LATEST ATD CPTD QUESTIONS & TEST CPTD PREP

Latest ATD CPTD Questions & Test CPTD Prep

Latest ATD CPTD Questions & Test CPTD Prep

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Tags: Latest CPTD Questions, Test CPTD Prep, CPTD Pass Rate, New CPTD Braindumps Sheet, CPTD Certification Test Answers

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ATD The Certified Professional in Talent Development Sample Questions (Q35-Q40):

NEW QUESTION # 35
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?

  • A. What motivates the current workforce? What is causing employees' lack of motivation? What would a motivated workforce look like?
  • B. What solutions have you tried in the past for motivating the workforce? What solutions worked? What solutions did not work?
  • C. What are the current workflows and workloads? What are the bottlenecks? What aspects of the work are awkward?
  • D. What goals are the employees accountable for? After a solution is implemented, what will the employees be able to do? What are the objectives for the workforce?

Answer: A

Explanation:
ATD's Performance Improvement modeladvises that "identifying intrinsic andextrinsic motivators, diagnosing causes of demotivation, and defining successful future states are critical diagnostic questions".
Understanding root causes of motivation gaps is essential before prescribing solutions.
Reference:ATD Handbook, Performance Improvement Processes.


NEW QUESTION # 36
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. Equipment placement has caused some delays in manufacturing
  • C. Job titles are not clearly defined for employees of the shipping department
  • D. Low-performing employees are not cited for poor performance

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 # 37
What is the main objective of a quality workforce planning process?

  • A. Ensuring that the right numbers of the right kinds of people are available at the right times and in the right place
  • B. Creating a self-reliant workforce in which employees build valuable skills and prepare for the future
  • C. Empowering employees to manage their own careers through internal support centers and counselors
  • D. Increasing productivity from a pool of developed talent that is highly engaged in the organization

Answer: A

Explanation:
Workforce planning, according to theATD Talent Development Capability Model, ensures "an adequate supply of talent with the right skills is available to meet organizational demands now and in the future".
It is a balance of quantity, quality, timing, and placement.
Reference:ATD Talent Development Capability Model, Workforce Planning.


NEW QUESTION # 38
Which is the primary purpose of an employee engagement survey?

  • A. Provide an action plan
  • B. Identify barriers to performance
  • C. Serve as a performance management review
  • D. Engage employees

Answer: B

Explanation:
PerATD's Guide to Employee Engagement, "The primary goal of an engagement survey is to diagnose gaps or barriers that inhibit high performance and satisfaction, not just to gather attitudes".
Surveys are diagnostic tools, not action plans by themselves.
Reference:ATD Handbook, Employee Engagement Measurement.


NEW QUESTION # 39
Which leadership ability is of most value for fostering an organization's long-term success?

  • A. Establishing and maintaining trusting and collaborative relationships
  • B. Developing and implementing continuous improvement ideas
  • C. Managing and measuring meaningful work tasks
  • D. Creating and implementing new company strategies

Answer: A

Explanation:
ATD Leadership Development Best Practicesemphasize that "trust and collaboration build resilient, innovative organizations capable of long-term success".
Without trust, even the best strategies and processes will falter.
Reference:ATD Handbook, Leadership Competency Models.


NEW QUESTION # 40
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