CPTD ATD The Certified Professional in Talent Development Free Practice Exam Questions (2025 Updated)

Which is the most beneficial action a manager can take to impact an employee's career development?

Which is the best step to take first when developing leadership competencies?

Which statement best describes D.E. Super's theory of career development?

Which metric would show the most alignment with senior management and organizational goals?

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.

How should the TD professional engage and/or motivate the team to utilize the KMS?

Which organizational attribute is most likely to undermine the long-term success of a talent development initiative?

Which is the primary purpose of an employee engagement survey?

An external coach is contracted by a company to work with three of its executive vice presidents (EVPs). During the scheduled sessions, two of the EVPs show up late and request that their coaching sessions be extended to make up for the missed time. Which is the most ethical and appropriate action for the coach to take?

A talent development professional has been hired to assess the motivation of a client's workforce and provide a performance improvement solution. Which three questions would be most important to ask the client?

Which is an example of original work that can be copyrighted?

Some talent development professionals skip Level 2 evaluations thinking Levels 3 and 4 are sufficient to prove success. Why is this a dangerous assumption?

Which technique can be used to improve transfer of skills gained in training?

A talent development (TD) professional has been contracted to design a training program on cross-cultural communications. The organization's goal is to foster a more inclusive workplace environment. Which action would best help the TD professional assess the organizational environment to identify specific performance objectives?

A talent development (TD) professional works at a small Internet-based company. The TD professional is tasked with training a group of customer service representatives to process refunds in a new software application.

Step 2

The TD professional is creating the training plan for the new software and wants to develop the learners' troubleshooting skills by incorporating unexpected complexities that staff might encounter.

Step 3

The training plan is created and approved, and the TD professional develops the training materials.

What should the TD professional do to prepare for the delivery of in-person training?

Which is the most effective approach for a talent development professional to test and evaluate learning management systems (LMSs)?

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

An engineering company utilizes two learning management systems (LMSs): one manages technical training, and the other manages professional development (or non-technical training) for all of the company's engineers. Over time, changes in reporting requirements have caused the use of two different systems to be difficult and time-consuming. It has been decided that a new LMS is to be selected, with a goal of improving the time constraints of using training information from both systems. A talent development (TD) professional is put in charge of facilitating the selection and implementation of the new LMS.

What should the TD professional do to facilitate the selection process?

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.

The TD professional decides to incorporate role-play in the training and plans to use the HR manager as the subject matter expert (SME) to create the necessary role-play scenarios. The training program is due in one month. The HR manager is not available in that time frame but notes that a newly hired HR intern is available and suggests that this intern act as an SME in creating the scenarios. Management has decided that the training cannot be postponed.

What should the TD professional do?

The total cost of ineffective e-learning includes the cost of which factors?