The Best Workday-Pro-Talent-and-Performance Exam Study Material and Preparation Test Question Dumps
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NEW QUESTION # 11
Refer to the following scenario to answer the question below.
Your organization is initiating employee reviews. There are several objectives for these reviews, including:
* Setting goals and reviewing them quarterly.
* Checking in with the new hire at 90 days.
* Annually reviewing performance.
* Performing multi-rater reviews.
You need to create a new annual review template with several sections, including Feedback, Goals, Questions, and Competencies.
What component is not a prerequisite to create a new annual review template with these sections?
- A. Feedback Template
- B. Review Questions
- C. Competencies
- D. Review Types
Answer: D
Explanation:
* To create a review template with sections such as Feedback, Goals, Questions, and Competencies, you must have these components configured in advance:
* Review Questions# required if the template uses a questions section.
* Feedback Template# required if a feedback section is included.
* Competencies# required if competencies are included.
* Review Typesare not a prerequisite to create a review template. They categorize reviews (annual, quarterly, etc.) but are not required in template configuration.
References:
Workday Review Template setup guidelines.
Workday Pro training material: "Questions, feedback templates, and competencies must be configured to build corresponding review sections."
NEW QUESTION # 12
Which configuration is responsible for determining what actions employees and managers can take during a talent review?
- A. Employee potential
- B. Domain security
- C. Organization membership
- D. Talent review template rule
Answer: D
Explanation:
This question is aboutTalent Reviewsin Workday and what drives the permissions or actions that employees and managers can take during the review process.
Let's analyze the choices:
* A. Organization membership
* Incorrect.
* Organization membership (e.g., supervisory org, talent pool) determineswhich workersare included in the review.
* It does not determinewhat actionsmanagers or employees can take.
* B. Employee potential
* Incorrect.
* Employee potential is anattribute(like performance, loss impact, retention risk) used for evaluation in the talent review grid.
* It informs thecontentof the review, not the actions available to participants.
* C. Domain security
* Partially correct but not the best answer.
* Domain security determineswho has accessto initiate or view Talent Reviews, but it does not driveprocess actions inside the review(such as rating, adding notes, or calibrating).
* D. Talent review template rule
* Correct.
* TheTalent Review Template Ruledefines theconfiguration of the talent review process, including:
* Which sections appear (e.g., 9-box grid, attributes, notes).
* Which actions participants (employees, managers, HR partners) can perform.
* Whether calibration is enabled, whether participants can move employees between grid boxes, and other interactive review behaviors.
* This is the configuration responsible for controllingwhat employees and managers can do during a talent review event.
Therefore, the correct answer isTalent review template rule.
#References
* Workday Pro Talent & Performance Certification Guide - Talent Reviews:"The talent review template rule determines the structure of the review and what actions participants may take during the review."
* ERP Cloud Training - Workday Talent Reviews:"Template rules control functionality such as allowing participants to update potential ratings, add notes, or move workers in the grid. Security domains only manage access."
* Workday Community Documentation - Talent Review Configuration:Confirms thattemplate rules define the actions and behaviors within a talent review session.
NEW QUESTION # 13
Your organization launches talent reviews for the entire organization on an annual basis. You created a new Talent Lead security group to initiate the talent review event.
What do you need to modify to enable this configuration?
- A. The Talent Review business process security policy
- B. The Launch Talent Reviews business process security policy
- C. Both the Launch Talent Reviews business process security policy and the Talent Review domain security policy
- D. Both the Talent Review business process security policy and the Talent Review domain security policy
Answer: C
Explanation:
This scenario involves enabling a new security group (Talent Lead) to initiate Talent Review events in Workday. To achieve this, you need to configure both the business process security and domain security that govern Talent Reviews.
* Launch Talent Reviews business process security policy
* This policy controls who has permission to initiate the Talent Review event.
* Without updating this, the new Talent Lead group cannot start the review process.
* Talent Review domain security policy
* This policy governs access to Talent Review objects, such as templates, review events, grids, and attributes.
* Without updating domain security, even if the group can launch the process, they will not be able to view or interact with the talent review itself.
* Incorrect alternatives
* Option B (Launch Talent Reviews only):This would allow the group to initiate the process, but they would lack access to view or work with the reviews.
* Option C (Talent Review business process security policy):There is no generic "Talent Review business process"; the correct one is "Launch Talent Reviews."
* Option D (Talent Review business process + domain security):Misstated. The business process in question is "Launch Talent Reviews," not a general Talent Review business process.
Therefore, the correct answer is to updateboth the Launch Talent Reviews business process security policy and the Talent Review domain security policyso that the Talent Lead group has both initiation rights and access permissions.
References
* Workday Pro Talent & Performance Certification Guide - Security in Talent Reviews: Explains that both business process security and domain security must be configured for security groups responsible for launching talent reviews.
* ERP Cloud Training - Talent Review Security: Notes that business process security grants initiation rights, while domain security controls access to objects and review content.
* Workday Community Documentation - Talent Review Setup: Confirms that both the Launch Talent Reviews business process policy and the Talent Review domain security policy must be modified when a new security group is added to initiate reviews.
NEW QUESTION # 14
Your annual performance review includes goals, feedback, and responsibilities. Your business process includes these steps:
* Set Review Content
* Get Additional Reviewers
* Assess Potential
* Complete Manager Evaluation
What step will the workflow not use?
- A. Complete Manager Evaluation
- B. Set Review Content
- C. Get Additional Reviewers
- D. Assess Potential
Answer: D
Explanation:
* In Workday'sannual performance review process, typical default steps are:
* Set Review Content# defines template contents (goals, feedback, responsibilities).
* Get Additional Reviewers# allows adding reviewers.
* Complete Manager Evaluation# manager provides evaluation.
* Assess Potentialisnot part of the performance review process; it belongs toTalent Review / Succession Planning processes.
* Therefore, the workflow will not useAssess Potentialin a performance review.
References:
Workday Performance Review vs. Talent Review process distinction in Pro materials.
Workday configuration: "Assess Potential" is a Talent module step, not part of standard performance review flows.
NEW QUESTION # 15
You want to define level-based behavioral indicators for proficiency ratings on a competency.
What criteria can you use?
- A. Management Level
- B. Talent Pool
- C. Supervisory Organization
- D. Job Profile
Answer: D
Explanation:
* Behavioral indicatorscan be tied to proficiency rating levels on a competency to describe expected behaviors at each level.
* These indicators are assigned byJob Profile.
* Other options (Supervisory Organization, Management Level, Talent Pool) are not used to define behavioral indicators.
* Linking by Job Profile allows organizations to customize behaviors expected for different roles.
References:
Workday Talent & Performance competency management documentation.
Workday Pro Talent & Performance training material:"Behavioral indicators are assigned at the job profile level to define expected behaviors for each proficiency rating."
NEW QUESTION # 16
Your organization has detailed new goals that are tied to your divisions. The manager of each division needs to create a goal, then distribute that goal to their direct reports.
What task do managers use to accomplish this?
- A. Manage Organization Goals
- B. Create Goal for Worker
- C. Add Goal To Employees
- D. Maintain Goal Completion Statuses
Answer: A
Explanation:
* Add Goal To Employeesis used for bulk assigning existing goals to workers, not for creating new organizational goals.
* Maintain Goal Completion Statusesis used to track and update progress, not goal creation.
* Create Goal for Workerapplies only to individual workers.
* Manage Organization Goalsis the correct task for a manager to create a goal at thedivision or supervisory organization leveland cascade it to their direct reports.
References:
Workday Talent & Performance: Goal Management.
Workday Pro study guide: "Managers use Manage Organization Goals to create and cascade organizational goals to their teams."
NEW QUESTION # 17
How do dynamic talent pools determine pool membership?
- A. Based on the Compare Workers report
- B. Based on a custom report you define
- C. Based on manual selection
- D. Based on the results of a saved search
Answer: D
Explanation:
* Dynamic Talent Poolsautomatically determine membership by using the results of asaved search.
* This allows pool membership to update as workers meet or no longer meet the search criteria.
* Incorrect options:
* Compare Workers report# used for side-by-side comparison, not pool membership.
* Manual selection# applies to static pools, not dynamic.
* Custom report# not the driver; Workday specifically requires saved searches for dynamic pools.
References:
Workday Talent Pools configuration guide.
Workday Pro exam material: "Dynamic pools are maintained by saved search results."
NEW QUESTION # 18
Your performance review template has three sections, in addition to an Overall section. The template uses item averaging to calculate an overall rating.
Managers will enter ratings for multiple items in each of the first three sections.
What is the expected behavior when Workday calculates the overall rating?
- A. The calculation includes assigned weightings for each item and each section.
- B. The calculation includes assigned weightings for each section.
- C. The calculation includes assigned weightings for each item.
- D. The calculation includes an equal weight to each item rated.
Answer: D
Explanation:
* When a performance review template usesItem Averaging:
* Workday calculates the average rating acrossall rated itemswithin the sections.
* Each item carriesequal weight, regardless of section or item weighting.
* If weighting was required, you would instead useWeighted Average, which allows assigning weights to items and/or sections.
* Therefore, item averaging =equal weight for each item.
References:
Workday Performance Review configuration: Item Averaging vs. Weighted Averaging.
Workday Pro Talent & Performance exam guide: "Item averaging gives equal weight to all items across sections."
NEW QUESTION # 19
Refer to the following scenario to answer the question below.
An enterprise creates organizational goals that include the following criteria:
* The organizational goals span five years.
* Workers can align their individual goals with the organizational goals.
* Workers must provide a description for each individual goal.
* Each individual goal must fall within one of three groupings.
Workers' individual goals fall within one of three groups: Innovation, Financial, or Productivity.
Where do you configure the groupings?
- A. Configure Organization Goals section
- B. Maintain Goal Categories task
- C. Configure Talent Tags task
- D. Configure Goals to Review section
Answer: B
Explanation:
* In the scenario, each worker's goal must fall under one of three groupings:Innovation, Financial, Productivity.
* These groupings are set up usingGoal Categories.
* TheMaintain Goal Categoriestask allows administrators to define these categories and enforce categorization for goal entry.
* Incorrect options:
* Configure Goals in Review section# affects reviews, not groupings.
* Configure Organization Goals section# applies to enterprise-level goals, not categorization.
* Configure Talent Tags task# defines tags used for reporting, not enforced groupings.
References:
Workday Goal Management admin setup: "Use Maintain Goal Categories to define groupings for goals." Workday Pro Talent & Performance certification material: Goals must be categorized via categories, not talent tags.
NEW QUESTION # 20
You want to configure your Performance Review business process so that other users can rate an employee's competencies.
Which subprocesses do you configure for this?
- A. Get Additional Manager Evaluation for Performance Review and Complete Additional Manager Evaluation for Performance Review
- B. Get Additional Reviewers for Performance Review and Complete Additional Manager Evaluation for Performance Review
- C. Get Additional Manager Evaluation for Performance Review and Complete Additional Evaluation for Performance Review
- D. Get Additional Reviewers for Performance Review and Complete Additional Evaluation for Performance Review
Answer: D
Explanation:
* To allow other users (besides the direct manager) to rate competencies:
* UseGet Additional Reviewers for Performance Review# allows nominating additional evaluators.
* Then useComplete Additional Evaluation for Performance Review# routes the evaluation step to the selected additional reviewers.
* Incorrect options mix up "Additional Manager" with "Additional Reviewer." Managers are a subset, but to include broader participants, the correct subprocesses areReviewers + Evaluation.
References:
Workday Performance Review BP design documentation.
Workday Pro Talent & Performance exam material:"For additional reviewers (not limited to managers), configure Get Additional Reviewers + Complete Additional Evaluation subprocesses."
NEW QUESTION # 21
A manager wants to cascade a goal to several workers.
What option is available in the Add Goal to Employees task?
- A. Organizations
- B. Job Profile
- C. Job Family
- D. Succession Pool
Answer: A
Explanation:
* In theAdd Goal to Employeestask, managers can cascade or assign goals to groups of workers.
* The available grouping option is byOrganizations(e.g., supervisory organizations, cost centers, custom organizations).
* Succession Pools, Job Profiles, and Job Familiesare not selection criteria in this task. Those are used in talent or competency management contexts but not in mass goal assignment.
References:
Workday Talent & Performance documentation, Goal Management section.
Workday Pro Talent & Performance training guide:"Add Goal to Employees allows assignment to selected workers or by organizations, not by succession pools, job profiles, or job families."
NEW QUESTION # 22
An organization has recently started the talent review process. A manager wants to take action on assigned tasks, while also viewing the team's current performance ratings and potential assessments.
What report would allow the manager to do so?
- A. My Team's Performance Reviews report
- B. Talent Review Status Summary report
- C. Employee Review Status Summary report
- D. Talent Snapshot report
Answer: B
Explanation:
* TheTalent Review Status Summary reportprovides managers with visibility into their team's currentperformance ratings, potential assessments, and status within the talent review cycle.
* It also allows them to take action on assigned tasks during the process.
* Incorrect options:
* A. Employee Review Status Summary # shows progress of performance reviews, not talent reviews.
* C. My Team's Performance Reviews # focused only on performance review tasks.
* D. Talent Snapshot # shows detailed worker profiles, not task/action tracking in talent reviews.
References:
Workday delivered reporting catalog.
Workday Pro Talent Review training content.
NEW QUESTION # 23
Before the performance review event began, workers set their goals. You want to automatically include their goals in the performance review content.
What configuration option do you select on the employee review template?
- A. Show Additional Rating to Employee
- B. Load Relevant Goals
- C. Items Rated
- D. Allow User to Add Existing Goals Manually
Answer: B
Explanation:
* To automatically include goals that workers set before the review began, enableLoad Relevant Goalson the employee review template.
* This ensures the goals tied to the review period are pulled into the content automatically.
* Incorrect options:
* Allow User to Add Existing Goals Manually# lets employees add goals one by one, not automatic.
* Show Additional Rating to Employee# provides extra rating display, unrelated to loading goals.
* Items Rated# defines what is rated in the review but doesn't auto-load goals.
References:
Workday employee review template configuration.
Workday Pro Talent & Performance exam content:"Load Relevant Goals automatically includes active goals tied to the review period."
NEW QUESTION # 24
Refer to the following scenario to answer the question below.
Your Performance Review business process includes the following steps:
(a) Set Review Content
(b) Get Additional Reviewers
(c) Complete Self Evaluation
(d) Complete Manager Evaluation
For the Get Additional Reviewers step, a worker submits reviewer names, then their manager needs to approve the proposed additional reviewers.
Where would you configure this approval step?
- A. On the Performance Review business process, immediately after the Complete Manager Evaluation step
- B. On the Get Additional Reviewers subprocess, immediately after the Complete Additional Evaluation for Performance Review step
- C. On the Get Additional Reviewers subprocess, immediately after the initiation step
- D. On the Performance Review business process, immediately after the Get Additional Reviewers step
Answer: C
Explanation:
* TheGet Additional Reviewers subprocessis responsible for collecting reviewer nominations.
* If you want themanager to approve reviewer namesafter a worker submits them, you configure anApproval step inside this subprocess.
* It should be placedimmediately after the initiation stepto ensure manager approval occurs before reviewers are finalized.
* Incorrect options:
* A. Adding approval in the main Performance Review BP won't tie it directly to the reviewer nominations.
* B. Placing approval after "Complete Additional Evaluation" is too late-reviewers would already be acting.
* C. Approval after manager evaluation is unrelated to reviewer setup.
References:
Workday Performance Review subprocess design documentation.
Workday Pro Talent & Performance exam prep: "Manager approval of reviewer nominations must be configured in the Get Additional Reviewers subprocess."
NEW QUESTION # 25
Refer to the following scenario to answer the question below.
Your organization is initiating employee reviews. There are several objectives for these reviews, including:
* Setting goals and reviewing them quarterly.
* Checking in with the new hire at 90 days.
* Annually reviewing performance.
* Performing multi-rater reviews.
For the annual review, you need a new review template. This template must contain sections for both professional and personal goals.
What task do you need to configure before you can create the new template?
- A. Maintain Employee Review Setup
- B. Maintain Goal Setup
- C. Maintain Goal Periods
- D. Maintain Employee Review Section Types
Answer: D
Explanation:
* Before creating a review template, you must define thesection typesavailable in reviews.
* Since the template requirestwo different goal sections (professional and personal), you must configure them asEmployee Review Section Types.
* Incorrect options:
* A. Maintain Goal Periods # defines timeframes, not template sections.
* C. Maintain Goal Setup # configures goal rules, not review template sections.
* D. Maintain Employee Review Setup # overall setup but does not define section types.
References:
Workday Employee Review Template admin documentation.
Workday Pro exam study guide: "Use Maintain Employee Review Section Types to enable multiple goal sections in review templates."
NEW QUESTION # 26
An employee had a manager from January through August. The employee then had a new manager from September through December.
In the Start Performance Review business process, for the Complete Manager Evaluation step, what security group would you use to route the step to the employee's manager that they had in January?
- A. Manager for Majority of Event
- B. Primary Manager
- C. Matrix Manager
- D. Manager
Answer: A
Explanation:
* In a performance review event spanning multiple months, Workday determines which manager should receive the evaluation step.
* The optionManager for Majority of Eventensures that the manager who supervised the employee for thelongest portion of the review period(in this case, January-August) is the one who receives the task.
* Incorrect options:
* A. Manager # routes to current manager by default, not historical.
* C. Matrix Manager # used for matrix org relationships, not standard review.
* D. Primary Manager # is the current primary manager at the time of launch.
References:
Workday Business Process configuration rules for manager evaluation steps.
Workday Pro study content: "Use Manager for Majority of Event when you need the prior manager to complete the evaluation."
NEW QUESTION # 27
What task do you configure to use suggested skills?
- A. Edit Tenant Setup - HCM
- B. Configure Optional Fields
- C. Maintain Skills and Experience Setup
- D. Edit Tenant Setup - System
Answer: C
Explanation:
* Suggested skills functionality is enabled and configured using theMaintain Skills and Experience Setuptask.
* This controls whether Workday will suggest skills to workers based on their profiles and activity.
* Incorrect options:
* Edit Tenant Setup - SystemandEdit Tenant Setup - HCM# global settings, not skill suggestions.
* Configure Optional Fields# defines visibility of fields but not skill suggestion functionality.
References:
Workday Talent & Performance documentation:"Suggested skills are configured in Maintain Skills and Experience Setup." Pro Talent certification material confirms this task.
NEW QUESTION # 28
An enterprise wants to create their own list of skills and use them as search facets in reports.
What type of skills can they create to accomplish this?
- A. Maintained skills
- B. Synonymous skills
- C. Crowdsourced skills
- D. Skills Cloud skills
Answer: A
Explanation:
Comprehensive Detailed Explanation
* Enterprises can createMaintained Skills-custom-defined skills that are stored and searchable in their tenant.
* These can also be configured assearch facets in reports, supporting custom analysis.
* Incorrect options:
* Skills Cloud skills# Workday-delivered universal ontology, not customer-specific.
* Crowdsourced skills# skills suggested by workers, not controlled enterprise lists.
* Synonymous skills# system-recognized synonyms, not customer-defined lists.
References:
Workday Skills Configuration documentation: Maintained skills can be created for tenant-level use in searches and reports.
NEW QUESTION # 29
You recently created a talent pool to help develop potential new managers. You added ten managers to the pool. Now you want to assign two self-development goals to each member of the talent pool.
What task allows you to assign those two goals to all members in one event?
- A. Manage Organization Goals
- B. Maintain Goals Setup
- C. Create Goal for Worker
- D. Add Goal To Employees
Answer: D
Explanation:
In Workday Talent & Performance, when you want to assign goals to a group of employees (such as everyone in a talent pool), you must use the"Add Goal To Employees"task.
Here's why:
* Create Goal for Worker
* This task is specific toone workerat a time. It would not allow you to mass-assign goals to multiple workers.
* Suitable when you want to add a goal for an individual employee.
* Manage Organization Goals
* Used to defineorganization-wide goals(e.g., company objectives).
* These can be cascaded, but they are not tied to an action that assigns two goals directly to all members of a talent pool.
* Maintain Goals Setup
* This is forconfiguring goal settings(e.g., categories, weights, behaviors) at the tenant level.
* It doesn't execute the action of assigning goals to workers.
* Add Goal To Employees
* Specifically designed formass goal assignment.
* You can select multiple employees (for example, all 10 members of your talent pool) and assign the same goals in a single event.
* This is the only option that fulfills the requirement of assigningtwo self-development goals to all membersin one step.
#References
* Talent & Performance Study Guide topics:
* Goal Management: Covers the difference between worker-specific vs. mass goal actions.
* Talent Pools: Workday documentation explains that pools are often used for succession planning and development, and "Add Goal to Employees" is the correct bulk action for assigning development activities.
* External Training Reference: ERP Cloud Training notes that"The Add Goal To Employees task allows administrators to assign multiple goals across groups such as talent pools or organizations, enabling faster alignment with development plans."#web source on Talent & Performance training#
* Workday Pro Talent & Performance Flashcards: Confirm that the correct way to mass assign goals is viaAdd Goal To Employeestask, not Manage Organization Goals (which is only for defining org-level goals).
NEW QUESTION # 30
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