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Which level of Kirkpatrick's model should a talent development professional use to measure the impact of learning during and after a training course?

A.

Level 1

B.

Level 2

C.

Level 3

D.

Level 4

Which is a benefit of Six Sigma methodology?

A.

It clarifies business strategy

B.

It reduces business cycle times

C.

It creates awareness and a sense of urgency

D.

It analyzes key aspects of the corporate culture

Which organizational attribute is most likely to undermine the long-term success of a talent development initiative?

A.

Company culture

B.

Professional development

C.

Onboarding process

D.

Retention policy

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.

Cost plus fixed fee

B.

Cost plus incentive fee

C.

Performance-based pricing

D.

Fixed-base pricing

A talent development professional is providing coaching to an individual. Which action is most likely to improve success for the coaching action plan?

A.

Allow others to define actions for the person receiving coaching

B.

Obtain stakeholder approval for the action plan

C.

Be specific whether an action is a goal or a task

D.

Write out the action plan

A talent development (TD) professional has been asked to evaluate the capability of an organization's employees to move into positions of greater responsibility when required. The deliverable will be a report on the skill sets for succession in the organization. What would be the most effective approach for the TD professional to take?

A.

Research and recommend an assessment process such as a 360-degree assessment or a psychometric assessment; review data contained in the performance management system, including past performance reviews

B.

Hold focus groups with employees interested in leadership positions to identify potential leaders; meet with senior leaders individually to discuss who they feel could take on greater responsibility within the organization

C.

Review company training records for past training attendance in leadership sessions; review project committees and leadership roles taken in the committees

D.

Send a survey asking about future leadership potential and interest from employees; follow up with a group discussion for those expressing interest in a leadership position

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?

A.

The presentations were not polished enough, and the trainer should have practiced more before the session

B.

The learners were not motivated to learn the content presented to them and did not see how it related to the task at hand

C.

The training did not take into account the fact that the learners were experienced and motivated to learn

D.

The training did not provide situations where the learners could practice working as a group to come up with strategic priorities

Which work product would most likely be protected under copyright law?

A.

A communication plan

B.

A new-hire process flow

C.

An onboarding procedure

D.

A recording of an orientation course

Which approach would be most effective for managers to improve feedback conversations with their direct reports?

A.

Always deliver feedback in a private setting

B.

Schedule time daily for feedback sessions

C.

Homogenize feedback as much as possible

D.

Adapt feedback to the individual's needs

An organization has just finalized its strategic planning process and established four business goals for the next period. The talent development (TD) professional is meeting with the chief executive officer to discuss how the learning function can best support the achievement of these goals. Which meeting objective will best allow the TD professional to align the learning goals with these business goals?

A.

Identify the resources required to drive these business goals

B.

Identify the training calendar for the next period

C.

Identify the performance gaps of employees

D.

Identify the business goals that require employee development