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A talent development (TD) professional is designing performance and training solutions for new core services. Which question would best help the TD professional begin to establish the Level 4 impact metrics around these new services?
A talent development professional has been asked to provide feedback to a trainer about an in-person session that received poor evaluation responses. The training was for senior-level management to learn to be more strategic and collaborative in their annual planning session. The trainer presented the learners with theories and methods for strategic planning and how to collaborate. Survey responses revealed learners felt they had not learned what they expected to learn. What was the most likely problem?
After collecting evaluation data using a detailed questionnaire, what data display should be used in the first stage of the analysis?
A talent development (TD) professional is asked to offer training to entry-level employees on a new online software that will change many processes in their work. Which is the best way for the TD professional to prepare a learner-centered course?
An operations director for a retail call center asks a talent development (TD) manager to analyze the recent rise in incorrect orders, which are up 40% in the past month.
Step 2
Metrics show that most of the incorrect orders were handled by employees hired within the past six months. Further analysis shows these new hires lacked the knowledge needed to do the job correctly.
Which action(s) should the TD manager take to further determine the cause of the errors?
A talent development (TD) professional has been asked to create a training program. The focus of the training is to motivate employees to be leaders in their regions and help the organization work toward its strategic priorities. The TD professional knows that the learners will vary in their ability to learn and their prior knowledge, but they are motivated. What is the best action for the TD professional to take to ensure successful learning transfer?
A talent development professional has been asked to take a six-hour in-person meeting and transform it into an online course. Which is the best way to create engaging training that will not be a burden for learners to complete?
A talent development (TD) professional has been tasked with creating a knowledge management system for a small company. The TD professional has begun the process of collecting organizational knowledge and has compiled paper manuals, standard operating procedures, process charts, and other archived materials. How can the TD professional most effectively access the collective knowledge of the company's leaders?
An operations director for a retail call center asks a talent development (TD) manager to analyze the recent rise in incorrect orders, which are up 40% in the past month.
Step 2
Metrics show that most of the incorrect orders were handled by employees hired within the past six months. Further analysis shows these new hires lacked the knowledge needed to do the job correctly.
Step 3
A review of the training materials for new hires indicates that the material was aligned to the job requirements. The delivery methods specified were appropriate and aligned with skills application. Follow-up revealed that the trainer only lectured the new hires and did not follow the training delivery methods as designed.
Which solution(s) should the TD manager present to the call center operations director and all stakeholders?
A talent development (TD) professional has been hired as a consultant for a 20-person manufacturing company. The TD professional has not worked in this industry before. Several employees have complained to the human resources (HR) department that some supervisors have been disrespectful toward them when giving feedback. The HR manager decides that company-wide training on appropriate feedback is needed. The TD professional is assigned to conduct a needs analysis and to report the results to the HR manager in two days.
As a result of the needs analysis, the TD professional finds that some supervisors do not know how to give appropriate feedback and some employees do not respond well to feedback. The HR manager authorizes the TD professional to conduct a one-time, three-hour, instructor-led training program for all employees on giving and receiving effective feedback.
The TD professional decides to incorporate role-play in the training and plans to use the HR manager as the subject matter expert (SME) to create the necessary role-play scenarios. The training program is due in one month. The HR manager is not available in that time frame but notes that a newly hired HR intern is available and suggests that this intern act as an SME in creating the scenarios. Management has decided that the training cannot be postponed.
What should the TD professional do?
Which is the best example of an effective learning or behavioral outcome statement?
Two manufacturing companies in different cities—Company A and Company B—have recently undergone a merger but will continue operating separately for the immediate future. Company B did not have a talent development (TD) department, so the TD professional who reported to the chief executive officer (CEO) of Company A before the merger will now report to the CEOs of both companies. The TD professional is asked by the CEO of Company A to put together a team-building program to get the employees from both companies to work well together.
What should the TD professional do?
A talent development (TD) professional is approached by a department manager for advice on how to improve an employee's performance on assigned monthly reports. How should the TD professional approach this situation?
A talent development (TD) professional facilitates a three-week training course for all of a company's new hires. Company onboarding guidelines state that new hires must pass the course final exam with a score of 80% or higher in order to continue in the job, but the guidelines also provide for some discretion on the part of the hiring manager.
Participant A fails the final exam with a score of 78%. Participant A was frequently late to training, did not readily participate, and fell asleep twice during the course.
Participant B fails the final exam with a score of 60%. Participant B arrived early every day during training to request additional help, actively participated in group activities, took copious notes, and got along with everyone in the course.
What should the TD professional do?
A talent development (TD) professional has been given the task of implementing a content management system in an organization. How will the TD professional know that this implementation is a success?
When establishing a talent development (TD) department, how would the TD director best align the department's role to achieve the business strategy?
Which is the best quality improvement tool for a team that is ready to design a flowchart for a new product release?
Which steps are considered best practice when making a business case for a talent development program?
Which action should a talent development professional take when using the accelerated learning process?
A talent development (TD) professional has been tasked with training a group of managers on how to be better coaches. The managers have been in their roles for one to three years, have some prior knowledge, are self-motivated to learn, and lack guidance. What is the most effective approach for the TD professional to take?
In the development of a knowledge management system (KMS), which is the best action for a talent development professional to take in order to avoid the pitfall of employees hoarding knowledge or being unwilling to share it?
Which is the best rationale for using text messaging in a business environment?
A talent development (TD) professional facilitates a three-week training course for all of a company's new hires. Company onboarding guidelines state that new hires must pass the course final exam with a score of 80% or higher in order to continue in the job, but the guidelines also provide for some discretion on the part of the hiring manager. Participant A fails the final exam with a score of 78%. Participant A was frequently late to training, did not readily participate, and fell asleep twice during the course.
What should the TD professional do?
An organization with high turnover had attempted to reduce turnover by increasing wages and paid time off. A year later, the turnover rate had not changed. Which is the best approach for solving the issue?
A TD professional at an online retail company is approached by one of the company's cloud services managers, who is concerned about the cloud services team's recent work performance. The manager states that the team members repeated the same mistakes from past teams. The TD professional performs a needs analysis and determines that the team members did not leverage information, best practices, and historical data recorded by past teams in the company's knowledge management system (KMS).
What should the TD professional do?
When linking training design to training objectives that support Level 3 evaluation, what should the training objectives reflect?
A talent development (TD) professional is working as an independent consultant for a company. The TD professional signs a nondisclosure agreement and gains access to protected company data and information. Which type of law would the TD professional most likely be breaking if the information is misused?
Which approach would be most effective for managers to improve feedback conversations with their direct reports?
While facilitating a training session focused on accessing a report from a point-of-sale system, a store manager who is acting as the trainer has omitted key details from the process. Which type of knowledge is represented in this scenario?
A talent development (TD) professional is one of several people from different departments that are assigned to a project. The purpose is to design a solution to an issue that occurs often among new hires. What kind of project will the TD professional be participating in?
A talent development professional is developing a training course for line staff who have been promoted to a manager position for the first time. Why should relationship building be a critical component of the training course?
Which statement by a talent development professional best demonstrates concise, explicit, and clear information?
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 company has forecasted that it will need 44 maintenance technicians in the next calendar year and an additional 20 in the year after next. The talent development (TD) team has been charged with comparing future needs with current realities to understand if any gaps in staffing are caused by skill deficiencies. Where should the TD team focus its efforts?
A talent development (TD) professional has been hired to create and lead a TD department for a global organization. The TD professional's first task is to create a strategic plan for the new department. Which step should the TD professional take first to develop the strategic plan?
Which question is most critical for a talent development professional to answer before implementing an employee engagement survey?
TESTED 01 Nov 2025