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ATD The Certified Professional in Talent Development Sample Questions (Q12-Q17):

NEW QUESTION # 12
Which action by a talent development professional would be most useful in helping a company support employee development when there is a wide range in ages in the workplace?

A. Review career paths and develop strategies to improve the needed skill sets among all employees
B. Review job titles and descriptions and rewrite them to fit the different age ranges within the workforce
C. Review employee benefits and perks to attract the age range preferred by the organization
D. Review course offerings and ensure there are plenty of instructor-led training classes to meet the requirements of the older workers

Answer: A

Explanation:
Multigenerational Workforce Best Practices(ATD Handbook) advise "focusing on career pathing and skill- building initiatives that meet the needs of all ages rather than targeting solutions by generation".
This approach is equitable and sustainable.
Reference:ATD Handbook, Managing a Multigenerational Workforce.

NEW QUESTION # 13
A new manager has a team comprised of four different generations of employees. Which action by the manager would be most likely to minimize intergenerational conflict within the team?

A. Define what is important to each team member's generation
B. Listen actively to each team member
C. Acknowledge the diverse viewpoints of each team member
D. Poll each team member

Answer: C

Explanation:
According to theATD Talent Development Capability ModelunderCultural Awareness, minimizing generational conflict requiresrecognizing and acknowledging diverse perspectivesrather than stereotyping or categorizing by generation.
Building awareness and respect for different values and communication styles is fundamental.
Reference:ATD Talent Development Capability Model, Personal Capability - Cultural Awareness.

NEW QUESTION # 14
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. 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
B. Review company training records for past training attendance in leadership sessions; review project committees and leadership roles taken in the committees
C. 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
D. 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

Answer: D

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 # 15
A talent development professional has been hired to assess the motivation of a client's workforce and provide a performance improvement solution. Which three questions would be most important to ask the client?

A. What solutions have you tried in the past for motivating the workforce? What solutions worked? What solutions did not work?
B. What goals are the employees accountable for? After a solution is implemented, what will the employees be able to do? What are the objectives for the workforce?
C. What are the current workflows and workloads? What are the bottlenecks? What aspects of the work are awkward?
D. What motivates the current workforce? What is causing employees' lack of motivation? What would a motivated workforce look like?

Answer: D

Explanation:
ATD's Performance Improvement modeladvises that "identifying intrinsic andextrinsic motivators, diagnosing causes of demotivation, and defining successful future states are critical diagnostic questions".
Understanding root causes of motivation gaps is essential before prescribing solutions.
Reference:ATD Handbook, Performance Improvement Processes.

NEW QUESTION # 16
A talent development professional and an external training vendor have agreed to a percentage of the overall cost as profit. What is this called?

A. Performance-based fee
B. Firm fixed price
C. Cost plus fixed price
D. Cost plus incentive fee

Answer: D

Explanation:
According toATD Project Management for Learning Professionals, aCost Plus Incentive Fee (CPIF) contract "pays the vendor for costs incurred plus an agreed-upon incentive or profit percentage tied to cost control or results".
Firm fixed price means no adjustment based on actual costs.
Reference:Project Management for Learning Professionals (ASTD Press).

NEW QUESTION # 17
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