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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
Related Certifications:	Workday Pro Recruiting Workday Pro HCM Workday Pro Learning
Available Languages:	English (US)
Exam Duration:	100–120
Passing Score:	700/1000 (scaled score, approx. 70–80% correct)
Exam Price:	Included in training package ($3,000–$5,000 USD)
Certificate Validity Period:	Valid while maintaining Workday Pro status via update assessments
Real Exam Qty:	50–100
Exam Format:	Multi-select, Multiple-choice, Scenario-based items
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	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 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	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	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.

Workday Pro Talent and Performance Exam Sample Questions (Q33-Q38):

NEW QUESTION # 33
What do you use a talent pool for?

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

Answer: B

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 # 34
When a position has a succession plan, what talent attribute identifies the timeframe that you expect a specific worker to move into that position?

A. Potential
B. Readiness
C. Retention
D. Achievable Level

Answer: B

Explanation:
* 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.
References:
Workday Succession Planning documentation:"Readiness specifies the timeframe for potential successors."

NEW QUESTION # 35
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 most recent goal period assigned to a goal in the specific supervisory organization.
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 first goal period created in the tenant.

Answer: A

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 # 36
Before the performance review event began, workers set their goals. You want to automatically include their goals in the performance review content.
What configuration option do you select on the employee review template?

A. Load Relevant Goals
B. Show Additional Rating to Employee
C. Allow User to Add Existing Goals Manually
D. Items Rated

Answer: A

Explanation:
* To automatically include goals that workers set before the review began, enableLoad Relevant Goalson the employee review template.
* This ensures the goals tied to the review period are pulled into the content automatically.
* Incorrect options:
* Allow User to Add Existing Goals Manually# lets employees add goals one by one, not automatic.
* Show Additional Rating to Employee# provides extra rating display, unrelated to loading goals.
* Items Rated# defines what is rated in the review but doesn't auto-load goals.
References:
Workday employee review template configuration.
Workday Pro Talent & Performance exam content:"Load Relevant Goals automatically includes active goals tied to the review period."

NEW QUESTION # 37
You want to launch performance reviews with calibration. However, during calibration you do not want managers to receive performance review-related Inbox tasks.
What step should you add to the configuration to allow this?

A. The Await Calibration Completion service step in the Complete Manager Evaluation business process
B. A To Do step in the Launch Calibration business process
C. The Update Performance Review Ratings for Manager Evaluation step in the Complete Manager Evaluation business process
D. The Shared Participation step in the Launch Calibration business process

Answer: A

Explanation:
* To prevent managers from receiving Inbox tasks during calibration, you configure theAwait Calibration Completion service stepin theComplete Manager Evaluation BP.
* This holds manager evaluation tasks until calibration is finalized.
* Incorrect options:
* To Do step in Launch Calibration# only provides reminders, does not prevent tasks.
* Update Performance Review Ratings step# allows updates after calibration but doesn't prevent tasks.
* Shared Participation step# controls collaboration in calibration, not blocking Inbox tasks.
References:
Workday calibration process documentation.
Workday Pro certification:"Use Await Calibration Completion to pause manager evaluations until calibration ends."

NEW QUESTION # 38
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