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Workday Workday-Pro-Talent-and-Performance Exam Overview:

Certification Vendor:	Workday
Exam Name:	Workday Pro Talent and Performance Exam
Exam Number:	Workday-Pro-Talent-and-Performance
Exam Format:	Multi-select, Multiple-choice, Scenario-based items
Certificate Validity Period:	Valid while maintaining Workday Pro status via update assessments
Related Certifications:	Workday Pro HCM Workday Pro Learning Workday Pro Recruiting
Exam Duration:	100–120
Exam Price:	Included in training package ($3,000–$5,000 USD)
Available Languages:	English (US)
Real Exam Qty:	50–100
Passing Score:	700/1000 (scaled score, approx. 70–80% correct)
Recommended Training:	Workday Pro Talent and Performance Learning Path
Exam Registration:	Workday Education Certification Portal
Sample Questions:	Workday Workday-Pro-Talent-and-Performance Sample Questions
Exam Way:	Online proctored computer-based test via Workday Education portal
Pre Condition:	Must be Workday customer, partner, or employee; complete required Workday Education learning path
Official Syllabus URL:	https://www.workday.com/en-us/education/certification.html

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

Topic	Details
Topic 1	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 2	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 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	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 5	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.

Workday Pro Talent and Performance Exam Sample Questions (Q36-Q41):

NEW QUESTION # 36
What do you use a talent pool for?

A. To organize and segment groups of workers for development.
B. To assess the readiness of internal candidates and consider external candidates for job profiles.
C. To create a short list of ranked candidates who are preparing to take over a position.
D. To organize workers by hierarchical structure.

Answer: A

Explanation:
* Talent Poolsare designed to group employees for development and succession planning purposes.
* They help organizations track readiness, identify high potentials, and prepare workers for future roles.
* Incorrect options:
* A. Organizing by hierarchy is done viaSupervisory Organizations, not talent pools.
* B. A short list of ranked candidates is closer toSuccession Planning, not talent pools.
* D. Assessing readiness for job profiles (including external candidates) isSuccession Planning, not pools.
References:
Workday Talent Management Guide:"Talent pools are collections of workers for development and growth opportunities." Workday Pro Talent & Performance certification prep.

NEW QUESTION # 37
Which configuration is responsible for determining what actions employees and managers can take during a talent review?

A. Domain security
B. Talent review template rule
C. Organization membership
D. Employee potential

Answer: B

Explanation:
This question is aboutTalent Reviewsin Workday and what drives the permissions or actions that employees and managers can take during the review process.
Let's analyze the choices:
* A. Organization membership
* Incorrect.
* Organization membership (e.g., supervisory org, talent pool) determineswhich workersare included in the review.
* It does not determinewhat actionsmanagers or employees can take.
* B. Employee potential
* Incorrect.
* Employee potential is anattribute(like performance, loss impact, retention risk) used for evaluation in the talent review grid.
* It informs thecontentof the review, not the actions available to participants.
* C. Domain security
* Partially correct but not the best answer.
* Domain security determineswho has accessto initiate or view Talent Reviews, but it does not driveprocess actions inside the review(such as rating, adding notes, or calibrating).
* D. Talent review template rule
* Correct.
* TheTalent Review Template Ruledefines theconfiguration of the talent review process, including:
* Which sections appear (e.g., 9-box grid, attributes, notes).
* Which actions participants (employees, managers, HR partners) can perform.
* Whether calibration is enabled, whether participants can move employees between grid boxes, and other interactive review behaviors.
* This is the configuration responsible for controllingwhat employees and managers can do during a talent review event.
Therefore, the correct answer isTalent review template rule.
#References
* Workday Pro Talent & Performance Certification Guide - Talent Reviews:"The talent review template rule determines the structure of the review and what actions participants may take during the review."
* ERP Cloud Training - Workday Talent Reviews:"Template rules control functionality such as allowing participants to update potential ratings, add notes, or move workers in the grid. Security domains only manage access."
* Workday Community Documentation - Talent Review Configuration:Confirms thattemplate rules define the actions and behaviors within a talent review session.

NEW QUESTION # 38
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. Add a rule in the Applies To field to limit performance reviews to workers with additional jobs.
B. Enable the Additional Manager Evaluation for All Sections on the Other Reviewer Options section.
C. Add a competencies section to the template.
D. Require Additional Managers to enter a comment in the Overall section.

Answer: B

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 # 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 Snapshot report
B. My Team's Performance Reviews report
C. Talent Review Status Summary report
D. Employee Review Status Summary report

Answer: C

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
You want to ensure consistency when reporting responses on specific feedback templates.
What functionality prevents workers from changing questions on a feedback template?

A. Question Tags
B. Condition Rules
C. Lock Template
D. Template Type

Answer: C

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 # 41
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