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?
When following an organizational diagnosis model, which two variables that impact an organization would most appropriately be examined at both the organizational and group levels?
Which evaluation technique should an organization use to analyze and improve error rates and defects?
Which is an example of original work that can be copyrighted?
A talent development team is developing advanced emergency medical technician training for seasoned firefighters. Why are hands-on activities so crucial to this type of training?
Which approach would be most effective for managers to improve feedback conversations with their direct reports?
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?
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?
When establishing a talent development (TD) department, how would the TD director best align the department's role to achieve the business strategy?
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.
Which action(s) should the TD manager take to determine the root cause(s)?
Which step in a change management process is most important for instituting sustainable change?
Which technique for writing social media content best encourages readers to engage, extend the conversation, and take action?
A call center manager requests refresher training for customer service representatives because the average call length has increased significantly. The manager claims nothing has changed except the return policy. Which action by a talent development professional best exemplifies taking a systems-thinking approach to this request?
Some talent development professionals skip Level 2 evaluations thinking Levels 3 and 4 are sufficient to prove success. Why is this a dangerous assumption?
Which item is most critical to drive accelerated learning in a program for high-potential employees?
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).
The TD professional determines that the team members are not motivated to use the KMS because they find it too time-consuming to access useful information.
How should the TD professional engage and/or motivate the team to utilize the KMS?
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 statement should be included in an employee engagement survey to best understand company culture?
According to Rummler and Brache's performance variables model, which finding suggests a performance breakdown at the organization level?
Which learning concept is best exemplified by the question, "Why do I need to know this?"
In analyzing job performance, a talent development professional identifies that while workers know the process for building products, they are not following it every time, leading to an increase in quality defects. Which layer of the modern learning ecosystem is most likely to influence compliance with expected safety protocols?
An organization is using Kotter's eight-step process during a change management initiative. Which action best supports creating a vision for change?
A talent development (TD) manager at a company decides to purchase a training course that will be customized by the vendor. A firm deadline must be met for course delivery. Which approach to contracting should the TD manager use?
A hacker was successful in accessing a financial services company's database of customer information after an employee clicked on a phishing email link. The company's chief executive officer (CEO) created a project team to address the security breach. As a member of the project team, a talent development (TD) professional is asked to evaluate the current security training for effectiveness. Since this is an urgent issue, the project team has been given 30 days to present recommendations.
Which data collection tool(s) would be most appropriate for the TD professional to use in evaluating the current security training?
Which process steps should be included in a chart displaying the results of an after-action review?
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.
Which data collection method(s) would be most appropriate for the TD professional to use to complete the needs analysis?
A talent development (TD) professional has been asked to analyze training effectiveness in relation to company finances. Specifically, management wants to know if the training will pay for itself in 18 months. Which tool should the TD professional use?
A talent development (TD) professional has gained upper management's support to introduce individual development plans (IDPs) as a tool for employee development. Which first steps should the TD professional take to launch a successful IDP program?
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?
The total cost of ineffective e-learning includes the cost of which factors?
Which is the best example of an effective learning or behavioral outcome statement?
Which is the most effective way to communicate the value of a leadership program to a stakeholder who has a driver listening style?
A talent development (TD) professional has been asked to implement a knowledge management strategy. Which is the best first step for the TD professional to take?
A new business has recently been formed out of a merger of two international technology start-up companies, and employees from both companies are being merged into new departments for efficiency. Which suggestion would be most useful for a talent development professional to make to the department managers as they get to know their new employees?
Which needs statement is most likely to encourage a stakeholder to support the investment around developing skills in retail sales?
A course requires a participant to go on a virtual search to find a video from the company president and an electronic document outlining specific roles and responsibilities. This is an example of which of the following?
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?
A loan manager in a large bank accessed a direct report's personal bank account in the bank's system out of curiosity. This direct report became aware of the unauthorized account access and consulted the human resources (HR) department. The HR manager initiates an ethics investigation and also asks the talent development (TD) department to determine whether a training solution is needed. The TD professional assigned to this task has never before been involved in any compliance and ethics situation.
What should the TD professional do?
A talent development professional and an external training vendor have agreed to a percentage of the overall cost as profit. What is this called?
A talent development (TD) professional is starting to plan an organizational development strategy. Which task should the TD professional perform first?
When linking training design to training objectives that support Level 3 evaluation, what should the training objectives reflect?
What is the best way a talent development professional can create a strong business case for continuing an existing training program?
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?
Over the past six months, 40% of new hires have failed the final exam. The human resources manager questions why the failure rate is so high and asks the TD professional to assess the training course.
As part of an evaluation, a training manager observes role-plays among participants. Which is the highest level of evaluation that can be achieved through this method?