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[General] Get Best Workday Latest Workday-Pro-Talent-and-Performance Test Guide and Pass4s

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【General】 Get Best Workday Latest Workday-Pro-Talent-and-Performance Test Guide and Pass4s

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Workday Workday-Pro-Talent-and-Performance Exam Syllabus Topics:
TopicDetails
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
  • 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
  • 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 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
  • 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.

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Workday Pro Talent and Performance Exam Sample Questions (Q51-Q56):NEW QUESTION # 51
You want to define level-based behavioral indicators for proficiency ratings on a competency.
What criteria can you use?
  • A. Supervisory Organization
  • B. Management Level
  • C. Talent Pool
  • D. Job Profile
Answer: D
Explanation:
* Behavioral indicatorscan be tied to proficiency rating levels on a competency to describe expected behaviors at each level.
* These indicators are assigned byJob Profile.
* Other options (Supervisory Organization, Management Level, Talent Pool) are not used to define behavioral indicators.
* Linking by Job Profile allows organizations to customize behaviors expected for different roles.
References:
Workday Talent & Performance competency management documentation.
Workday Pro Talent & Performance training material:"Behavioral indicators are assigned at the job profile level to define expected behaviors for each proficiency rating."

NEW QUESTION # 52
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 goal period on any worker record in the supervisory organization.
  • B. The most recent goal period assigned to a goal in the specific supervisory organization.
  • C. The goal period assigned to its immediate superior supervisory organization.
  • D. The first goal period created in the tenant.
Answer: B
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 # 53
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 competencies section to the template.
  • B. Add a rule in the Applies To field to limit performance reviews to workers with additional jobs.
  • C. Enable the Additional Manager Evaluation for All Sections on the Other Reviewer Options section.
  • D. Require Additional Managers to enter a comment in the Overall section.
Answer: C
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 # 54
Your organization has detailed new goals that are tied to your divisions. The manager of each division needs to create a goal, then distribute that goal to their direct reports.
What task do managers use to accomplish this?
  • A. Manage Organization Goals
  • B. Maintain Goal Completion Statuses
  • C. Add Goal To Employees
  • D. Create Goal for Worker
Answer: A
Explanation:
* Add Goal To Employeesis used for bulk assigning existing goals to workers, not for creating new organizational goals.
* Maintain Goal Completion Statusesis used to track and update progress, not goal creation.
* Create Goal for Workerapplies only to individual workers.
* Manage Organization Goalsis the correct task for a manager to create a goal at thedivision or supervisory organization leveland cascade it to their direct reports.
References:
Workday Talent & Performance: Goal Management.
Workday Pro study guide: "Managers use Manage Organization Goals to create and cascade organizational goals to their teams."

NEW QUESTION # 55
An enterprise wants to create their own list of skills and use them as search facets in reports.
What type of skills can they create to accomplish this?
  • A. Maintained skills
  • B. Synonymous skills
  • C. Skills Cloud skills
  • D. Crowdsourced skills
Answer: A
Explanation:
Comprehensive Detailed Explanation
* Enterprises can createMaintained Skills-custom-defined skills that are stored and searchable in their tenant.
* These can also be configured assearch facets in reports, supporting custom analysis.
* Incorrect options:
* Skills Cloud skills# Workday-delivered universal ontology, not customer-specific.
* Crowdsourced skills# skills suggested by workers, not controlled enterprise lists.
* Synonymous skills# system-recognized synonyms, not customer-defined lists.
References:
Workday Skills Configuration documentation: Maintained skills can be created for tenant-level use in searches and reports.

NEW QUESTION # 56
......
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