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

TopicDetails
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
  • 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 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
  • 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 5
  • 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.

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Workday Pro Talent and Performance Exam Sample Questions (Q25-Q30):

NEW QUESTION # 25
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?

Answer: D

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 # 26
What statement describes the Skills Cloud feature?

Answer: A

Explanation:
* Workday Skills Cloudis a delivered feature included automatically with Workday tenants.
* It uses machine learning to normalize skills across the system.
* Incorrect options:
* A.Only accesses customer-tenanted skills# false, it includes Workday's universal skills ontology.
* B.Prevents enterprises from adding skills# false, enterprises can add custom skills.
* C.Requires Innovation Services subscription# false, Skills Cloud is included automatically, not a paid add-on.
References:
Workday Skills Cloud overview:"Skills Cloud is automatically enabled and does not require additional licensing."


NEW QUESTION # 27
You are assigning competencies to objects in Workday.
When Workday defines the target proficiency level for a worker, what source takes precedence?

Answer: C

Explanation:
* 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.
References:
Workday Talent & Performance competency framework documentation.
Workday Pro training guide:"Position overrides job profile, job family, and management level when determining a worker's target proficiency level."


NEW QUESTION # 28
What task do you configure to use suggested skills?

Answer: D

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 # 29
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.
The current five-year timeframe for organizational goals is ending and you want to create new organizational goals.
What task do you use to create the next five-year cycle?

Answer: D

Explanation:
* 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.
References:
Workday Talent & Performance configuration documentation:"Maintain Goal Periods allows organizations to define new cycles (e.g., annual or multi-year) for organizational and individual goals." Workday Pro Talent & Performance certification material:"Organizational goal cycles are created and managed via Maintain Goal Periods."


NEW QUESTION # 30
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