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ATD CPTD真題材料，CPTD考試重點

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ATD CPTD 考試大綱：

主題
簡介

主題 1

• Impacting Organizational Capability: This section of the exam measures the skills of Organizational Development Consultants and involves applying talent strategies that align with business objectives. It includes business acumen, consulting, culture shaping, performance improvement, talent strategy, change management, and data analytics. The focus is on driving organizational performance and ensuring future readiness through strategic talent development.

主題 2

• Building Personal Capability: This section of the exam measures skills of Learning & Development Specialists and covers areas that enhance individual effectiveness in talent development roles. It includes communication, emotional intelligence, collaboration, cultural awareness, project management, and ethical behavior, focusing on how professionals interact, lead, and manage themselves and others effectively within organizational contexts.

主題 3

• Developing Professional Capability: This section of the exam measures skills of Instructional Designers and focuses on the core functions of talent development such as adult learning theories, instructional design, facilitation, use of technology, content curation, leadership development, coaching, and evaluating impact. It emphasizes designing and delivering effective learning solutions that align with learner needs and organizational goals.

 

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CPTD考試重點 & CPTD認證考試解析

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最新的 Talent Development CPTD 免費考試真題 (Q53-Q58):

問題 #53
Some talent development professionals skip Level 2 evaluations thinking Levels 3 and 4 are sufficient to prove success. Why is this a dangerous assumption?

• A. Levels 1 to 4 must be completed in stepped order
• B. Level 2 evaluations are the only way to confirm application of knowledge
• C. If Level 3 and Level 4 results are poor, the training quality could be questioned
• D. Level 4 evaluations require data captured during Level 2 evaluations

答案：C

解題說明：
Kirkpatrick's Four Levels of Evaluation(Certification Reading List) state that "without Level 2 (learning) data, poor performance outcomes at Level 3 or 4 could easily be blamed on poor training even if external factors are responsible".
Skipping Level 2 leaves no proof of what learning actually occurred.
Reference:Kirkpatrick's Four Levels of Training Evaluation (2016).

 

問題 #54
A talent development (TD) professional has been asked to deliver training in support of the corporate strategic plan to increase sales revenues. What is the first question the TD professional should ask the stakeholders?

• A. Why are sales revenues down?
• B. By how much are revenues expected to be increased?
• C. What specific issues is this initiative intended to address?
• D. Should certain sales representatives be targeted for this training?

答案：C

解題說明：
TheCPTD Detailed Content OutlineunderNeeds Assessmentstates: "Clarifying the exact issues the initiative intends to solve ensures learning solutions are strategically aligned to organizational goals".
Starting withthe problem to be solveddrives better training design and evaluation.
Reference:CPTD Detailed Content Outline, Needs Assessment.

 

問題 #55
Which approach would be most effective for managers to improve feedback conversations with their direct reports?

• A. Schedule time daily for feedback sessions
• B. Always deliver feedback in a private setting
• C. Homogenize feedback as much as possible
• D. Adapt feedback to the individual's needs

答案：D

解題說明：
Coaching and Feedback Best Practicesfrom theATD Handbookrecommend that"effective feedback must be customized to the individual's communication preferences and motivational needs to be most effective".
Rigid feedback approaches reduce engagement.
Reference:ATD Handbook for Training and Talent Development (2022), Feedback Skills.

 

問題 #56
Who is responsible for learning in the inclusive leadership theory?

• A. Organization and employees
• B. Employees and managers
• C. Organization and managers
• D. Human resources leadership and employees

答案：C

解題說明：
Inclusive Leadership Models(ATD Inclusion Training Guide) assert: "Learning responsibility falls jointly on organizational leadership to set inclusive structures, and on managers to model inclusive behaviors".
Employees are not solely responsible; leadership must drive inclusion.
Reference:ATD Handbook, Building Inclusive Leadership.

 

問題 #57
What is the focus of design thinking?

• A. Problem
• B. Performance
• C. People
• D. Process

答案：C

解題說明：
Design Thinking for Talent Development(Certification Reading List) stresses that "Design thinking starts with deep empathy for the people (users) affected and focuses on understanding and meeting their needs".
The human-centered design mindset puts people at the center, not processes.
Reference:Design Thinking for Training and Development, Sharon Boller and Laura Fletcher.

 

問題 #58
......

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