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

Workday Pro Talent and Performance Exam Sample Questions (Q16-Q21):

NEW QUESTION # 16
What option is available for managing your succession plans?

A. Add employees to the succession plan from a talent pool.
B. Add employees to succession plan via the Find Workers report.
C. Add job profiles to succession plans via the Find Workers report.
D. Allow external candidates and employees to be assigned on succession plans based on related skills.

Answer: B

Explanation:
* In Workday, when managingSuccession Plans, you can directly add employees by searching for them in theFind Workers report.
* Incorrect options:
* A. Adding employees from a talent pool is possible for development, but not a delivered method for populating succession plans.
* B. External candidates cannot be directly assigned to succession plans; succession focuses on internal talent.
* C. Job profiles are the object succession plans are created for, not what you add via Find Workers.
References:
Workday Succession Planning Guide:"Use the Find Workers report to identify and add employees to succession plans." Pro Talent & Performance exam materials confirm this process.

NEW QUESTION # 17
Your organization launches talent reviews for the entire organization on an annual basis. You created a new Talent Lead security group to initiate the talent review event.
What do you need to modify to enable this configuration?

A. The Talent Review business process security policy
B. Both the Launch Talent Reviews business process security policy and the Talent Review domain security policy
C. The Launch Talent Reviews business process security policy
D. Both the Talent Review business process security policy and the Talent Review domain security policy

Answer: B

Explanation:
This scenario involves enabling a new security group (Talent Lead) to initiate Talent Review events in Workday. To achieve this, you need to configure both the business process security and domain security that govern Talent Reviews.
* Launch Talent Reviews business process security policy
* This policy controls who has permission to initiate the Talent Review event.
* Without updating this, the new Talent Lead group cannot start the review process.
* Talent Review domain security policy
* This policy governs access to Talent Review objects, such as templates, review events, grids, and attributes.
* Without updating domain security, even if the group can launch the process, they will not be able to view or interact with the talent review itself.
* Incorrect alternatives
* Option B (Launch Talent Reviews only):This would allow the group to initiate the process, but they would lack access to view or work with the reviews.
* Option C (Talent Review business process security policy):There is no generic "Talent Review business process"; the correct one is "Launch Talent Reviews."
* Option D (Talent Review business process + domain security):Misstated. The business process in question is "Launch Talent Reviews," not a general Talent Review business process.
Therefore, the correct answer is to updateboth the Launch Talent Reviews business process security policy and the Talent Review domain security policyso that the Talent Lead group has both initiation rights and access permissions.
References
* Workday Pro Talent & Performance Certification Guide - Security in Talent Reviews: Explains that both business process security and domain security must be configured for security groups responsible for launching talent reviews.
* ERP Cloud Training - Talent Review Security: Notes that business process security grants initiation rights, while domain security controls access to objects and review content.
* Workday Community Documentation - Talent Review Setup: Confirms that both the Launch Talent Reviews business process policy and the Talent Review domain security policy must be modified when a new security group is added to initiate reviews.

NEW QUESTION # 18
A manager starts the Assess My Team's Potential task.
What option allows them to suggest workers for a job profile and if enabled tracking potential successors for a succession plan?

A. Nominations
B. Retention
C. Review Rating
D. Achievable Level

Answer: A

Explanation:
* In theAssess My Team's Potentialtask, managers can makeNominations:
* Suggest workers for specific job profiles.
* Track potential successors for succession plans (if enabled).
* Incorrect options:
* A. Achievable Level # indicates ceiling level, not succession tracking.
* B. Retention # measures likelihood of leaving, unrelated to succession nominations.
* C. Review Rating # performance measure, not tied to suggesting successors.
References:
Workday Talent & Succession Guide:"Nominations in Assess My Team's Potential allow managers to suggest successors and link to succession plans."

NEW QUESTION # 19
You would like to use Skills Cloud as the primary source for skill searches.
What task would you access to meet this requirement?

A. Maintain Skill Item Categories
B. Maintain Skills
C. Maintain Skills and Experience Setup
D. Maintain Skill Vendors

Answer: C

Explanation:
* 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.
References:
Workday configuration guide: Skills Cloud setup.
Workday Pro certification prep:"Maintain Skills and Experience Setup controls whether Skills Cloud is the primary search source."

NEW QUESTION # 20
Your performance review template has three sections, in addition to an Overall section. The template uses item averaging to calculate an overall rating.
Managers will enter ratings for multiple items in each of the first three sections.
What is the expected behavior when Workday calculates the overall rating?

A. The calculation includes assigned weightings for each item.
B. The calculation includes assigned weightings for each section.
C. The calculation includes assigned weightings for each item and each section.
D. The calculation includes an equal weight to each item rated.

Answer: D

Explanation:
* When a performance review template usesItem Averaging:
* Workday calculates the average rating acrossall rated itemswithin the sections.
* Each item carriesequal weight, regardless of section or item weighting.
* If weighting was required, you would instead useWeighted Average, which allows assigning weights to items and/or sections.
* Therefore, item averaging =equal weight for each item.
References:
Workday Performance Review configuration: Item Averaging vs. Weighted Averaging.
Workday Pro Talent & Performance exam guide: "Item averaging gives equal weight to all items across sections."

NEW QUESTION # 21
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