Pass the Workday Human Capital Management Workday-Pro-Talent-and-Performance Questions and answers with ExamsMirror

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.

Even when using ajob management staffing model, organizations useSuccession Poolsto group workers for succession planning.

Pools identify workers with potential to step into key roles in the future.

Incorrect options:

A. Development Plan → defines individual growth steps, not succession grouping.

B. Candidate Pools → used in recruiting, not succession.

C. Succession Plans → tied to specific positions or job profiles, not used for general grouping in job management models.

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.

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.

ADynamic Talent Poolautomatically updates membership based on the results of a saved search.

Making itRestrictedensures that access is limited—so onlyManagershave visibility/permissions to the members of their supervisory organization.

Incorrect options:

Open Dynamic→ open visibility, not restricted by role.

Open Static→ membership is manual, not automatic, and visibility is open.

Restricted Static→ membership is manual, not dynamic.

To make specific goal fieldsmandatory(such as requiring a goal description), you must configure this in theConfigure Individual Goals sectionof theMaintain Goal Setuptask.

In this section, administrators define which fields are:

Required(must be completed by the worker),

Optional, or

Hidden(not shown to users).

TheMaintain Goal Categories taskonly sets up categories such as Innovation, Financial, Productivity.

TheMaintain Goal Units taskconfigures measurement units (e.g., percentages, dollars).

TheConfigure Organization Goals sectiongoverns how enterprise-level organizational goals behave, but does not control whether an individual field like “Description” is required.

Therefore, to enforce that workers must always provide a goal description, you configure this requirement in theConfigure Individual Goals section.

In Workday, when managingSuccession Plans, you can directly add employees by searching for them in theFind Workers report.

Incorrect options:

A. Adding employees from a talent pool is possible for development, but not a delivered method for populating succession plans.

B. External candidates cannot be directly assigned to succession plans; succession focuses on internal talent.

C. Job profiles are the object succession plans are created for, not what you add via Find Workers.

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.

Talent Poolsare designed to group employees for development and succession planning purposes.

They help organizations track readiness, identify high potentials, and prepare workers for future roles.

Incorrect options:

A. Organizing by hierarchy is done viaSupervisory Organizations, not talent pools.

B. A short list of ranked candidates is closer toSuccession Planning, not talent pools.

D. Assessing readiness for job profiles (including external candidates) isSuccession Planning, not pools.

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.