Certified Professional in Talent Development (CPTD) 2025 – 400 Free Practice Questions to Pass the Exam

The term for data that is intangible and subjective, including feelings and attitudes, is indeed soft data. This category of data typically encompasses qualitative information that captures the complexity of human emotions, perceptions, and experiences. For instance, survey responses about job satisfaction or employee engagement fall under soft data because they reflect individuals' feelings rather than concrete numbers or measurable outcomes.

Soft data is valuable for understanding the nuances of employee experiences and can complement hard data, which consists of objective, quantifiable facts that can be easily measured and verified. Soft data plays an essential role in talent development and organizational assessments as it provides insights that numbers alone may not convey, helping leaders understand the overall atmosphere and morale of their teams.

The other options refer to types of data that are either stringent in measurement or lacking in the subjective components that characterize soft data. Hard data is typically associated with quantifiable metrics, while quantifiable data focuses explicitly on numerical information. Descriptive data may provide context and detail but does not emphasize the emotional or subjective nature inherent in soft data.