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| Section | Weight | Objectives |
|---|---|---|
| Topic 1: Performance Reviews | 25% | - Performance Document Management - Goal Alignment and Tracking - Calibration Sessions - 360-Degree Feedback Configuration - Review Templates Design |
| Topic 2: Talent Management Fundamentals | 15% | - Talent Profile Configuration - Supervisory Organization Structure - Employment Hub Setup |
| Topic 3: Goals Management | 20% | - Goal Check-ins and Progress Tracking - Goal Library Setup - Goal Cascading - Goal Categories and Weighting |
| Topic 4: Compensation Management | 15% | - Compensation Ratios and Ranges - Compensation Planning - Merit Increase Configuration |
| Topic 5: Implementation Best Practices | 10% | - Data Migration Considerations - Change Management - Testing Strategies |
| Topic 6: Advanced Configuration | 15% | - Security Groups and Permissions - Report Writer and Analytics - Functional Tags and Validations - Business Processes Configuration |
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NEW QUESTION # 27
How do dynamic talent pools determine pool membership?
Answer: A
Explanation:
* Dynamic Talent Poolsautomatically determine membership by using the results of asaved search.
* This allows pool membership to update as workers meet or no longer meet the search criteria.
* Incorrect options:
* Compare Workers report# used for side-by-side comparison, not pool membership.
* Manual selection# applies to static pools, not dynamic.
* Custom report# not the driver; Workday specifically requires saved searches for dynamic pools.
References:
Workday Talent Pools configuration guide.
Workday Pro exam material: "Dynamic pools are maintained by saved search results."
NEW QUESTION # 28
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?
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 # 29
You want to create a talent pool that automatically updates its members based on criteria. You also want those in the Manager role to only have permissions to the members of their organization.
What type of talent pool do you create?
Answer: C
Explanation:
* ADynamic Talent Poolautomatically updates membership based on the results of a saved search.
* Making itRestrictedensures that access is limited-so onlyManagershave visibility/permissions to the members of their supervisory organization.
* Incorrect options:
* Open Dynamic# open visibility, not restricted by role.
* Open Static# membership is manual, not automatic, and visibility is open.
* Restricted Static# membership is manual, not dynamic.
References:
Workday Talent Pool documentation:"Restricted Dynamic Talent Pools allow managers to see only their organizational members with dynamic updates."
NEW QUESTION # 30
You want to launch a performance review with calibration. The Talent Administrator would like to verify that all performance reviews are complete before calibration launches.
How do you configure the business process to meet this requirement?
Answer: C
Explanation:
* When usingcalibrationwith performance reviews, Workday requires reviews to becompleted firstbefore calibration begins.
* The correct configuration is to insert the"Await Calibration Completion" service stepinto theComplete Manager Evaluation for Performance Reviewbusiness process.
* This ensures that calibration will not launch until all manager evaluations are complete.
* Other options:
* To Do step# only generates a reminder, not an enforced process dependency.
* Shared Participation step on Launch Calibration# configures collaboration for calibration itself, not sequencing.
* Update Performance Review Rating step# controls how ratings are updated, not workflow dependencies.
References:
Workday Talent & Performance BP configuration documentation.
Workday Pro study materials:"Use Await Calibration Completion step in Complete Manager Evaluation BP to enforce review completion before calibration."
NEW QUESTION # 31
What functionality prevents managers from having visibility to peer-to-peer feedback?
Answer: C
Explanation:
* Private Feedbackensures that only thefeedback recipientcan see the comments.
* This means managers have no visibility to peer-to-peer private feedback.
* Other options:
* Confidential Feedback# visible to both the worker and their manager.
* Feedback Badges# recognition icons, not a visibility control.
* Anonymity# hides the feedback giver's name but does not control manager visibility.
References:
Workday Talent & Performance documentation: Private vs. Confidential feedback visibility.
NEW QUESTION # 32
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