The ease with which members of the population may be identified
D. The level of confidence that the results were not caused by chance

Answer: D

Explanation:
Sampling and Survey Methodology(Certification Reading List) confirms: "Sample size decisions hinge on the desiredconfidence level-how sure you want to be that findings are not due to random chance".
Higher confidence levels require larger sample sizes.
Reference:Survey Research Methods, Floyd Fowler.

NEW QUESTION # 23
Which learning objective domain is most difficult to observe and measure?

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

Answer: C

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 # 24
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