Exta Question

Question 1

A talent development (TD) professional has been asked by leaders of several departments to deliver a virtual training for a business software tool. There is little budget for this request and the reasons for the request are unclear. The TD professional is aware of some existing resources. Which step should the TD professional take first in response to this request?

Answer 1

Partner with the department leaders to analyze the business needs and propose a solution.

Explanation:

The first step for a talent development professional in response to this request is to partner with department leaders and analyze the underlying needs in order to propose a solution. Other choices jump straight to a solution rather than understanding the needs first.

Question 2

As part of a training course, learners are required to participate in a discussion board that allows them to examine and discuss certain data. Which level of Bloom’s taxonomy does this activity best address?

Answer 2

Level of Blooms Taxonomy

Creating
Evaluating
Analyze
Apply
Understanding
Remembering

Explanation
The analyze level of Bloom’s taxonomy involves examining information, including breaking down that information into parts. The understand level involves comprehending the information, and the apply level involves being able to use the information in new situations. Both levels are below the analyze level. The evaluate level is higher than the analyze level and involves being able to make judgments about the information.

Question 3

A manufacturing company needs to implement a training program to reduce operational errors but is reluctant to invest the time, money, and resources for the talent development (TD) team to develop the program. What is the most appropriate method for the TD professional to achieve buy-in?

Answer 3

Build a partnership with key stakeholders.

Building a partnership with leaders in the organization is the first imperative step for success. It involves understanding their overall business strategy and aligning that to the talent development solution. Determining why the company will not invest in employee development is not the best way to get buy-in. Analyzing the sources of operational errors and developing a SWOT analysis would occur after building a partnership.

Question 4

A talent development (TD) professional is planning to deliver formal learning on a new human resources system to manage personal data. When choosing a content delivery methodology, what is the most important criterion for the TD professional to consider?

Answer 4

Target audience learner characteristics

Organizational needs are the most important aspect to consider in planning education. The other choices are appropriate criterion to consider, but are not the most important.

Question 5

A talent development (TD) professional is creating presentation slides to explain how an engine works. What is the best way for the TD professional to approach including visuals and text on the slides?

Answer 5

Include explanatory visuals of the engine with descriptive text nearby that directly relates to how an engine functions.

Explanation:

Explanatory visuals with descriptive text placed nearby promote the greatest learning in the widest audience. Decorative visuals and irrelevant text distract from the learning objective. Removing text and only using animations is not the best solution for all learners. Placing visuals and text on different slides can split the attention of the audience, and is therefore less effective than putting both on the same slide.

Question 6

Which statement best exemplifies the primary responsibility of a facilitator?

Answer 6

Ensure the training environment is conducive to learning.

Explanation:

Facilitators build consensus and agreement around decisions the group makes, and are accountable to the group. They are not meant to be experts in the content. Trainers and presenters are responsible for imparting information, with a goal for the audience to comprehend and retain

Question 7

A participant is unhappy with the results of an assessment and meets with a talent development (TD) professional to discuss the results. The participant is very angry during the meeting. What should the TD professional do first to defuse the participant’s anger?

Answer 7

Acknowledge and identify the source of anger.

Explanation:

In order to defuse the anger, the talent development (TD) professional should acknowledge and identify the source of anger and agree to listen in order to find the cause, instead of just referring the participant to the participant’s supervisor. The TD professional should focus on the complaint, not on the person, and avoid being defensive.

Question 8

In which situation would it be most appropriate to use a confidentiality agreement?

Answer 8

Sharing a client’s process with a third party

Explanation:

Confidentiality agreements are used to ensure trade secrets are not divulged because those who are privy to trade secrets may derive economic value from them. A client’s process is a trade secret and requires a confidentiality agreement before it may be shared with a third party. Subpoenaed files, client contracts, and needs assessments are not examples of trade secrets.

Question 9

Which action is most valuable for ensuring that a project is managed successfully?

Answer 9

Share clear and customized updates on project progress with all project stakeholders and team members regularly.

Explanation:

For a project to be successful, it is essential to have a clear communication plan for all stakeholders. Therefore, sharing clear and customized updates on project progress with all stakeholders regularly will be essential. Sharing updates only when stakeholders ask for information will create lack of confidence among stakeholders about how the project is being managed. While it is very important to control costs, project management requires an equal focus on many other aspects such as timely execution and delivery, proper communication, risk management, and so forth. Avoiding adding any buffer time is risky, as all project factors are unlikely to be within a project manager’s control.

Question 10

A talent development (TD) professional is coaching a group of managers in an organization. How could the TD professional best demonstrate active listening skills?

Answer 10

Ask the managers clarifying questions.

In active listening, the listener has a high level of interaction with the speaker, listening for content, meaning, and feelings. Asking clarifying questions is a type of interaction that exemplifies active listening. While encouraging the managers to act is a type of interaction, it is not as good a demonstration of active listening as asking clarifying questions because it does not particularly facilitate further understanding by the listener. Passive listening describes a situation in which the listener has no interaction with the speaker, such as listening to the radio or a podcast. Listening without interruption would also be considered passive listening. Attentive listening refers to a situation where the listener has some interaction with the speaker, such as listening for content in class or taking notes in a meeting.

Question 11

A talent development (TD) professional has been asked to develop and implement employee engagement initiatives in an organization. Which approach should the TD professional use to ensure effective implementation of the engagement initiatives?

Answer 11

Emphasize engagement activities by keeping them distinct from daily interactions.

Explanation:

The talent development (TD) professional should ensure that managers are the primary drivers of their employees’ engagement. The TD professional should provide managers coaching on building engagement plans with their employees and tracking the employees’ progress, which will help the managers learn to be accountable for their employees’ engagement. The TD professional should measure engagement on an ongoing basis instead of relying exclusively on annual engagement surveys. The TD professional should weave engagement into daily interactions, making it meaningful to employees’ day-to-day experiences.

Question 12

Which statement best describes the primary purpose of performance analysis?

Answer 12

To assess work environment and individual factors related to performance

Explanation:

The goal of performance analysis is to assess the work environment and individual factors related to performance (e.g., mindset, skill, disposition). Affecting the employee’s knowledge and skill is not a part of performance analysis. Determining performance measures is part of, but not the primary purpose of, performance analysis. It is too soon to identify training solutions, as the problem must be identified first.

Question 13

What is the best approach for a talent development professional to use when implementing an organizational development strategy?

Answer 13

Focus on the whole organization and its interconnected parts, paying attention to how changes in one area impact other areas.

Explanation:

Systems thinking is important when implementing an organizational development strategy. Focusing on the whole organization and its interconnected parts is the best approach because it promotes thinking of the organization as a system and considering how some areas affect others. It is incorrect to focus only on training interventions, rather than choosing the right intervention for the need. The other choices focus only on specific areas of the organization without a broader systems approach.

Question 14

Which is the best way to communicate the value of a training session to employees who are reluctant to attend?

Answer 14

Get senior management to endorse the training.

Explanation:

Leadership endorsement and advocacy is essential to sustaining support for talent development initiatives, programs, and activities because the rest of the organization will be watching and will take leadership’s involvement as a stamp of approval. Singling out the reluctant employees, attracting employees by offering rewards, and making training mandatory might increase the attendance but is unlikely to communicate the value of the training to the employees and convince them that it will be beneficial.

Question 15

Which results best demonstrate a successful alignment of talent development initiatives to organization strategy?

Answer 15

Improved employee job performance
Explanation:

When talent development initiatives are aligned with organizational strategy, employee job performance will improve. While this may also result in reduced employee turnover or improved employee engagement, these results are not the best measures of success. Reduced operational cost is unrelated.

Question 16

A talent development professional is developing a community of practice. Which factor is most crucial to the success of the community?

Answer 16

Obtaining support from senior leadership

Explanation:

Obtaining support from senior leadership is the most crucial factor to the success of the community because without it, employees are less likely to engage in the community of practice. Other answer choices are less important as they will not be effective if no one, or very few people, engage in the community due to lack of leadership support.

Question 17

When defining outcome metrics for a talent development (TD) program, what is the best way for a TD professional to ensure alignment with business objectives?

Answer 17

Partner with key stakeholders to determine what program success looks like and how it will be measured.

Explanation:

When defining outcome metrics, a talent development professional should define expectations so that a return on expectations can be evaluated. This requires partnering with stakeholders to determine what program success looks like. Researching other organizations may be helpful, but will not be specific to the organization’s goals. Establishing metrics on concept recall does not include outcomes. ROI may not be the best outcome measure for the business objectives.

Question 18

A talent development (TD) professional has been asked to determine the factors that contribute to a company’s shipping delay. Which analysis tool would be most useful for the TD professional to use?

Answer 18

Force field analysis

Explanation:

Force field analysis helps in identifying the forces that influence a situation. It help finds ways to strengthen the positive forces and weaken or eliminate the restraining forces. SWOT analysis looks at strengths and weaknesses (internal to the organization) and opportunities and threats (external to the organization). PEST analysis helps monitor external factors influencing an organization. Correlation analysis evaluates the data, resulting in a statistical direct correlation, inverse correlation, or zero correlation.

Question 19

A talent development professional uses a dashboard to track learners’ skills then customize a learning pathway for career growth. Which type of analytics in the dashboard would best depict learners’ future growth?

Answer 19

Predictive analytics

Explanation:

Predictive analytics focus on what is going to happen in the future and is the best choice to use in the dashboard to depict future growth. Other choices would not show future growth: descriptive analytics focus on what happened, diagnostic analytics focus on why something happened, and prescriptive analytics focus on how to make something happen.

Question 20

A talent development (TD) professional is implementing a major change to an organization’s employee development program and wants to build a strong partnership with management by demonstrating expertise as a systems thinker. What does the TD professional need to do to meet this goal?

Answer 20

Explain how changes in one part of the organization will affect the rest of the organization.

Explanation:

Becoming a systems thinker requires that a talent development professional show understanding of how changes in one part of the organization will affect the rest of the organization. Focusing on one aspect, such as a training solution, does not demonstrate understanding of the interconnectivity of various parts of the organization. Creating a process plan and providing data on how changes will benefit employees are part of change management but do not particularly demonstrate systems thinking.

Question 21

Explain how changes in one part of the organization will affect the rest of the organization.

Answer 21

Lateral thinking

Explanation:

Lateral thinking or perspective shifting is the practice of considering a problem or opportunity from an unusual point of view (e.g., “How would a five-year-old view this?”). Benchmarking refers to studying other organizations that are best at creativity and innovation and bringing those lessons to one’s organization. Analogy thinking takes concepts from other industries or organizations and applies their best practices in a new context. Mind mapping is a visual thinking tool for capturing and linking concepts and ideas.

Question 22

Which learning objective best demonstrates correct application of instructional design standards?

Answer 22

“Given a return service call, the customer service representative will be able to complete the appropriate section of an internal order form with zero defects.”

Explanation:

The correct statement uses audience, behavior, condition, and degree to formulate the objective. The condition is, “Given a return service call.” The audience is, “the customer service representative.” The behavior is, “complete the appropriate section.” The degree is, “zero defects.” Other answer choices are missing a degree or condition.

Question 23

What is the best approach to take when developing a marketing strategy to promote the talent development function within an organization?

Answer 23

Create a comprehensive business case supporting the value of talent development.
Explanation:

A business case is the best way to help promote talent development (TD) as it helps an organization’s leadership understand the value of TD in supporting organizational strategy. The other choices do not provide the same level of understanding.

Question 24

When should a talent development professional use a closed-ended question in a coaching session?

Answer 24

To get a “yes” or “no” answer from the participant.

Explanation:

Closed-ended questions require nothing more than a “yes” or “no” answer. They are most frequently used to get specific information or to reach agreement. Open-ended and Socratic questions are used to understand problems, examine ideas logically, and encourage participants to gain a deeper understanding of a situation.

Question 25

A talent development professional is developing a business case for overhauling new employee onboarding procedures to be delivered virtually. Which statement in the business case most effectively conveys the need for change?

Answer 25

"We will be able to save the organization $50,000 per year in labor costs by requiring new employees to complete five virtual modules on their start date, instead of requiring them to sit in a classroom for two days." Explanation: In a business case, it is important to use clear, concise, and influential business language. This ensures the reader understands the message. Overly formal language, informal language, or slang should not be used. The correct response clearly and concisely states the amount of the savings ($50,000), the category of the savings (labor costs), and change being made (five virtual modules instead of two classroom days).

Question 26

Which action is most important for managers implementing individual development plans (IDPs)?

Answer 26

Explain the IDP framework and accountability to the employee Explanation: The most important role of the manager in the IDP process is to explain the framework and provide feedback. The employee maintains responsibility for completing the tool and keeping it updated. The manager is not in charge of initiating follow-up meetings or completing the tool for the employee. Helping the employee develop the IDP is not the most important step.

Question 27

During a meeting with stakeholders, a talent development (TD) professional recognizes that one stakeholder's nonverbal communication is demonstrating frustration. Which is the best action for the TD professional to take?

Answer 27

Display positive emotions. Explanation: The talent development (TD) professional can change the stakeholder's impressions by expressing positive emotions for the stakeholder to mirror. It would encourage the negative emotions if the TD professional reflected the stakeholder's tone. The TD professional should not respond to nonverbal communication with verbal acknowledgement or discussion, particularly in front of the group.

Question 28

When analyzing an organization's employee engagement program, a talent development professional finds it is unaligned and inconsistent with other programs. Which step should be taken to improve the employee engagement program?

Answer 28

Integrate engagement initiatives with organizational goals. Explanation: The talent development professional should propose that engagement initiatives be integrated into organizational goals to communicate the importance of the initiatives. Viewing the engagement program as a stand-alone program and making the program profit-driven rather than mission-driven are barriers to employee engagement. Highly engaged cultures integrate engagement into mission-focused business initiatives and also into individual goal setting.

Question 29

A talent development (TD) professional has developed a proposal for a training program and submitted it for senior leadership's review. Senior leadership indicates the program does not need to include focused development on diversity, equity, and inclusion, as the workforce is already diverse. Which is the best way to address this feedback?

Answer 29

Discuss the proposal with the leaders, describe how the content aligns with the program strategy, and share industry resources that support it. Explanation: Knowledge of diversity, equity, and inclusion (DEI) is important to advancing leadership strategies. In this case, the best way for the talent development professional to address leadership's feedback is to continue to discuss the proposal with them, including how it fits with the program strategy. Other choices are incorrect because they remove DEI from the program and/or do not correctly use organizational strategy to influence leadership.

Question 30

A talent development professional determines that influencers within an organization are resistant to change, resulting in an overall resistance in the company as their opinions have an impact on the opinions of others. Which organizational development theory is illustrated in this example?

Answer 30

Social network theory Explanation: The talent development professional’s conclusion is supported by social network theory. This theory focuses on the role of a social network to transmit information and influence within an organization. Complexity theory focuses on how systems impact collective behavior. Open systems theory refers to how organizations are affected by their environment. Cognitive theory focuses on how thoughts control actions.

Question 31

Which type of data would be best classified as intellectual capital for a company?

Answer 31

Processes and standard operating procedures Explanation: Intellectual capital includes employees’ expertise, processes, standard operating procedures, formulas, and other intangible assets of the company. The other examples cannot be classified as intangible assets belonging to the company.

Question 32

Which is considered an essential principle of a workplace diversity and inclusion organizational strategy?

Answer 32

It expresses the organization's commitment to diversity and inclusion. Explanation: A workplace diversity and inclusion (D&I) strategy should express the commitment of the entire organization to D&I. As it should reflect the entire organization, it should not be developed from the top down. A D&I strategy establishes consistent policies and organizational systems rather than generic and holistic guidelines. It must become part of the organizational culture, not stem from it.

Question 33

A talent development professional writes a learning objective that states, "On a call from a customer with a lapsed account, the customer service representative who has completed the 'Introduction to Customer Payments' program should identify the lapsed status and read the required compliance scripting in at least two of three calls." Which element is demonstrated in the phrase "in at least two of three calls"?

Answer 33

Degree Explanation: In a learning objective, the degree is the criteria for performing the task appropriately. In this case, "in at least two of three calls" is the degree of the learning objective. Other answer choices are elements of a learning objective, but are not demonstrated in the phrase "in at least two of three calls."

Question 34

According to the constructivist approach, what should a talent development professional's role be when facilitating a learning program?

Answer 34

Create opportunities for learners to experience and practice concepts in real-world settings. Explanation: In constructivism, learning involves carefully designed experiential opportunities like what learners encounter in the real world. Behaviorism states that positive and negative reinforcement shape behavior and learning, while cognitivism focuses on presenting information logically to learners so that they can understand and remember it

Question 35

Design thinking relies most heavily on which characteristic?

Answer 35

Empathy Explanation: Design thinking relies on empathy to integrate the needs of employees with the needs of the organization. Loyalty may lead to the needs of one group being prioritized above another. Expressiveness and integrity are less important as they are not related to understanding those outside of the individual (e.g., the employees, the organization).

Question 36

When designing a strategic plan, what is the best first step in developing the objectives once the strategic goals have been established?

Answer 36

Develop the specific tasks that will achieve the goals. Explanation: Objectives focus on details and provide more specific tasks that must be accomplished in order to achieve goals. Defining high-level organizational goals are not objectives. Action plans provide the critical details to achieve the strategies. They answer the questions of who will do what and by when as well as identifying key programs and initiatives, providing a timeline, and assigning resources to tasks.

Question 37

Late in an e-learning project, several talent development team members state that they want to add additional functionality to the project in order to impress the stakeholders. Which is the best response from the team's project manager?

Answer 37

Remind the team that it is important to follow the project plan. Explantation Project quality is the degree to which the project meets requirements, so it is important to follow the project management plan. Adding new features can have cost and time implications, and the new features may not match customer needs. New features should not be added without an approved change order.

Question 38

An organization wants to change its current goal-setting process to improve the performance of the organization. What should the organization do?

Answer 38

Set goals at lower levels of the organization after setting the top-level organizational goals. Explanation: Goal setting should generally involve a flow down of top-level organizational goals that specify the tasks, deadlines, measures of success, and so forth. Goals at lower levels of the organization should be tied to the top-level organizational goals. Goals should be allowed to evolve throughout the year, if necessary, rather than being static for the full year. The manager and employee should work together to set the employee's goals.

Question 39

A talent development (TD) director is responsible for shifting the focus of the company's TD department from training interventions to performance improvement solutions. Which action by the TD director would be most effective in driving the shift in focus?

Answer 39

Update the TD team's key performance indicators to include performance improvement. Explanation: Adopting a performance-focused mental model for working that the TD director shares across the entire TD team is important in order to foster performance improvement solutions. By adding performance improvement to the team's key performance indicators (KPIs), the TD director is reinforcing the importance of a performance improvement mindset because people tend to focus on what is being measured. The other answer choices may be part of the shift in focus, but will not drive the shift in focus the same way that changing the KPIs will.

Question 40

Which is the best strategy for selecting a data visualization technique?

Answer 40

Identify the purpose and audience for the data being presented. Explanation: When selecting a data visualization technique, it is important to identify the purpose and audience. Talent development (TD) professionals should choose which technique best presents the data, not what satisfies multiple audiences. Animation usage will depend on the data and the audience, and is not the most important strategy. TD professionals should not manipulate the data to support a specific agenda.

Question 41

A talent development professional is helping to manage an organizational change. During the change, some associates are demonstrating confusion and withdrawal, while others are increasingly creative and participatory. According to Bridges' model, which action would best help manage these associates through the neutral zone?

Answer 41

Create a temporary process for associates to follow. Explanation: Based on the behaviors of the associates, they are in the neutral zone. Creating a temporary process to follow will assist the associates with the confusion of this stage. Openly acknowledging the losses assists when associates are in the ending zone. Celebrating and measuring effectiveness assist with the new beginnings zone. Three stages ( Bridges Transition Model) 1. Ending, losing and letting go. 2. The Neutral Zone 3. The New Beginning Based on the idea that change will only be successful If employees are supported through their transition.

Question 42

Which skill best allows a talent development professional to demonstrate cultural intelligence?

Answer 42

Facilitating across ethnic and organizational cultures Explanation: Facilitation is the skill that best allows a talent development professional to demonstrate cultural intelligence. While all of the skills listed are important, facilitation is the highest-level skill and therefore requires the highest degree of cultural intelligence, allowing for the strongest demonstration of cultural intelligence. The other choices may demonstrate cultural intelligence to a certain degree, but not to the same level as facilitation.

Question 43

Which performance issue is best addressed through coaching?

Answer 43

An employee does not understand the expectations and priorities for the role. Explanation: Coaching is an appropriate solution if an employee does not understand expectations or priorities or needs help completing a task to performance standards. However, coaching will not solve performance problems due to obstacles (such as a lack of resources, unrealistic expectations, or too many responsibilities) unless the manager adjusts these factors.

Question 44

What should a talent development professional consider first when curating external public domain content in a knowledge management system?

Answer 44

What content should be included Explanation: For public domain content, a talent development professional should focus on inclusion decisions, access, and disclaimers. Review cycles and shelf-life decisions would be more applicable to content created specifically for the organization. Information on how the content was developed is less important than decisions on inclusion

Question 45

What is the first step a talent development professional should take when working with an organization to implement a knowledge management system (KMS)?

Answer 45

Capture information that is linked to critical business tasks. Explanation: A good knowledge management system encourages sharing and reuse of knowledge and discourages reinvention, as that wastes time. Information that is connected to the most important business drivers should be given more importance than less relevant information. The organization should assign a single person to manage the knowledge management activities in the company. While reviewing existing processes is important, the first step should focus on business drivers.

Question 46

A talent development (TD) professional is tasked with developing a leadership development strategy. As part of the initial design work, the TD professional wants to begin with an evaluation of the organization's culture and how it might impact the leadership journey. Which approach would be best to perform this evaluation?

Answer 46

Conduct a needs analysis with a questionnaire for leaders about the organization's existing culture. Explanation: Conducting a needs analysis with a questionnaire for leaders about existing culture is the best evaluation approach. Performing an evaluation from the leaders' perspective is more effective than working independently or with stakeholders alone to define the cultural attributes. The goal here is to define the existing culture, not redefine the culture or define an aspirational culture.

Question 47

Which manager should a talent development professional identify as using the accommodating style of conflict management?

Answer 47

A manager who places the concerns of the team members above the manager's own concerns Explanation: Accommodators neglect their own concerns to satisfy the concerns of another person. Avoidant managers do not address conflict, while collaborators work with others to find a solution that fully satisfies all interests. Compromisers seek to partially satisfy all participants. Five major Styles - Accommodating: putting the other party's needs before one's own2. Avoiding: ignoring or withdrawing from the conflict2. Compromising: finding a middle ground that partially satisfies both parties2. Competing: pursuing one's own interests at the expense of the other party2. Collaborating: working together to find a solution that fully satisfies both parties2.

Question 48

A talent development (TD) professional is working with a manager who has team members that are unsure about their next career moves. Which response by the TD professional would be most effective for coaching the manager?

Answer 48

"What has worked in the past to support the development of your team members? Explanation: The talent development professional should be asking questions about what has worked in the past as part of coaching to help managers come to their own conclusions on how to best support their team's development. Other choices focus on jumping to solutions or assuming employees are ready for promotion.

Question 49

hich behavior would best indicate a laissez-faire leadership style?

Answer 49

The leader allows the team to make decisions without interference. Explanation: Laissez-faire leaders allow the team to make decisions without interfering. A democratic leader allows the team to provide input before making a decision. An autocratic leader makes decisions without consulting the team and may expect not to be questioned by the team.

Question 50

A talent development (TD) professional is seeking to understand the training needs of employees to affect the learning plan for the second half of the year. The TD professional has observed employees are often hesitant to share information about skills they lack. However, they feel comfortable building on input from others. What is the optimal information collection method for the TD professional to use?

Answer 50

Focus groups Explanation: The optimal information collection method in this case would be focus groups because it is the only method listed that is collaborative, allowing employees to build on the feedback of others.

Question 51

According to the cognitive approach, which method for learning a procedure best encourages retention?

Answer 51

Present the procedure to learners logically and explain the reason for each step. Explanation: The cognitive approach is based on the principle that learning occurs primarily through exposure to logically presented information, and retrieval or rehearsal leads to retention. The behaviorist approach emphasizes that reinforcement through rewards and punishment leads to learning and retention.

Question 52

Which technology allows user data within a course to be tracked in the learning management system (LMS)?

Answer 52

SCORM (shareable content object reference model) Explanation: SCORM (shareable content object reference model) is a content and data standard that applies to content on an LMS. AVI is a video file format, while HTML is the code used for designing interfaces or information to be displayed in web browsers. SSL is the standard technology for keeping internet connections secure.

Question 53

A talent development (TD) professional is selecting a learning portal to deliver training to business customers of an organization. The portal must track course progress and completion, support e-learning modules, and work for the company's seven different locations across the globe. Which type of learning portal would best fit this scenario?

Answer 53

Learning content management system - learning management system (LCMS-LMS) Explanation: A learning content management system-learning management system (LCMS-LMS) is the best portal to use in this scenario. It will deliver online, self-paced courses to internal and external customers, as well as provide the ability to develop e-learning content. All course designers can collaborate to create the training, and most importantly, customers can log in to take their trainings at their convenience. Other choices do not provide this full range of functionality.

Question 54

Which concept is most important for a talent development professional to consider when designing learning objectives for a technical skills course?

Answer 54

Critical behavior Explanation: When designing a learning objective, the most important concept to consider is critical behavior, or the end behavior that is critical to success. Other concepts are less important. Without defining critical behaviors, there is no direction for the reinforcement of required drivers. Content knowledge is important, but the knowledge is ineffective without the ability to synthesize it to effect behavioral change. Attitude is not key when developing a technical skills course.

Question 55

Which is the first step a talent development professional should take when developing a certification program?

Answer 55

Determine the goals. Explanation: The first step in developing a certification program is to identify the goals for the program. Determining the schedule, budget, and model are later steps in the process.

Question 56

Which is the best example of a task that a talent development professional would complete as part of performance support within a learning ecosystem?

Answer 56

Post high-value resources that can easily be searched by all employees. Explanation: Posting high-value resources is a good way to provide performance support. A social media site is not a correct answer because a subject matter expert could post content that is irrelevant. Providing online courses, videos, and classroom activities is training, not performance support. Sending out communication with refresher information reinforces training and is not performance support.

Question 57

Which question should be included in a Level 4 evaluation?

Answer 57

Were the specific outcomes achieved? Explanation The Level 4 evaluation will ask if the desired outcomes were realized by the program. Defining the business need and objectives during planning or pre-assessment identifies what should be quantified and what questions should be answered in a Level 4 evaluation. Metrics should also be identified during the planning or pre-assessment, and asking whether they were previously identified is not part of a Level 4 evaluation.

Question 58

A manager has asked a talent development professional to curate instructional content, tools, and resources in support of a project aligned to a planned deliverable. Which is the primary purpose for using curation?

Answer 58

To drive innovation Explanation: In this case, curation would be used to drive innovation. Increasing profit is not an identified outcome. Curation may not demonstrate a cutting-edge approach, as the materials that are curated may not be considered cutting-edge by the company. As resources are curated, they may or may not acknowledge industry standards at this point.

Question 59

What is the best method for a talent development professional to use to improve active listening skills for a group of training participants?

Answer 59

Facilitate a role-play exercise that involves asking and answering questions. Explanation: In active listening, the listener has a high level of interaction with the speaker, listening for content, meaning, and feelings. Role-play best allows the participants to practice their active listening skills. In active listening, it is important to pay attention to the speaker's gestures and tone as well as their words. Passive listening describes a situation in which the listener has no interaction with the speaker, such as listening to a video or a podcast. Attentive listening refers to a situation where the listener has some interaction with the speaker, such as listening for content in class or taking notes in a meeting.

Question 60

A talent development professional is conducting a needs assessment for a leadership development program. Which question would best identify future competencies needed?

Answer 60

What emerging issues and problems will require unique leadership skills? Explanation Asking management what emerging issues and problems will require unique leadership skills will help the talent development professional to identify future leadership needs. Asking about current skills gaps and selection processes will identify current needs, but not future needs

Question 61

A talent development professional wants to visually display the number of sedans sold by a company as a percentage of the total number of sedans sold in the same market. Which data visualization technique would be most appropriate in this scenario?

Answer 61

Pie chart Explanation: The talent development professional should use a pie chart. Pie charts are effective in representing data as a composition of the whole. Scatter charts represent the distribution of a single variable. Bar charts are best used to compare data between different groups or across different time periods. Flowcharts are diagrams that are best suited for process flows.

Question 62

A talent development (TD) professional facilitates a brainstorming meeting with managers of an organization. The managers have proposed different ideas and need to finalize a decision by the end of the meeting. What should the TD professional do to help them arrive at a decision?

Answer 62

Use prioritization techniques to arrive at top ideas quickly. Explanation: When aiming to come to a decision or establish consensus, a facilitator should use prioritization techniques to arrive at top ideas quickly. The facilitator should not provide the solution, but should remain unbiased and avoid taking a side. Asking questions to generate new ideas is important during the early part of brainstorming, but it is not the best approach later in the process when the group is trying to reach consensus. Placing participants in the smaller groups is less helpful at this point, when a decision is needed from the group as a whole.

Question 63

Which method best helps a talent development professional assess a leader's strengths and weaknesses in terms of knowledge?

Answer 63

Behavioral-based interview Explanation: A behavioral-based interview provides leaders an opportunity to share the knowledge they have obtained from past experiences. Other choices are less focused on assessing the leader's knowledge. A multi-rater 360-degree feedback survey focuses on how others perceive the leader. A personality assessment focuses on the leader's values and motivations. A simulation determines a leader's readiness for future roles.

Question 64

A talent development professional is delivering training on a new software application to a group of employees with varying levels of technical expertise. Which strategy ensures the strongest alignment with adult learning theory?

Answer 64

Link capabilities of the software to increased ease of use and job impact. Explanation: Linking capabilities of the software to increased ease of use and job impact allows the talent development professional to increase the relevance to the learners and illustrate how it will benefit them. This is aligned with adult learning theory because adult learners will successfully learn something new when they understand the need to learn it (that is, what's in it for them). It is essential to highlight the value the session will bring to them. Allowing time for discussion is good, but is not as aligned with adult learning theory as linking to why the learner will want to know the material. Describing future capabilities or how other companies benefit is not particularly relevant to the learners.

Question 65

A talent development (TD) professional is preparing a business case for implementing training using virtual reality. What is the best step when preparing the business case?

Answer 65

Analyze and compare multiple solutions before selecting the best option for presentation. Explanation: The talent development (TD) professional should analyze and compare all possible solutions and select the best. A general rule is to only present projects where the value is positive. The TD professional can create an approximate budget but may not have all of the detailed information to provide an exact cost. The TD professional should quantify the benefits and forecast the costs that may be involved for potential solutions, incorporating financial, economic, and organizational data.Explanation: The talent development (TD) professional should analyze and compare all possible solutions and select the best. A general rule is to only present projects where the value is positive. The TD professional can create an approximate budget but may not have all of the detailed information to provide an exact cost. The TD professional should quantify the benefits and forecast the costs that may be involved for potential solutions, incorporating financial, economic, and organizational data.

Question 66

How should coaching session goals be determined?

Answer 66

The client sets the goals and agenda based on the client's needs. Explanation: For coaching to be effective, clients must set the goals based on their needs. In the other choices, other people are making the decisions about the goals for the client.

Question 67

A subject matter expert (SME) does not want to perform the work assigned to them on a talent development (TD) project. Which would be the first step for the TD professional to take?

Answer 67

Ask the SME what motivates them. Explanation: To be successful, a talent development (TD) professional must effectively work with individuals within an organization where differing levels of interpersonal intelligence exist. Asking the SME what motivates them is a good first step, as it allows the TD professional to get to understand the SME's internal motivators. Looking for a new SME or speaking with the SME's supervisor are too extreme to be first steps. Reviewing project expectations with the SME focuses on external motivation, which may not help an SME's understanding of the value of their participation.

Question 68

A talent development professional is initiating a new project to create a repository of training content. The initial project analysis has been completed. What is the next step that the TD professional should take?

Answer 68

Create a project charter document. Explanation: As the initiator of the project, the talent development professional should create a project charter document once analysis is completed, and then have it approved by senior management or the project sponsor, as needed. The charter is “a document issued by the project initiator or sponsor that formally authorizes the existence of a project and provides the project manager with the authority to apply organizational resources to project activities” (Project Management Institute 2017). Depending on the information available on different repositories, the meetings with vendors may have taken place during the analysis phase. A project charter should be established before identifying detailed project plans and delivery schedules.

Question 69

Which management skill is most important for a talent development professional to use to support managers, leaders, employees, and teams on a regular basis?

Answer 69

Coaching Explanation: Coaching is the only management skill listed that helps individuals or teams identify goals, develop realistic action plans, seek development opportunities, and monitor progress and accountability on a regular basis.

Question 70

What is the best way for a talent development professional to address the issue of power dynamics in an organization?

Answer 70

Develop a shared vision to encourage open dialogue. Explanation: Overcoming hierarchy and power dynamics starts with developing a shared vision and encouraging open dialogue. This ensures all team members believe in the vision and creates an environment where team members feel comfortable discussing disagreement. Other options are steps that would come after developing the shared vision.

Question 71

Which action should a talent development professional take to build the strongest business case for a project that exceeds the current budget?

Answer 71

Connect the project to the organization’s strategic priorities. Explanation: Connecting the project to the organization's strategic priorities builds the strongest business case, as it demonstrates why the excess budget is necessary. Obtaining buy-in or having the marketing team create a presentation does not build a business case. Presenting the results of the needs assessment is part of the buy-in process but is not the most important part of building the business case.

Question 72

A talent development (TD) professional is responsible for ensuring collaboration among a work group. Within the first hour, several disagreements arise between two members of the group, and one stops participating. Which is the first action the TD professional should take to address the situation?

Answer 72

Acknowledge the disagreement and reiterate the need to respect all input from the group. Explanation: When a group meets for the first time, it is important that the talent development professional establish rules and boundaries. Established boundaries will allow all participants to contribute without being concerned about negative feedback from the group. When disagreements arise, the TD professional should acknowledge the disagreement and reiterate the rules.

Question 73

What should a talent development professional do to demonstrate a collaborative mindset with the client?

Answer 73

Continually work to build trust with the client. Explanation: To demonstrate a collaborative mindset and build a healthy relationship with the client, the talent development (TD) professional should work to build trust with the client. One way is to model the desired behaviors and be intentional and responsible for words and actions. A TD professional should seek to build relationships across all organizational levels, not just with senior management, and should focus on benefits to all, not just to individuals. A TD professional must also communicate authentically, transparently, and candidly, not on a need-to-know basis.

Question 74

Which two factors are most commonly the root causes of workplace performance problems?

Answer 74

Unclear expectations and poor performance feedback Explanation: Workplace environment factors are more likely to cause performance problems than individual factors. Expectations and feedback are workplace environment factors. The other choices are individual factors.

Question 75

Which facilitation technique is best for generating the most ideas during a problem-solving session?

Answer 75

Use nominal group technique. Explanation: Nominal group technique can be used to help participants brainstorm a large quantity of ideas in a short amount of time. Mind mapping requires the facilitator to make judgments about a participant's level of engagement and may cause less engagement if participants feel uncomfortable or embarrassed. Real-time brainstorming usually limits the quantity of ideas because ideas are either immediately critiqued or accepted. The six thinking hats model requires using a limited number of lenses to brainstorm ideas, which may not generate the most ideas. Nominal group technique (NGT) is defined as a structured method for group brainstorming that encourages contributions from everyone and facilitates quick agreement on the relative importance of issues, problems, or solutions.

Question 76

A talent development (TD) professional is analyzing a customer service department's poor performance and finds one primary cause: skills gaps. Which solution would best address the poor performance?

Answer 76

Conduct role-play and experiential activities for the customer service staff. Explanation: One of the solutions to address skills gaps and skill mismatches is to conduct training that includes case studies, role-plays, and experiential activities. The skills gap identified is in the customer service department, not organization-wide, so training all employees is not necessary. A single-page guide would address a knowledge gap, not a skills gap. A skills gap is better addressed by doing, not reading. Using appropriate rewards and appreciation is likely to address performance problems associated with personal motivation.

Question 77

Based on Carl Rogers' approach, which step is part of creating a learner-centered learning experience?

Answer 77

Plan a range of activities to address diverse learner needs. Explanation: According to Carl Rogers, a facilitator should establish the initial climate by clarifying the purpose of the session, plan the widest possible range of resources to address needs as they arise, limit lectures and incorporate activities that involve learners, and prepare discussion questions that help the facilitator to be a guide, not an expert.

Question 78

A talent development professional is preparing to present needs assessment findings and provide recommendations to a client. What would be the best communication approach to influence the client?

Answer 78

Create a presentation with charts and summary information illustrating the solution. Explanation: The best communication approach is to summarize key information from the needs assessment and to build the presentation to focus on the solution. Presenting all of the findings to a client may be overwhelming and unnecessary. Rehearsing the presentation and ensuring the presentation is correctly formatted may be helpful, but those approaches do not focus on the solution and therefore are not the best communication approach.

Question 79

Which is the best approach to minimize multitasking during a group session?

Answer 79

Ask participants to research a topic on their phones to share back. Explanation: Group participants want to check their phones during a session. Asking participants to research a topic on their phones and share back keeps them engaged in the session and avoids multitasking. Explaining how active engagement maximizes benefits will not help manage multitasking, nor will creating a "phones on silent" rule. Increasing text on visual aids is less effective than using visuals alone and will not help with multitasking.

Question 80

A stakeholder is working with a talent development professional to roll out an e-learning solution to increase productivity levels. Which would be most useful to produce during the design phase to give the stakeholder a better sense of usability of the solution?

Answer 80

Wireframe of the course Explanation: A wireframe of the course is most useful to use during the design phase, giving shareholders a sense of usability of the e-learning solution. This is commonly used in the successive approximation model (SAM) of instructional design. Detailed written design documents will not give stakeholders a sense of usability to the same degree as a wireframe. An evaluation plan would not be used to give a sense of usability to a stakeholder. A storyboard and detailed written design documents would be used to provide a more complete design plan for the course and would come after building a wireframe.

Question 81

A talent development (TD) professional is facilitating a transitional change process occurring in a department experiencing organizational restructuring. Which action by the TD professional would best impact the transitional change process?

Answer 81

Identify opinion leaders in the department and determine how they influence the organizational change process. Explanation: The talent development professional should identify opinion leaders in the department and determine how they influence the change process. This is the only choice that focuses on the people aspect of change, and it is the people that will determine if the change is successful. The other choices focus on systems, departments, and messages, but not people.

Question 82

What is most important for a talent development (TD) professional to evaluate to identify stakeholders’ priorities?

Answer 82

Stakeholders’ personal motivations to engage with the initiative Explanation: When examining stakeholders’ priorities, the talent development professional should pay attention to what is most important to the stakeholders. This should have a mix of business needs and personal motivation, such as recognition or a sense of achievement. Authority to make critical decisions is related to the role of the stakeholders, not their priorities. Reservations about the project and unwillingness to partner are related to the opinions of the stakeholders, not their priorities.

Question 83

Which is the best strategy to improve the integration of talent management across the organization?

Answer 83

Make the whole executive team responsible for talent management. Explanation: The whole executive team should be responsible for talent management to improve its integration across the organization. The human resources (HR) leader should not be the only leader responsible. Processes should be coordinated before implementing technological solutions in order to avoid automating uncoordinated processes. Talent management metrics should focus primarily on quality and effectiveness, not efficiency.

Question 84

Which theory should a talent development professional apply to best prepare participants to be ready for situations they will encounter on the job?

Answer 84

Experiential learning theory Explanation: The experiential learning theory (ELT) model should be applied during the design and facilitation of training to ensure learners are prepared for situations they will encounter on the job. ELT provides learning through experiences, which transfer best to on-the-job situations. The other choices do not focus on learning through experiences.

Question 85

Based on emotional intelligence research, which most likely indicates that a team will be productive and successful?

Answer 85

Social harmony among team members Explanation: Emotional intelligence research indicates that groups with social harmony are most likely to be productive and successful. According to Daniel Goleman, social harmony is linked to high group intelligence quotient (IQ). Other options may help group dynamics but are not the most likely to increase team productivity and success.

Question 86

Which learning objective best incorporates all components of Robert Mager’s criterion-referenced instruction approach?

Answer 86

"Write a 500-word blog post with no grammatical errors in three hours." Explanation: By Mager’s definition, a behavioral objective should have three components: performance, condition, and criteria. Performance is the behavior written as a specific, observable action described using a verb, in this case, “write.” Condition describes the setting under which the behavior is performed, in this case, “in three hours” and “500 words.” Criteria describes the level of performance, in this case, “with no grammatical errors.”

Question 87

What is the first thing a talent development professional should do when selecting a learning technology for a leadership development program?

Answer 87

Determine if the objective is to gain knowledge, acquire a skill, or influence an attitude. Explanation: Talent development professionals should recognize that the enabling objective is the critical first step; selecting the correct tool begins by determining if the objective is to gain knowledge, acquire a skill, or influence an attitude. All of the other options would come later in the process, after the objective is established.

Question 88

A talent development professional is working with a senior leader to develop a leadership program to deliver better results. Which strategy is best for developing and implementing the program to engage leaders at all levels?

Answer 88

Ensure the program addresses short-term and long-term performance needs. Explanation: The best strategy to engage leaders at all levels is to ensure the program addresses both short- and long-term performance needs. Targeting only a subset of senior leaders would not reach the intended audience. Ensuring classroom training is included is not a top priority. Setting satisfaction targets is not central to the development and implementation of the program.

Question 89

Which is the best way to determine the reliability of a knowledge assessment?

Answer 89

Assess the same group of people at different times to determine if the results are consistent. Explanation: Reliability is the ability of the same measurement to produce consistent results over time. The test-retest check of reliability is an approach in which the same test is administered twice to the same group of people.

Question 90

For the learning objective, “Customer service staff will apply best practices in conversations with simulated customers to improve customer satisfaction,” which type of learner activity would best support Bloom’s taxonomy in the application domain?

Answer 90

Role-play customer conversations with each other. Explanation: Talent development professionals use different activities to ensure each objective is met. In Bloom’s taxonomy, there are many different activities that support different learning objectives. For the application domain, activities that support the application of knowledge, such as simulation, demonstration, and role-playing, will allow the learner to actively practice new skills. Listening to lectures, completing worksheets, and reading articles are not appropriate activities for the application domain.