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Workday Workday-Pro-Talent-and-Performance Exam Syllabus Topics:

Topic
Details

Topic 1

Talent Management (TM): This section of the exam evaluates the competencies of HR Managers and covers how to anticipate and plan for organizational talent needs. It focuses on leveraging Workday's Talent Management tools for recruiting, developing, and retaining high-performing employees to support long-term business success.

Topic 2

Business Process Management (BPM): This section of the Workday Pro HCM exam measures the skills of HRIS Analysts and focuses on understanding how business process management (BPM) enables organizations to model, analyze, and optimize workflows. It assesses the ability to improve and automate HR and organizational processes to ensure efficiency and alignment with business objectives.

Topic 3

Operational Reporting: This domain measures the abilities of HRIS Analysts and covers the use of operational reporting to provide real-time insights into ongoing HR and business activities. It emphasizes creating and managing reports that support data-driven decision-making within Workday.

Topic 4

Configurable Security: This domain evaluates the expertise of Workday Security Administrators and covers how configurable security settings manage access to sensitive HR data and processes. It focuses on maintaining secure, role-based permissions within the Workday environment to protect organizational integrity.

Topic 5

Performance Enablement: This section assesses the skills of HR Business Partners and focuses on aligning employee performance with organizational goals. It includes managing performance reviews, setting objectives, and enabling continuous feedback within Workday to enhance workforce productivity.

Workday Pro Talent and Performance Exam Sample Questions (Q41-Q46):

NEW QUESTION # 41
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 multi-rater reviews, what template sections do you need to configure?

A. Feedback
B. Competencies
C. Goals
D. Questions

Answer: A

Explanation:
* Formulti-rater reviews, the essential template section isFeedback.
* This allows multiple reviewers to provide input on the employee, ensuring a comprehensive evaluation.
* Other sections (Competencies, Questions, Goals) may be included but are not required specifically for multi-rater functionality.
* Without a Feedback section, multi-rater reviews cannot function correctly.
References:
Workday Pro Talent & Performance documentation: "Multi-rater reviews rely on Feedback sections to collect input from additional reviewers." Workday template design best practices for multi-rater reviews.

NEW QUESTION # 42
While configuring the Performance Review business process, you added a Complete Additional Manager Evaluation step. However, when testing, the manager is not receiving the Inbox task to select other managers.
What do you configure on the employee review template to route this step to the manager's Inbox?

A. Enable the Additional Manager Evaluation for All Sections on the Other Reviewer Options section.
B. Require Additional Managers to enter a comment in the Overall section.
C. Add a competencies section to the template.
D. Add a rule in the Applies To field to limit performance reviews to workers with additional jobs.

Answer: A

Explanation:
* When you add aComplete Additional Manager Evaluationstep in the Performance Review BP, the system only generates the Inbox task if the employee review template is configured to allow it.
* This is controlled in theOther Reviewer Options sectionof the template.
* You must enable"Additional Manager Evaluation for All Sections"for the task to route correctly.
* Incorrect options:
* A. Adding a competencies section is unrelated to routing.
* B. Requiring comments in the Overall section doesn't trigger the step.
* D. Applies To field rules limit applicability but won't control routing to the direct manager.
References:
Workday Employee Review Template configuration guide.
Workday Pro exam material: "Enable Additional Manager Evaluation for All Sections in the template to activate the BP step."

NEW QUESTION # 43
You want to create an organization goal for the workers in a supervisory organization.
When creating the organization goal, what most recent period defaults into the Goal Period field?

A. The first goal period created in the tenant.
B. The goal period on any worker record in the supervisory organization.
C. The goal period assigned to its immediate superior supervisory organization.
D. The most recent goal period assigned to a goal in the specific supervisory organization.

Answer: D

Explanation:
Comprehensive Detailed Explanation
* When creating anorganization goal, Workday defaults theGoal Periodfield to themost recent goal periodused in the specific supervisory organization.
* It does not inherit from superior organizations, worker records, or the first goal period created in the tenant.
* This ensures consistency within the supervisory organization's existing goal cycles.
References:
Workday documentation on Goal Period defaulting behavior.
Workday Pro Talent & Performance guide: "For new organizational goals, the Goal Period defaults to the most recent goal period assigned within that supervisory organization."

NEW QUESTION # 44
You would like to use Skills Cloud as the primary source for skill searches.
What task would you access to meet this requirement?

A. Maintain Skill Vendors
B. Maintain Skills
C. Maintain Skills and Experience Setup
D. Maintain Skill Item Categories

Answer: C

Explanation:
* To configureSkills Cloudas theprimary source for skill searches, you use theMaintain Skills and Experience Setuptask.
* This task controls whether Workday tenant prioritizes Skills Cloud suggestions and searches versus custom skill libraries.
* Incorrect options:
* Maintain Skill Item Categories# categorizes skills, not source priority.
* Maintain Skill Vendors# used for external vendor integrations.
* Maintain Skills# used for creating/editing skills but not selecting Skills Cloud as the default.
References:
Workday configuration guide: Skills Cloud setup.
Workday Pro certification prep:"Maintain Skills and Experience Setup controls whether Skills Cloud is the primary search source."

NEW QUESTION # 45
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. Maintain Goal Completion Statuses
D. Add Goal To Employees

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 # 46
......

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