A pharmaceutical company wants to overhaul its compliance training. Some of the executives think that generic training from an external vendor would be cheaper. The talent development (TD) manager knows that customized training built internally would better meet the need. What would best help the TD manager make the case to build the training internally?
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?
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?
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.
The TD professional has a meeting with the CEO of Company B, who believes the training should be postponed for at least six months so the two groups of employees can operate autonomously as if the merger had not happened.
What should the TD professional do?
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 is the primary purpose of an employee engagement survey?
Which consideration is most important when developing e-learning or classroom training for a global environment?
Which needs statement is most likely to encourage a stakeholder to support the investment around developing skills in retail sales?
Which statement by a talent development professional best demonstrates concise, explicit, and clear information?
Which is the best rationale for using text messaging in a business environment?
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 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 professional and an external training vendor have agreed to a percentage of the overall cost as profit. What is this called?
A new manager has been assigned to meet with a talent development (TD) coach. At the first meeting, the manager states "I am who I am, and no amount of coaching will change me." Which should be the TD coach's top priority?
Which technique for writing social media content best encourages readers to engage, extend the conversation, and take action?
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 organizational capability must be included when assessing a training program using a systems approach?
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?
A claims employee at an insurance company is transferred to the talent development (TD) department. This new TD team member has previously delivered departmental on-the-job training on an informal basis, but does not have any formal TD training. A TD manager has been assigned to help the new TD team member develop TD skills.
What should the TD manager do?
Which is the most effective approach for a talent development professional to test and evaluate learning management systems (LMSs)?
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 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.
The data obtained indicates that the current training focuses on defining phishing and does not provide examples or information on how to recognize it and what actions to take.
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?
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?
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 risk would pose the greatest threat to a learning project?
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.
Step 2
The TD professional has confirmed that the company's policy states employees are not authorized to access other employees' financial records without executive approval. The TD professional has been asked by the HR manager to participate in a meeting with the HR, compliance, and legal departments related to this investigation.
During this meeting, what should the TD professional do?
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.
The TD professional has a meeting with the CEO of Company B, who believes the training should be postponed for at least six months so the two groups of employees can operate autonomously as if the merger had not happened.
The CEO of Company B has resigned, and the CEO of Company A now leads both organizations. The CEO still wants to conduct team-building activities and recommends that the senior leadership team of Company B travel to the site of Company A for a meeting to plan the team-building activities.
What should the TD professional do?
Which step in a change management process is most important for instituting sustainable change?
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?
An employee meets with a manager and indicates an interest in moving into a different department to prepare for a higher-level position. Currently, no openings are available. Which is the most effective solution for the manager to recommend?
A small company has just established its first talent development (TD) department and hired its first TD manager. Which action should the TD manager take early on to create a strong learning culture?
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?
Which is the best example of an effective learning or behavioral outcome statement?
When establishing a talent development (TD) department, how would the TD director best align the department's role to achieve the business strategy?
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?
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?
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 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?
A talent development professional is planning a company-wide volunteer day event. One of the risk factors identified is the possibility that too few volunteers will participate. What are the two primary considerations in evaluating this risk?
A new manager has a team comprised of four different generations of employees. Which action by the manager would be most likely to minimize intergenerational conflict within the team?
A talent development (TD) department wants to strengthen its partnership in decision-making with senior leaders. Which action would be best for the TD department to take?
Some talent development professionals skip Level 2 evaluations thinking Levels 3 and 4 are sufficient to prove success. Why is this a dangerous assumption?
An external coach is contracted by a company to work with three of its executive vice presidents (EVPs). During the scheduled sessions, two of the EVPs show up late and request that their coaching sessions be extended to make up for the missed time. Which is the most ethical and appropriate action for the coach to take?
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