ATD The Certified Professional in Talent Development CPTD Exam Dumps: Updated Questions & Answers (October 2025)

Teamwork is faltering and the team's tolerance for change is diminished

The project plan milestones are not met

Actual costs are exceeding budgeted costs

The key business sponsor leaves and there is no backup sponsor

Call each targeted stakeholder on the telephone and verbally explain the delay situation

Schedule a web conference to explain the delay situation with the targeted stakeholders simultaneously

Send an email to all of the targeted stakeholders to explain the delay situation

Text an instant message to targeted stakeholders to explain the delay situation

Who can help mitigate the risk and will they accept full responsibility?

Is it reasonable to accept this particular risk, and if so, how can it be prevented?

Can the risk be prevented, and what should be done if it occurs anyway?

How likely it is that this particular risk will occur and what is the impact if it does occur?

Identify a learning management system that specifically tracks the number of learning solutions that are created for the business units

Create a mission statement that explicitly states the department's endeavor to provide learning solutions that produce meaningful business results

Develop a strategic workflow that includes daily, weekly, monthly, and quarterly tasks that cover all training and development disciplines

Implement a strategy to recruit and hire a staff of TD professionals skilled in instructional design, e-learning software, facilitation, and evaluation

Fair use law

Copyright law

Trade secret law

Intellectual property law

Gathering data, defining a rationale, and delivering supporting information

Developing a budget, performing an organizational analysis, and creating an evaluation plan

Creating a program vision, defining values, and establishing competencies

Holding focus groups, reviewing employee engagement surveys, and interviewing senior leaders

Create a standard operating procedure that includes knowledge sharing

Honor and acknowledge those who contribute to and use the KMS

Create a key performance indicator on knowledge sharing

Have members of senior leadership set the example by sharing their knowledge

An employee is unclear which direction to take to solve a time-sensitive problem on a project

An employee is not analyzing data correctly for a presentation with a client

An employee is avoiding a task even though he states that he understands the task

An employee has made no progress toward her professional goals ten months into the performance period

The presentations were not polished enough, and the trainer should have practiced more before the session

The learners were not motivated to learn the content presented to them and did not see how it related to the task at hand

The training did not take into account the fact that the learners were experienced and motivated to learn

The training did not provide situations where the learners could practice working as a group to come up with strategic priorities

First link the IDP framework to the organization's mission statement; second collect and share data to show executives the impact of IDPs on employee skills development and attrition

First, create an IDP framework that links to the organization's business strategy; second, support and educate managers on their role as they initiate the process with their direct reports

First, create a company-wide communications plan to promote the program launch; second, educate employees on goal-setting best practices as they complete their IDPs

First, create an IDP framework and formal check-in timeline; second require managers to submit IDP progress reports on a quarterly basis or risk having their network access blocked