Workday Workday-Pro-Talent-and-Performance Workday Pro Talent and Performance Exam Exam Practice Test

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.

Dynamic Talent Poolsautomatically determine membership by using the results of asaved search.

This allows pool membership to update as workers meet or no longer meet the search criteria.

Incorrect options:

Compare Workers report→ used for side-by-side comparison, not pool membership.

Manual selection→ applies to static pools, not dynamic.

Custom report→ not the driver; Workday specifically requires saved searches for dynamic pools.

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.

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.

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.

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.

In theAdd Goal to Employeestask, managers can cascade or assign goals to groups of workers.

The available grouping option is byOrganizations(e.g., supervisory organizations, cost centers, custom organizations).

Succession Pools, Job Profiles, and Job Familiesare not selection criteria in this task. Those are used in talent or competency management contexts but not in mass goal assignment.

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.

Behavioral indicatorscan be tied to proficiency rating levels on a competency to describe expected behaviors at each level.

These indicators are assigned byJob Profile.

Other options (Supervisory Organization, Management Level, Talent Pool) are not used to define behavioral indicators.

Linking by Job Profile allows organizations to customize behaviors expected for different roles.

Competencies can be assigned to multiple objects: job profiles, job families, positions, or management levels.

When determining a worker’starget proficiency level,Positiontakes precedence over all other sources.

Order of precedence:Position > Job Profile > Job Family > Management Level.

This allows organizations to define competencies at higher levels (family, profile) but override them at the position level if necessary.

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.

Organizational goals are tied togoal 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 anew goal periodin 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 theMaintain Goal Periodstask.

In the scenario, each worker’s goal must fall under one of three groupings:Innovation, Financial, Productivity.

These groupings are set up usingGoal Categories.

TheMaintain Goal Categoriestask 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.

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.