Workday WORKDAY-PRO-TALENT-AND-PERFORMANCE Online Practice Questions and Exam Preparation

Workday WORKDAY-PRO-TALENT-AND-PERFORMANCE Online Questions & Answers

• Question 1:

  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.

  The New Hire 90 Day Check-In template has several sections, including Questions and Overall. As an administrator, you want to schedule this process to route to all new hires each month.

  What Employee Review Template configuration restricts the template to only new hires after 90 days?

  A. Applies to
  B. Review Type
  C. Period Start Date/Period End Date
  D. Layout Override
  A. Applies to

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  Explanation

  TheApplies Tofield on the Employee Review Template determines which population is eligible for the review.

  To restrict the 90-Day Check-In template so that it only applies tonew hires after 90 days, you configure theApplies Tocriteria accordingly (e.g., based on hire date relative to review launch date).

  Incorrect options:

  Review Type# categorizes reviews (annual, quarterly, etc.), but does not restrict worker population. Period Start/End Dates# define review timeframe, not eligibility rules. Layout Override# controls template layout, not applicability.

  References:

  Workday Employee Review Template configuration guide.

  Workday Pro Talent & Performance exam prep: "Use Applies To to restrict review templates to new hires after 90 days."

• Question 2:

  A company wants to control what participants can do within a talent review session.

  Which configuration determines this behavior?

  A. Domain Security
  B. Organization Membership
  C. Talent Review Template Rule
  D. Business Process Policy
  C. Talent Review Template Rule

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  Explanation

  Talent Review Template Rules define participant actions, including rating, moving workers, and adding notes.

  This aligns with the explanation in where template rules govern behavior inside the review.

• Question 3:

  You want each talent partner to create their own talent pools and be able to manually add or remove pool members.

  If they choose to create a pool that is not shared with others, what type of talent pool will they create?

  A. Private Dynamic Talent Pool
  B. Private Static Talent Pool
  C. Restricted Dynamic Talent Pool
  D. Restricted Static Talent Pool
  B. Private Static Talent Pool

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  Explanation

  Static Talent Poolsallowmanual addition and removalof members. Privatemeans the pool is only visible to the creator and not shared with others. Therefore, aPrivate Static Talent Poollets talent partners create their own pools, manage membership manually, and keep them unshared.

  Incorrect options:

  Dynamic Pools# membership is controlled by saved searches, not manual additions. Restricted Pools# visibility is limited to certain groups but still shared, not completely private.

  References:

  Workday Talent Pools configuration guide.

  Pro certification training:"Private Static Pools allow personal management of membership without sharing."

• Question 4:

  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
  B. Manager for Majority of Event
  C. Matrix Manager
  D. Primary Manager
  B. Manager for Majority of Event

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  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."

• Question 5:

  A worker is providing feedback and they only want it to be visible to the feedback recipient.

  What kind of feedback allows for this?

  A. Confidential
  B. Anonymous
  C. Public
  D. Private
  D. Private

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  Explanation

  In Workday,Private Feedbackis visible only to thefeedback recipient. Confidential Feedbackis visible to both the recipient and their manager. Anonymous Feedbackhides the identity of the feedback giver but may still be visible to managers or admins depending on configuration.

  Public Feedbackis broadly visible across the organization or workgroup. Therefore, the only feedback type that ensures visibilityonly to the recipientisPrivate Feedback.

  References:

  Workday Talent & Performance study material on feedback types. Workday Pro Talent & Performance training notes: "Private feedback is restricted to the recipient alone

  confidential feedback includes the manager, while public feedback is visible more broadly."

• Question 6:

  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. Create Goal for Worker
  B. Manage Organization Goals
  C. Maintain Goals Setup
  D. Add Goal To Employees
  D. Add Goal To Employees

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  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 to one worker at 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 define organization-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 for configuring 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 for mass 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 members in 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 References:

  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 via Add Goal To Employees task, not Manage Organization Goals (which is only for defining org-level goals).

• Question 7:

  You want to create a performance review template with only an Overall section where the manager has to choose a rating.

  What configuration option accomplishes this?

  A. Manual Entry
  B. Calculated Ratings with No Overrides
  C. Prompt for Overall Rating
  D. Calculated Ratings with Overrides
  C. Prompt for Overall Rating

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  Explanation

  When you want a performance review template with only anOverall section, the correct configuration isPrompt for Overall Rating.

  This option requires the manager to provide a single overall rating without averaging or weighting items.

  Other options:

  Manual Entry# applies to ratings on items, not a single overall section. Calculated Ratings with No Overrides# automatically calculates from section ratings (not desired here). Calculated Ratings with Overrides# allows calculation plus manual override, but still requires sections/items.

  References:

  Workday review template setup documentation.

  Pro exam study notes:"Use Prompt for Overall Rating when only an overall section rating is required."

• Question 8:

  A company wants to allow employees to provide feedback without revealing their identity while still allowing managers to see the feedback.

  Which feedback type should be used?

  A. Private
  B. Confidential
  C. Anonymous
  D. Public
  C. Anonymous

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  Explanation

  Anonymous feedback hides the identity of the feedback giver but still allows visibility to managers depending on configuration.

  Private feedback restricts visibility to the recipient only, as explained in .

• Question 9:

  An organization wants to assign the same employee on two succession plans.

  What task should they use to complete this?

  A. Create Succession Pool
  B. Move Succession Plan
  C. Copy Succession Plan Candidates
  D. Manage Succession Plan
  D. Manage Succession Plan

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  Explanation

  TheManage Succession Plantask allows administrators or managers to assign employees to one or more succession plans, including assigning the same employee to multiple plans.

  Incorrect options:

  A. Create Succession Pool # creates a new pool, unrelated to assigning to multiple plans.

  B. Move Succession Plan # used for plan reorganization, not assigning individuals.

  C. Copy Succession Plan Candidates # duplicates candidate lists from one plan to another, but is not the standard method for assignment.

  References:

  Workday Succession Planning configuration documentation. Workday Pro Talent & Performance study guide:"Use Manage Succession Plan to add workers to one or multiple plans."

• Question 10:

  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. Skills Cloud skills
  C. Crowdsourced skills
  D. Synonymous skills
  A. Maintained skills

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  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.