Certified Professional in Learning and Performance (CPLP) 2025 – 400 Free Practice Questions to Pass the Exam

Focusing on developing a realistic demand estimate and options allows a training director to proactively address both current and future needs of the organization. This approach is essential in the context of employee retirements and uncertain demand since it provides a framework for understanding how many employees will be needed and what skills they will require.

By developing a demand estimate, the training director can assess the skills gap caused by retirements and plan for future talent acquisition and development accordingly. This includes not only training existing employees to fill potential gaps but also preparing to hire new talent with the necessary competencies. Additionally, having options in place—whether it be through succession planning, upskilling current employees, or creating robust onboarding programs for new hires—ensures that the organization remains adaptable to changes in demand.

Other options are more limited in their effectiveness. For instance, creating a succession plan alone does not encompass the full scope of planning needed to address future demands. Similarly, training new employees exclusively neglects the need to develop the existing workforce who may soon be filling roles left by retirees. Lastly, consulting solely with leadership may provide a narrow view of the situation, as it omits insights from lower-level employees who can offer practical perspectives on workforce capabilities and training needs. Thus, focusing on demand