Practice Exam Questions

Question 1

A 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 1

Identify opinion leaders in the department and determine how they influence the organizational change process.

Question 2

A TD professional is selecting a learning portal to deliver training to business customers of an org. The portal must tract course progress and completion, support eLearning modules, and work for the company’s seven different locations across the globe. Which type of learning portal would best fit this scenario?

Answer 2

Learning content management system - learning management system LCMS-LMS

a 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 elearning 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 3

A TD 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 3

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 4

A manager has asked a TD 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 4

To drive innovation

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 tat are curated may not be considered cutting-edge by the company. As resources are curated, they may or may not acknowledge the industry standards at this point.

Question 5

A stakeholder is working with a talent development professional to roll out an elearning 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 5

Wireframe of the course

A wireframe of the course is most useful during the design phase, giving shareholders a sense of usability of the elearning 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 6

A 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 6

Force field analysis

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

Question 7

A 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 7

Focus groups

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 8

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

Answer 8

Social harmony among team members

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 9

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

Answer 9

Evaluate the results of the assessment to make sure knowledge transfer has occurred

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 10

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

Answer 10

Use nominal group technique

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.

Question 11

Which statement best exemplifies the primary responsibility of a facilitator?

Answer 11

Build consensus and agreement around decisions the group makes

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 12

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

Answer 12

Identify the purpose and audience for the data being presented

When selected a data visualization technique, it is important to identify the purpose and audience. 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 13

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

Answer 13

Obtaining support from senior leadership

Obtaining support from senior leadership is the most crucial factor 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 of practice. Other answer choices are less effective as they will not be effective if no one, or very few people, engage in the community due to lack of leadership support.

Question 14

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

Answer 14

Display positive emotions

The TD professional can change the stakeholder’s impressions by expressing positive emotions for the stakeholder to mirror (this is assuming the stakeholder is going to mirror them, who wrote these?!) 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 15

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

Answer 15

Facilitating across ethnic and organizational cultures

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. The other choices may demonstrate cultural intelligence to a certain degree, but not the same level as facilitation.

Question 16

A 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 16

“What has worked in the past to support the development of your team members?”

The TD 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 17

a 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 17

Update the TD team’s key performance indicators to include performance improvement.

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 18

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

Answer 18

Behavioral-based interview

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 19

A TD 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 19

“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 it in a classroom for two days.”

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, the category of the savings an change being made.

Question 20

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

Answer 20

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, it is not as good as 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 21

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

Answer 21

Determine if the objective is to gain knowledge, acquire a skill, or influence an attitude.

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 22

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

Answer 22

Critical behavior

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 23

A 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 23

Coach managers on how to be accountable for their employees’ engagement.

The 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 24

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

Answer 24

“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.”

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 25

A 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 25

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

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.

Pay attention to choices that jump straight to a solution rather than understanding the needs first.

Question 26

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

Answer 26

It expresses the organization’s commitment to diversity and inclusion.

A workplace D&I strategy should express the commitment of the entire org 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 27

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

Answer 27

Improved employee job performance.

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 28

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

Answer 28

Explain the IDP framework and accountability to the employee

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 29

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

Answer 29

What emerging issues and problems will require unique leadership skills?

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.