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

Research how the new online software works, collect screenshots for job aids that will be distributed during the training, and outline the training in a logical order based on the steps of the new process to match the job aids

Collect information on the employees' current job functions and how the software will change their work, understand employees' fears about the new software, and research how the new software will benefit them

Research how the new processes will flow, outline the training in sequential order based on the processes, and verify with subject matter experts that the content is correct

Collect information on what the organization expects from employees, research commonly used terms, and understand potential barriers to learning

Suggest that managers host introduction meetings and describe their plan to deliver a successful outcome to the new department

Suggest that managers schedule meetings with groups of employees at the same time to facilitate informal introductions

Suggest that managers schedule individual introduction meetings with each employee where they can talk without interruptions or distractions

Suggest that managers send out a communication to welcome their new teams, encouraging each employee to schedule time to meet with their manager

Planning, analysis, design, and control

Cost, quality, time, and performance outcomes

Financial, customer, internal processes, and learning and growth

Revenue, profit, customer satisfaction, and employee satisfaction

Mager's criterion-referenced instruction approach

Knowles's adult learning theory

Bloom's taxonomy

Gagne's nine levels of learning

Management is a social construct and built on a foundation of informal relationships

Strong relationships among team members provide the best return on investment (ROI) for the department

A sense of shared ownership and effective inclusion create the foundation of a strong team

Support from key stakeholders cannot be obtained without establishing strong relationships first

Express the need for follow-up training to the manager

Condense the material and only present the basic techniques

Scan for audience learning reactions and adjust accordingly

Administer a quiz to evaluate group knowledge of the techniques

Engage learners with opportunities to practice coaching and receive feedback from peers and TD professionals

Organize learners into small groups to discuss coaching ideas and receive feedback from peers

Disseminate information about coaching theories to learners with explanations of what a good coach embodies

Provide information about coaching and allow learners to practice coaching each other

Stop at natural points and ask if there are any questions.

Pause intentionally and give learners enough time to think of questions.

Have learners wait to ask their questions at the end of the lecture.

Pause if two or more learners are talking among themselves, and ask if they have a question.

Ask learners to provide examples of situations they have experienced related to the content.

Stay on schedule, thereby providing stability for the learners and making them more comfortable.

Develop criteria to rate leaders at all levels in the organization

Research key leadership skills of similar organizations

Determine what leadership abilities the organization needs

Determine development needs of existing leaders in the organization

Training headcount must be justified and approved

There must be adequate time to recruit new resources

The training work plan must be correlated to the headcount

Labor is typically the largest training department cost