Choose the BEST answer for each item. You need at least 33/45 to pass.
Điều kiện đạt: đúng tối thiểu 33/45 câu.
Câu 1. (KI) The ATD Capability Model has how many domains?
A 2 B 3 C 4 D 5
Câu 2. (KI) 'Training Delivery & Facilitation' is in which domain?
A Building Personal Capability B Developing Professional Capability C Impacting Organizational Capability D None
Câu 3. (KI) Which is a Building Personal Capability?
A Instructional Design B Change Management C Emotional Intelligence & Decision Making D Talent Strategy & Management
Câu 4. (SJI) A manager requests training to fix low sales. Best FIRST step?
A Build a sales course B Analyze the performance gap and root causes to confirm training is the right solution C Hire more salespeople D Do nothing
Câu 5. (KI) Which ADDIE phase produces learning materials?
A Analysis B Design C Development D Evaluation
Câu 6. (KI) Kirkpatrick Level 4 measures:
A Reaction B Learning C Behavior D Results (business outcomes)
Câu 7. (KI) Andragogy emphasizes that adults:
A Need no context B Are self-directed and problem-centered C Cannot learn from experience D Learn best passively
Câu 8. (SJI) A SME wants pure lecture; you want practice-based design. Best approach?
A Defer to the SME B Partner: use their expertise while advising design that drives transfer C Exclude the SME D Do it secretly your way
Câu 9. (KI) A measurable learning objective describes:
A A topic B An observable learner behavior after training C A slide count D The trainer's plan
Câu 10. (KI) Phillips adds which level to Kirkpatrick?
A ROI (Level 5) B Attendance C Satisfaction D None
Câu 11. (KI) Gilbert's BEM implies most performance gaps stem from:
A The individual B Environmental factors (info, resources, incentives) C Intelligence D Age
Câu 12. (SJI) Analysis shows a 'training request' is really a process/tool problem. Recommend:
A Deliver training anyway B Non-training interventions targeting the root cause C Ignore it D Blame staff
Câu 13. (KI) 'Business Insight' means a TD pro should:
A Know every ATD standard B Understand how the business makes money and align TD to it C Do accounting D Memorize the org chart
Câu 14. (SJI-strategic) To shift leadership's view of L&D from cost to value, BEST is:
A More training volume B Act as a business partner and measure/communicate outcomes in business terms C Cut the budget D Only compliance training
Câu 15. (KI) SAM is characterized by:
A Strict linearity B Iterative, agile rapid prototyping C Evaluation only D E-learning only
Câu 16. (KI) Cognitive load theory advises designers to:
A Maximize on-screen content B Manage information to avoid overloading working memory C Avoid visuals D Use text only
Câu 17. (SJI) Learners are disengaged mid-session. Best facilitation move?
A Keep lecturing B Re-engage with interaction, confirm relevance, adjust pace C Call people out publicly D End early
Câu 18. (KI) 'Compliance & Ethical Behavior' includes:
A Ignoring copyright B Respecting IP, confidentiality, accessibility, and ethics C Sharing confidential data freely D Skipping accessibility
Câu 19. (KI) A change-management model is:
A SWOT B ADKAR C SMART D RACI
Câu 20. (SJI) A system rollout fails due to employee resistance. Best approach?
A Mandate and penalize B Apply change management: address 'why,' build ability, use champions C Add features D Delay indefinitely
Câu 21. (KI) 'Future Readiness' focuses on:
A Only current skills B Anticipating future skills/trends and reskilling the workforce C Old training records D Cutting training
Câu 22. (SJI) To credibly isolate training's effect on a KPI, use:
A Attribute all change to training B Control group / trend-line / estimation techniques C Ignore other factors D Only satisfaction data
Câu 23. (KI) Microlearning is best for:
A Multi-day certification B Short, focused, just-in-time learning and reinforcement C Replacing all ILT D Avoiding assessment
Câu 24. (SJI) Designing for a global, multilingual audience, a key inclusion practice is:
A Use local slang B Ensure accessibility, plain language, cultural relevance, localization C Design for HQ only D Assume English fluency
Câu 25. (KI) Organization Development interventions operate primarily at the:
A Individual level only B System/organization level (culture, teams, structures, processes) C Payroll level D Recruiting level
Câu 26. (KI) CPTD is intended for:
A Entry-level TD professionals B Experienced TD professionals with broad responsibilities C Non-HR staff D Students only
Câu 27. (KI) Which capability is in 'Impacting Organizational Capability'?
A Instructional Design B Communication C Talent Strategy & Management D Coaching
Câu 28. (KI) Bloom's Taxonomy helps TD professionals to:
A Set pay B Write objectives at appropriate cognitive levels C Compute ROI D Manage vendors
Câu 29. (SJI) A course scores high on satisfaction (L1) but shows no behavior change (L3). Best next step?
A Declare success B Investigate transfer barriers (manager support, application opportunity, design) and address them C Cancel evaluation D Add more content
Câu 30. (KI) Formative evaluation occurs:
A Only after full rollout B During design/development to improve the program C Only at Level 4 D Never
Câu 31. (KI) Summative evaluation measures:
A Progress during design B Overall effectiveness/outcomes after implementation C Learner mood only D Attendance only
Câu 32. (SJI) A stakeholder wants e-learning for everything to cut cost. Best response?
A Agree fully B Recommend the modality that fits the objectives and audience (blended where appropriate) C Refuse all e-learning D Use only instructor-led training
Câu 33. (KI) 'Spaced practice' and 'retrieval practice' come from:
A Finance B Learning sciences (improving retention) C Project management D Organization development
Câu 34. (KI) An objective at Bloom's 'apply' level uses a verb like:
A Define B List C Demonstrate / use D Recall
Câu 35. (SJI) You must evaluate a leadership program's business impact. Best approach?
A Use only smile sheets B Align metrics to program goals across levels, isolate effects, and report to stakeholders C Skip evaluation D Count attendance only
Câu 36. (KI) xAPI (Experience API) primarily enables:
A Payroll B Tracking learning experiences and data across platforms C Recruiting D Scheduling
Câu 37. (KI) Coaching, as a TD capability, is BEST described as:
A Telling people exactly what to do B A facilitative process helping individuals reach their own goals and performance C Formal classroom teaching D A disciplinary tool
Câu 38. (SJI) During an OD culture-change effort, resistance is high. Best approach?
A Force compliance B Engage stakeholders, communicate the why, involve people in shaping change, and reinforce it C Abandon the effort D Just add rules
Câu 39. (KI) 'Data & Analytics' as a TD capability supports:
A Avoiding measurement B Evidence-based decisions and demonstrating value C Compliance only D Reducing training
Câu 40. (KI) 'Consulting & Business Partnering' means TD professionals should:
A Work in isolation B Partner with stakeholders to diagnose needs and co-create solutions C Only deliver requested courses D Avoid the business
Câu 41. (SJI) A leader requests training you believe won't solve the real problem. Best approach?
A Deliver it anyway B Consult: diagnose the root cause and recommend the right solution (which may be non-training) C Refuse without explanation D Escalate immediately
Câu 42. (KI) 'Talent Strategy & Management' aligns talent processes with:
A Payroll cycles B Organizational strategy C Facilities D Marketing plans
Câu 43. (KI) Project management for a TD professional includes managing:
A Only budgets B Scope, schedule, resources, and stakeholders of learning initiatives C Only content D Only vendors
Câu 44. (SJI-strategic) To demonstrate L&D's strategic value to the C-suite, BEST is to:
A Report activity metrics B Tie learning outcomes to business results and speak in business terms C Increase training hours D Focus on compliance only
Câu 45. (KI) 'Future Readiness' involves anticipating and preparing for:
A Past trends B Emerging skills and the changing nature of work (e.g., AI/automation) C Only current roles D Fewer skills
