Free Workday Workday-Pro-Talent-and-Performance Exam 2026 Practice Materials Collection
Workday-Pro-Talent-and-Performance Exam Info and Free Practice Test All-in-One Exam Guide May-2026
Workday Workday-Pro-Talent-and-Performance Exam Syllabus Topics:
| Topic | Details |
|---|---|
| Topic 1 |
|
| Topic 2 |
|
| Topic 3 |
|
| Topic 4 |
|
| Topic 5 |
|
NEW QUESTION # 27
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. Manager
- C. Matrix Manager
- D. Primary 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 # 28
When a position has a succession plan, what talent attribute identifies the timeframe that you expect a specific worker to move into that position?
- A. Retention
- B. Achievable Level
- C. Readiness
- D. Potential
Answer: C
Explanation:
* In succession planning, theReadinesstalent attribute represents thetimeframein 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.
References:
Workday Succession Planning documentation:"Readiness specifies the timeframe for potential successors."
NEW QUESTION # 29
What task do you configure to use suggested skills?
- A. Configure Optional Fields
- B. Maintain Skills and Experience Setup
- C. Edit Tenant Setup - System
- D. Edit Tenant Setup - HCM
Answer: B
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 # 30
You are using a performance review template and a goal is not populating into an employee's review.
What could cause this issue?
- A. The goal due date falls outside the period start and end dates of the template.
- B. The goal was created using the Cascade Goals business process.
- C. The goal has milestones that are not in Complete status.
- D. The goal is in Not Started status.
Answer: A
Explanation:
* For a goal to populate into a performance review, itsdue datemust align with thereview template's start and end period.
* If the goal falls outside that timeframe, Workday will not pull it into the review.
* Other options are not correct:
* Cascade Goals# does not prevent goals from being included.
* Milestones not Complete# milestone status does not block goal population.
* Not Started status# goals can still populate even if not started.
References:
Workday Performance Review setup guide:"Goals populate into reviews if their due dates fall within the template's defined period." Workday Pro Talent & Performance exam prep: Goal alignment with template period is required.
NEW QUESTION # 31
You want to ensure consistency when reporting responses on specific feedback templates.
What functionality prevents workers from changing questions on a feedback template?
- A. Template Type
- B. Condition Rules
- C. Question Tags
- D. Lock Template
Answer: D
Explanation:
* To ensure consistent reporting, feedback templates can be set asLocked.
* ALocked Feedback Templateprevents managers or workers from modifying the questions-no additions, edits, or deletions are allowed.
* Other options are not correct:
* Condition Rules# used for dynamic behavior and field visibility, not for locking questions.
* Template Type# defines type (e.g., Feedback vs. Review), not question editability.
* Question Tags# used for categorization and reporting but do not prevent changes.
References:
Workday Talent & Performance configuration material: "Lock Template prevents edits to template questions." Workday Pro certification study content on feedback management.
NEW QUESTION # 32
What functionality prevents managers from having visibility to peer-to-peer feedback?
- A. Anonymity
- B. Private Feedback
- C. Confidential Feedback
- D. Feedback Badges
Answer: B
Explanation:
* Private Feedbackensures that only thefeedback recipientcan 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.
References:
Workday Talent & Performance documentation: Private vs. Confidential feedback visibility.
NEW QUESTION # 33
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 an equal weight to each item rated.
- B. The calculation includes assigned weightings for each item.
- C. The calculation includes assigned weightings for each section.
- D. The calculation includes assigned weightings for each item and each section.
Answer: A
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 # 34
What field does Workday require when you create a competency?
- A. Proficiency Rating Scale
- B. Name
- C. Competency Description
- D. Category
Answer: B
Explanation:
When creating aCompetencyin Workday Talent & Performance, the system enforces certain required fields.
* Name:
* This is themandatory field. Every competency must have a name so it can be identified in job profiles, performance reviews, and talent pools.
* Without a name, Workday will not allow you to save or proceed.
* Proficiency Rating Scale:
* This is important for measuring competencies (e.g., Basic # Intermediate # Advanced # Expert).
* However, it isnot requiredat the point of creation. If you don't assign one, the system can still save the competency, though you may not be able to rate employees effectively without linking a scale later.
* Competency Description:
* Highly recommended for clarity and reporting.
* But this field isoptional, not enforced by Workday.
* Category:
* Used to group competencies (e.g., Leadership, Technical, Communication).
* Again,optionaland for organizational purposes only.
Thus, while other fields add functionality and structure,the only required field to create a competency is the Name.
#References
* Talent & Performance Learning Material: Competencies are created with"Name" as required, while "Description, Proficiency Scale, and Category" are optional metadata used to support evaluation and reporting.
* Workday Pro Talent & Performance study outlines: Under theCompetencies section, it explicitly states:"The only mandatory field is Name. Description, Proficiency Rating Scale, and Category are optional fields that can be configured for richer competency management."#web source Talent & Performance training + community notes#
* ERP Cloud Training - Workday Talent & Performance course: Highlights that"Name is required when creating a competency; all other fields are optional depending on business needs."
NEW QUESTION # 35
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 Employee Review Section Types
- C. Maintain Goal Setup
- D. Maintain Goal Periods
Answer: B
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 # 36
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. Prompt for Overall Rating
- C. Calculated Ratings with Overrides
- D. Calculated Ratings with No Overrides
Answer: B
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."
NEW QUESTION # 37
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. Layout Override
- B. Period Start Date/Period End Date
- C. Review Type
- D. Applies to
Answer: D
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."
NEW QUESTION # 38
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 Launch Talent Reviews business process security policy
- B. Both the Talent Review business process security policy and the Talent Review domain security policy
- C. The Talent Review business process security policy
- D. Both the Launch Talent Reviews business process security policy and the Talent Review domain security policy
Answer: D
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 # 39
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. Talent Review Status Summary report
- B. Talent Snapshot report
- C. Employee Review Status Summary report
- D. My Team's Performance Reviews report
Answer: A
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 # 40
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.
When workers create their goals, they need to include a goal description.
Where do you make the goal description a required field?
- A. Maintain Goal Categories task
- B. Maintain Goal Units task
- C. Configure Organization Goals section
- D. Configure Individual Goals section
Answer: D
Explanation:
* 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.
References:
Workday Talent & Performance Admin Guide: "Configure Individual Goals section allows fields such as description, due date, and measurement to be marked as required or optional." Workday Pro Talent & Performance study material confirms:"Goal description requirements are set in Configure Individual Goals, not in organization goal setup or categories."
NEW QUESTION # 41
You want to create a talent pool that automatically updates its members based on criteria. You also want those in the Manager role to only have permissions to the members of their organization.
What type of talent pool do you create?
- A. Restricted Static Talent Pool
- B. Restricted Dynamic Talent Pool
- C. Open Dynamic Talent Pool
- D. Open Static Talent Pool
Answer: B
Explanation:
* 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.
References:
Workday Talent Pool documentation:"Restricted Dynamic Talent Pools allow managers to see only their organizational members with dynamic updates."
NEW QUESTION # 42
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. Competencies
- C. Review Questions
- 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 # 43
......
Pass Workday Workday-Pro-Talent-and-Performance Actual Free Exam Q&As Updated Dump: https://www.pass4surequiz.com/Workday-Pro-Talent-and-Performance-exam-quiz.html
Latest Workday-Pro-Talent-and-Performance Actual Free Exam Updated 52 Questions: https://drive.google.com/open?id=1l1gErg-CQcYJIXGAoCWsu_ZNtqeTfSfL