CPTD Exam Torrent - The Certified Professional in Talent Development Prep Torrent & CPTD Test Braindumps

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ATD The Certified Professional in Talent Development Sample Questions (Q65-Q70):

NEW QUESTION # 65
Which is the best quality improvement tool for a team that is ready to design a flowchart for a new product release?

A. Cause-effect diagram
B. Fishbone diagram
C. Pareto chart
D. Process map

Answer: D

Explanation:
According toQuality Tools for Process Improvement(Certification Reading List), "aprocess mapor flowchart is the best tool to visually depict sequential steps in a process for design, communication, and improvement".
Fishbone diagrams diagnose causes, not process flows.
Reference:The Memory Jogger II: Quality Tools for Process Improvement.

NEW QUESTION # 66
A new manager has been assigned to meet with a talent development (TD) coach. At the first meeting, the manager states "I am who I am, and no amount of coaching will change me." Which should be the TD coach's top priority?

A. Report the manager's attitude to a senior leader
B. Discover the personal triggers that may help the manager become more coachable
C. Help the manager to develop a career transition plan for a role that is a better fit
D. Help the manager to understand how being "uncoachable" puts the manager's job at risk

Answer: B

Explanation:
Coaching best practicesfrom theATD Handbookemphasize that "before offering solutions, uncover internal motivators and triggers that may create openness to development".
Building trust and emotional buy-in precedes behavior change.
Reference:ATD Handbook for Training and Talent Development (2022), Coaching Practices.

NEW QUESTION # 67
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. 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
B. 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
C. 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
D. Review company training records for past training attendance in leadership sessions; review project committees and leadership roles taken in the committees

Answer: C

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 # 68
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 # 69
Which is the primary purpose of an employee engagement survey?

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

Answer: C

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 # 70
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