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| Section | Objectives |
|---|---|
| Topic 1: Performance Management | - Continuous Feedback - Performance Reviews - Goal Setting and Tracking |
| Topic 2: Workday Configuration and Security | - Business Process Configuration - Security Roles and Permissions |
| Topic 3: Talent Management | - Career Development Frameworks - Succession Planning - Talent Profiles and Skills |
| Topic 4: Reporting and Analytics | - Workday Reports - Dashboards and KPIs |
>> Valid Workday-Pro-Talent-and-Performance Exam Dumps <<
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NEW QUESTION # 38
You want each talent partner to create their own talent pools and be able to manually add or remove pool members.
If they choose to create a pool that is not shared with others, what type of talent pool will they create?
Answer: D
Explanation:
* Static Talent Poolsallowmanual addition and removalof members.
* Privatemeans the pool is only visible to the creator and not shared with others.
* Therefore, aPrivate Static Talent Poollets talent partners create their own pools, manage membership manually, and keep them unshared.
* Incorrect options:
* Dynamic Pools# membership is controlled by saved searches, not manual additions.
* Restricted Pools# visibility is limited to certain groups but still shared, not completely private.
References:
Workday Talent Pools configuration guide.
Pro certification training:"Private Static Pools allow personal management of membership without sharing."
NEW QUESTION # 39
The HR department wants to gather talent information from their employees and managers.
What business process can they use?
Answer: A
Explanation:
* TheLaunch Talent Reviewbusiness process is used by HR and Talent Partners to gather, review, and calibrate employee information from both employees and managers.
* It provides a structured way to collect talent-related data (performance, potential, risk of loss, impact of loss, etc.) for workforce planning and succession.
* Incorrect options:
* Complete Manager Evaluation# part of performance reviews, not general talent data gathering.
* Launch Calibration# aligns ratings but does not broadly gather talent information.
* Start Performance Review# focused on annual/performance evaluations, not holistic talent review.
References:
Workday Talent Review documentation:"Launch Talent Review is the business process to gather talent information from employees and managers."
NEW QUESTION # 40
What do you use a talent pool for?
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 # 41
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?
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 # 42
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.
The New Hire 90 Day Check-In template has several sections, including Questions and Overall. As an administrator, you want to schedule this process to route to all new hires each month.
What Employee Review Template configuration restricts the template to only new hires after 90 days?
Answer: A
Explanation:
* TheApplies Tofield on the Employee Review Template determines which population is eligible for the review.
* To restrict the 90-Day Check-In template so that it only applies tonew hires after 90 days, you configure theApplies Tocriteria accordingly (e.g., based on hire date relative to review launch date).
* Incorrect options:
* Review Type# categorizes reviews (annual, quarterly, etc.), but does not restrict worker population.
* Period Start/End Dates# define review timeframe, not eligibility rules.
* Layout Override# controls template layout, not applicability.
References:
Workday Employee Review Template configuration guide.
Workday Pro Talent & Performance exam prep: "Use Applies To to restrict review templates to new hires after 90 days."
NEW QUESTION # 43
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