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Free PDF 2025 Workday Workday-Pro-Talent-and-Performance: High-quality Workday Pro Talent and Performance Exam Dump Collection

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

Topic
Details

Topic 1

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 2

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 3

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.

Topic 4

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 5

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.

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Workday Pro Talent and Performance Exam Sample Questions (Q50-Q55):

NEW QUESTION # 50
As an administrator, what is an attribute of feedback badges?

A. You can allow recipients to decline badges.
B. You can make badges required when entering feedback.
C. You can delete badges at any time.
D. You can create custom badges using Workday-delivered icons.

Answer: B

Explanation:
In Workday Talent & Performance,feedback badgesare a visual and motivational way to recognize employees when providing feedback. Administrators configure the rules and usage of these badges.
Let's carefully review the options:
* A. You can delete badges at any time.
* Not correct.
* Once a badge is actively in use (already given to workers in feedback), it cannot simply be deleted, because that would break historical data. Instead, administrators can make badgesinactive
, but they remain in the system for reporting integrity.
* B. You can make badges required when entering feedback.
* Correct.
* Workday configuration allows admins torequire that feedback entries include a badge. This ensures that every feedback submission carries a visual, standardized recognition element alongside the narrative text.
* This aligns with the study guide underFeedback and Recognition, which highlights that "badges may be configured as required fields for any feedback process."
* C. You can create custom badges using Workday-delivered icons.
* Not exactly.
* You can createcustom badges, but you upload yourown images/icons. Workday provides sample ones, but they aren't the only option. You are not restricted to Workday-delivered icons.
* D. You can allow recipients to decline badges.
* Incorrect.
* Employeescannot declinebadges once they are attached to feedback. Feedback is submitted as part of the talent/performance process, and the badge is embedded.
Therefore, the unique administrator attribute here is the ability tomake badges required when entering feedback.
#References
* Workday Pro Talent & Performance Guide- Feedback Badges configuration:"Administrators can make badge selection mandatory when submitting feedback, ensuring consistent recognition across the organization."
* ERP Cloud Training (Talent & Performance Badges section): Confirms thatbadges can be required for feedback, cannot be declined by recipients, and must be inactivated (not deleted) when no longer in use.
* Workday Community (Feedback and Recognition documentation):Custom badges can be created by uploading images, not restricted to Workday-delivered icons.

NEW QUESTION # 51
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
B. Manager for Majority of Event
C. Matrix Manager
D. Primary Manager

Answer: B

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 # 52
A manager wants to cascade a goal to several workers.
What option is available in the Add Goal to Employees task?

A. Organizations
B. Succession Pool
C. Job Profile
D. Job Family

Answer: A

Explanation:
* 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.
References:
Workday Talent & Performance documentation, Goal Management section.
Workday Pro Talent & Performance training guide:"Add Goal to Employees allows assignment to selected workers or by organizations, not by succession pools, job profiles, or job families."

NEW QUESTION # 53
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?

A. Get Additional Manager Evaluation for Performance Review and Complete Additional Manager Evaluation for Performance Review
B. Get Additional Reviewers for Performance Review and Complete Additional Evaluation for Performance Review
C. Get Additional Reviewers for Performance Review and Complete Additional Manager Evaluation for Performance Review
D. Get Additional Manager Evaluation for Performance Review and Complete Additional Evaluation for Performance Review

Answer: B

Explanation:
* To allow other users (besides the direct manager) to rate competencies:
* UseGet Additional Reviewers for Performance Review# allows nominating additional evaluators.
* Then useComplete 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 areReviewers + Evaluation.
References:
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."

NEW QUESTION # 54
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. Competencies
B. Questions
C. Goals
D. Feedback

Answer: D

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 # 55
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