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.

Step 2

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.

Step 3

The project team decides that test phishing emails should be created to train employees about phishing and to collect more data on the issue.

Which step(s) should the TD professional take to analyze the effectiveness of the implemented solution?

Step 4

The test phishing emails are created, and the information technology department sets up the deployment schedule and results tracking for the emails. Over the first month, results indicate that 50% of the employees who received the emails clicked on the phishing link and received additional training on recognizing phishing emails.

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?

Which statement best describes D.E. Super's theory of career development?

A talent development (TD) professional has been contracted to design a training program on cross-cultural communications. The organization's goal is to foster a more inclusive workplace environment. Which action would best help the TD professional assess the organizational environment to identify specific performance objectives?

What are the basic quadrants of a balanced scorecard approach?

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 (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?

Which is the most effective way to communicate the value of a leadership program to a stakeholder who has a driver listening style?

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?

Which steps are considered best practice when making a business case for a talent development program?

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 evaluation technique should an organization use to analyze and improve error rates and defects?

According to Mager, what are the three components of a learning objective?

A talent development (TD) professional has recently joined an organization and needs to develop the organization's learning strategy. The TD professional has scheduled one-on-one interviews with the various senior leaders. Which question would be most important for the TD professional to include in the interview protocol?

Which learning concept is best exemplified by the question, "Why do I need to know this?"

Which is an example of both learning through experience and learning through influence by interactions with people?

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

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?

After collecting evaluation data using a detailed questionnaire, what data display should be used in the first stage of the analysis?

A talent development professional has surveyed employees about their needs. To encourage employee engagement, which approach is best for sharing the survey results?

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

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 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.

Several years have passed, and the former claims employee is now an experienced TD professional. The TD manager asks this TD professional to create a training plan for a new claims process. Some claims employees work remotely in three different countries. The TD manager requests a draft of the training plan in 30 days.

Which action(s) should the TD professional take to create this training plan?

A talent development (TD) professional has been asked to present new call center techniques to a customer service group. During a break, a participant says the information is being presented too quickly for the group to understand. Which technique should the TD professional use to monitor the situation and modify the training?

Which is a learning activity guided by constructivist learning theory?

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?

A talent development professional and an external training vendor have agreed to a percentage of the overall cost as profit. What is this called?

Which is a direct result of providing good navigation for participants in an e-learning environment?

Which statement by a talent development professional best demonstrates concise, explicit, and clear information?

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?

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 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?

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) professional has been asked to implement a knowledge management strategy. Which is the best first step for the TD professional to take?

An organization with offices in four countries must comply with a new policy within three months, and a talent development professional is tasked with creating training for the new policy. There is no additional budget for this training. Which is the best option for training employees?

Which is the primary purpose of an employee engagement survey?

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?

Which needs statement is most likely to encourage a stakeholder to support the investment around developing skills in retail sales?

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?

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 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?

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?

Which is the best step to take first when developing leadership competencies?

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?