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Workday Pro Talent and Performance Workday-Pro-Talent-and-Performance Exam Questions
Question 1
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.
The current five-year timeframe for organizational goals is ending and you want to create new organizational goals.
What task do you use to create the next five-year cycle?
Answer : D
Organizational goals are tied to goal periods, which define the timeframe (e.g., annual, multi-year, or in this case, a five-year cycle).
When the current five-year period ends, you must create a new goal period in order to define the next cycle of organizational goals.
The other tasks do not apply here:
Maintain Goal Categories defines groupings such as Innovation, Financial, Productivity, but does not manage timeframes.
Maintain Goal Payout Bands used for goal-linked compensation or incentive payouts.
Maintain Goal Completion Statuses manages status labels such as ''Not Started, In Progress, Complete,'' not periods.
Therefore, to establish the next five-year organizational goal cycle, you use the Maintain Goal Periods task.
Workday Talent & Performance configuration documentation: ''Maintain Goal Periods allows organizations to define new cycles (e.g., annual or multi-year) for organizational and individual goals.''
Workday Pro Talent & Performance certification material: ''Organizational goal cycles are created and managed via Maintain Goal Periods.''
Question 2
Which configuration is responsible for determining what actions employees and managers can take during a talent review?
Answer : D
This question is about Talent Reviews in 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) determines which workers are included in the review.
It does not determine what actions managers or employees can take.
B . Employee potential
Incorrect.
Employee potential is an attribute (like performance, loss impact, retention risk) used for evaluation in the talent review grid.
It informs the content of the review, not the actions available to participants.
C . Domain security
Partially correct but not the best answer.
Domain security determines who has access to initiate or view Talent Reviews, but it does not drive process actions inside the review (such as rating, adding notes, or calibrating).
D . Talent review template rule
Correct.
The Talent Review Template Rule defines the configuration 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 controlling what employees and managers can do during a talent review event.
Therefore, the correct answer is Talent review template rule.
Reference
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 that template rules define the actions and behaviors within a talent review session.
Question 3
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?
Answer : B
To allow other users (besides the direct manager) to rate competencies:
Use Get Additional Reviewers for Performance Review allows nominating additional evaluators.
Then use Complete 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 are Reviewers + Evaluation.
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.''
Question 4
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?
Answer : B
In the scenario, each worker's goal must fall under one of three groupings: Innovation, Financial, Productivity.
These groupings are set up using Goal Categories.
The Maintain Goal Categories task 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.
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.
Question 5
What functionality prevents managers from having visibility to peer-to-peer feedback?
Answer : A
Private Feedback ensures that only the feedback recipient can see the comments.
This means managers have no visibility to peer-to-peer private feedback.
Other options:
Confidential Feedback visible to both the worker and their manager.
Feedback Badges recognition icons, not a visibility control.
Anonymity hides the feedback giver's name but does not control manager visibility.
Workday Talent & Performance documentation: Private vs. Confidential feedback visibility.
Question 6
When a position has a succession plan, what talent attribute identifies the timeframe that you expect a specific worker to move into that position?
Answer : C
In succession planning, the Readiness talent attribute represents the timeframe in which a worker is expected to be ready to move into a position (e.g., ''Ready Now,'' ''1--2 Years,'' ''3--5 Years'').
Incorrect options:
A . Achievable Level indicates the highest role/level a worker may reach, not timeframe.
B . Retention risk of employee leaving, not succession readiness.
D . Potential overall growth capacity, not time-based readiness.
Workday Succession Planning documentation: ''Readiness specifies the timeframe for potential successors.''
Question 7
What task do you configure to use suggested skills?
Answer : C
Suggested skills functionality is enabled and configured using the Maintain Skills and Experience Setup task.
This controls whether Workday will suggest skills to workers based on their profiles and activity.
Incorrect options:
Edit Tenant Setup -- System and Edit Tenant Setup -- HCM global settings, not skill suggestions.
Configure Optional Fields defines visibility of fields but not skill suggestion functionality.
Workday Talent & Performance documentation: ''Suggested skills are configured in Maintain Skills and Experience Setup.''
Pro Talent certification material confirms this task.
All Official Question Types