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ATD The Certified Professional in Talent Development Sample Questions (Q38-Q43):

NEW QUESTION # 38
A talent development (TD) professional has been asked to evaluate the capability of an organization's employees to move into positions of greater responsibility when required. The deliverable will be a report on the skill sets for succession in the organization. What would be the most effective approach for the TD professional to take?

A. Review company training records for past training attendance in leadership sessions; review project committees and leadership roles taken in the committees
B. Send a survey asking about future leadership potential and interest from employees; follow up with a group discussion for those expressing interest in a leadership position
C. Hold focus groups with employees interested in leadership positions to identify potential leaders; meet with senior leaders individually to discuss who they feel could take on greater responsibility within the organization
D. Research and recommend an assessment process such as a 360-degree assessment or a psychometric assessment; review data contained in the performancemanagement system, including past performance reviews

Answer: D

Explanation:
According toSuccession Planning Best Practices(ATD Handbook), "Combining objective assessments (360- degree or psychometric) with performance review data creates the most complete, unbiased profile of leadership readiness".
Self-reports alone are insufficient.
Reference:ATD Handbook, Succession Planning Methods.

NEW QUESTION # 39
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. 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
B. 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
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. 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

Answer: B

Explanation:
According toMake It Stick(Certification Reading List), "Pre-training preparation combined with distributed practice activities during training strongly enhances learning transfer".
Active, spaced engagement beats passive attendance.
Reference:Make It Stick: The Science of Successful Learning (Brown, Roediger, McDaniel).

NEW QUESTION # 40
Which is the most effective way for a facilitator to incorporate adult learners' previous experience?

A. Provide significant practice with feedback
B. Link objectives to internal motivators
C. Utilize case studies detailing typical experiences
D. Invite discussions on the content

Answer: D

Explanation:
According toKnowles' Adult Learning Theory(referenced in the Certification Reading List:The Adult Learner, Knowles, 2015), adults "bring rich experiences into the learning environment" and "learn best when those experiences are acknowledged and integrated into the session".
Inviting discussions directly draws upon their prior knowledge, making learning personally meaningful and more effective.
Reference:The Adult Learner, Knowles (2015), Adult Learning Principles.

NEW QUESTION # 41
Which action should a talent development professional take when using the accelerated learning process?

A. Minimize group work
B. Minimize time for discussions
C. Utilize a multidimensional approach
D. Utilize a single learning modality

Answer: C

Explanation:
Accelerated Learning Principles(Certification Reading List) emphasize that "using a multidimensional approach-appealing to multiple senses and learning styles-enhances speed, retention, and engagement".
Limiting learning channels slows and weakens outcomes.
Reference:Accelerated Learning for Breakthrough Results (Meier).

NEW QUESTION # 42
According to Rummler and Brache's performance variables model, which finding suggests a performance breakdown at the organization level?

A. Operating strategies have caused delays in routing orders to the correct recipients
B. Job titles are not clearly defined for employees of the shipping department
C. Low-performing employees are not cited for poor performance
D. Equipment placement has caused some delays in manufacturing

Answer: A

Explanation:
Rummler and Brache's Performance Modeldifferentiates levels: "Organization-level breakdowns are reflected in strategic misalignment, such as poorly designed operating strategies".
Equipment or job clarity issues are process- or job-level.
Reference:Improving Performance: How to Manage the White Space on the Organization Chart, Rummler & Brache.

NEW QUESTION # 43
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