CPTD Additional Review Flashcards
(39 cards)
What is Behaviorism and how is it used in talent development?
Behaviorism is the idea that learning happens through a response to a stimulus (external event). It focuses on observable behaviors—not thoughts or feelings.
TD Example: A manager praises an employee every time they complete a task on time (positive reinforcement). Over time, the employee develops the habit.
What is Cognitivism in learning theory?
Learning through direct instruction. It’s about how learners think and understand.
TD Example: A TD professional uses storytelling and diagrams to help employees connect new ideas to what they already know.
What is Constructivism and how does it support adult learning?
Constructivism says learners build their own understanding through experiences. It’s learner-centered.
TD Example: In a leadership workshop, participants reflect on their past experiences and share insights to learn from each other.
What are the key stages of Kolb’s Experiential Learning Theory?
People learn by doing something, thinking about it, learning from it, doing it again.
TD Example: An employee participates in a role-play (experience), reflects on what went well, learns a new approach, and tries again.
How do TD professionals use Emotional Intelligence?
Emotional Intelligence is the ability to understand and manage your own emotions and those of others.
TD Example: A facilitator notices a learner is frustrated and adjusts the activity to help them re-engage. This builds trust and supports learning.
What is the Trait Model of Emotional Intelligence?
This model sees EI as part of a person’s personality traits, like optimism, assertiveness, and empathy.
TD Example: A trainer who is naturally empathetic builds strong rapport with participants, helping them feel safe to share.
What is the Mixed Model of Emotional Intelligence? (Goleman’s)
This model combines emotional skills, traits, and behaviors (like self-awareness, motivation, empathy). Popularized by Daniel Goleman.
TD Example: A leader with high EI motivates their team by understanding their emotional needs and managing their own stress.
What is the Ability Model of Emotional Intelligence?
Self perception and managing emotions.
TD Example: A coach helps a new manager learn to read team emotions and respond appropriately to improve collaboration.
What are the key principles of Knowles’ Adult Learning Theory?
Adults learn best when:
They know why they need to learn
They can use their experiences
They want self-direction
Learning is problem-centered, not content-centered
TD Example: A course starts with a real work problem and lets learners guide the discussion, applying their own knowledge.
What are the 5 parts of Goleman’s EI Model?
Self-awareness
Self-regulation
Motivation
Empathy
Social skills
TD Example: A team leader uses self-awareness to manage reactions, empathy to understand others, and social skills to resolve conflict.
What is the purpose of integrating an LMS into organizational learning?
To centralize learning content, track learner progress, support compliance training, and deliver scalable learning solutions. Integration helps align learning outcomes with business goals.
How does integrating a KMS support performance?
A KMS helps employees access relevant knowledge, documents, FAQs, and best practices quickly. Integration supports just-in-time learning, collaboration, and organizational memory.
What is the benefit of aligning LMS and PMS?
Aligning LMS with PMS ensures that training aligns with performance goals. It allows tracking of learning impact on job performance and informs personalized development plans.
Why integrate a KMS with a PMS?
To ensure employees can access the knowledge they need to meet performance expectations. It supports coaching, feedback, and continuous improvement.
What does an integrated talent system (LMS, KMS, PMS) enable for TD professionals?
It enables data-driven decision-making, better alignment of learning and performance, seamless user experience, and robust tracking of ROI and learning impact.
How PMS is used in TD
scenario:
Implementing a New Performance Management System to Support Employee Growth
Company: A mid-sized tech firm with 500 employees
Challenge: Low employee engagement and lack of clear career growth paths
Goal: Strengthen the performance management process to align employee development with business goals
💼 Situation:
The Talent Development (TD) team receives feedback from engagement surveys indicating employees feel:
Their performance reviews are inconsistent
They don’t understand how to grow within the company
Managers don’t provide enough coaching or feedback
The leadership team decides to revamp the Performance Management System (PMS) with support from the TD department.
⚙️ Action:
The TD professional leads the design and implementation of a new PMS with these components:
Goal Setting & Alignment:
Employees and managers set quarterly OKRs (Objectives and Key Results) linked to organizational goals.
The system tracks progress throughout the quarter.
Continuous Feedback:
A new feedback platform is integrated that allows for real-time peer and manager feedback.
Managers are trained to give regular, constructive feedback using coaching models.
Performance Check-Ins:
Instead of once-a-year reviews, managers conduct bi-monthly 1:1s to discuss performance, barriers, and development goals.
TD provides guides and templates for these conversations.
Development Planning:
Based on performance data, employees are recommended personalized learning paths via the LMS.
High performers are nominated for leadership development programs.
Calibration & Fair Evaluation:
TD partners with HR to introduce performance calibration sessions across departments to reduce bias and ensure fairness.
📈 Outcome:
After 6 months, 85% of employees report clearer expectations and better feedback.
The internal promotion rate increases by 20%.
Managers report spending more quality time on employee development instead of just reviewing metrics.
How is Kirkpatrick’s model used with LMS data?
LMS data can show completion rates (Level 1), quiz scores (Level 2), behavior change (if integrated with PMS - Level 3), and tie training to business KPIs (Level 4).
What is Kirkpatrick’s Four Levels of Evaluation?
- Reaction – Learner satisfaction
- Learning – Knowledge/skills acquired
- Behavior – Application on the job
- Results – Business impact
What is a common challenge in integrating LMS, KMS, and PMS?
Data silos and lack of interoperability. Successful integration requires IT collaboration, clear strategy, and strong data governance.
Qualification Program
A program that verifies individuals possess specific skills or knowledge, often used internally.
Ex. A company runs a technical skills boot camp and tests participants before assigning them to advanced projects.
Certification Program
A credential awarded by an external body that validates competence against a standard, often requiring continuing education.
Ex. A project manager earns a PMP certification to validate skills in project management.
Leadership Development Program
A strategic initiative to prepare employees for leadership roles.
Ex. A rotational leadership track that offers mentorship, workshops, and stretch assignments.
Employee Retention Strategy
Efforts made to keep valuable talent engaged and employed long-term.
Ex. Developing personalized development plans and clear career paths.
How does coaching complement performance reviews?
Coaching provides ongoing support between formal reviews, facilitates behavior change, and keeps employees focused on goals and development plans.
