Pass the ATD Talent Development CPTD Questions and answers with ValidTests

Engage employees

Identify barriers to performance

Provide an action plan

Serve as a performance management review

Compare the amount of money spent on the program with that spent on other training programs

Review end-of-course evaluations to assess participant reactions

Show how the training program contributed to the achievement of business objectives

Demonstrate how the training program improved on-the-job performance

Affective

Interpersonal

Cognitive

Psychomotor

Process map

Pareto chart

Fishbone diagram

Cause-effect diagram

Recommend that the current training be updated to include identifying phishing attempts.

Recommend that the compliance department create new security training.

Recommend that all employees be required to retake the current security training.

Present the recommendations directly to the CEO for a decision.

Present training alternatives to the project team to gather feedback.

Provide an overview of the new software's features.

Outline the objectives of the training session.

Include assessment methods to evaluate learner understanding.

Have learners work through practice scenarios with unexpected issues and identify how to address each complexity.

Assign a task that involves a problematic aspect of the software for the learners to work around.

Give learners a job aid with the steps out of order and ask them to reorder the steps correctly.

Demonstrate the most common processes and instruct learners to refer to the software manual for other situations they may encounter.

Have the new TD team member complete the TD department's skills assessment

Provide the new TD team member with the TD department's standard career development plan

Have the new TD team member perform a TD skills self-evaluation

Work with the new TD team member to create a TD skills development plan

Hold a meeting to introduce the new TD team member to the TD department

Provide the new TD team member with a copy of the company's organization chart

Arrange for the new TD team member to observe training events delivered by experienced TD team members

A communication plan

A new-hire process flow

An onboarding procedure

A recording of an orientation course

Feedback from associates indicates that they would prefer annual training opportunities to learn new skills from the top sellers, in order to improve their opportunity to earn large sales commissions.

Store managers indicate they are not ready for the upcoming holiday season, due to inconsistent skills and capabilities among their teams, thereby preventing them from meeting their targeted revenues.

Feedback from their top sellers indicates that in the majority of instances clients were inclined to buy more items, versus a single item, when they could see how everything came together as a cohesive outfit.

Store managers have requested a two-day workshop that can be delivered at each store, focused on teaching their associates how to sell more items, thereby earning larger sales commissions.

Empowering employees to manage their own careers through internal support centers and counselors

Increasing productivity from a pool of developed talent that is highly engaged in the organization

Creating a self-reliant workforce in which employees build valuable skills and prepare for the future

Ensuring that the right numbers of the right kinds of people are available at the right times and in the right place