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[General] Valid Workday-Pro-Talent-and-Performance Test Prep, Workday-Pro-Talent-and-Perfo

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【General】 Valid Workday-Pro-Talent-and-Performance Test Prep, Workday-Pro-Talent-and-Perfo

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Workday Workday-Pro-Talent-and-Performance Exam Syllabus Topics:
TopicDetails
Topic 1
  • 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 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
  • 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
  • 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 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 (Q37-Q42):NEW QUESTION # 37
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. Crowdsourced skills
  • B. Maintained skills
  • C. Skills Cloud skills
  • D. Synonymous skills
Answer: B
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 # 38
A worker is providing feedback and they only want it to be visible to the feedback recipient.
What kind of feedback allows for this?
  • A. Confidential
  • B. Anonymous
  • C. Private
  • D. Public
Answer: C
Explanation:
* In Workday,Private Feedbackis visible only to thefeedback recipient.
* Confidential Feedbackis visible to both the recipient and their manager.
* Anonymous Feedbackhides the identity of the feedback giver but may still be visible to managers or admins depending on configuration.
* Public Feedbackis broadly visible across the organization or workgroup.
Therefore, the only feedback type that ensures visibilityonly to the recipientisPrivate Feedback.
References:
Workday Talent & Performance study material on feedback types.
Workday Pro Talent & Performance training notes: "Private feedback is restricted to the recipient alone; confidential feedback includes the manager, while public feedback is visible more broadly."

NEW QUESTION # 39
What task do you configure to use suggested skills?
  • A. Maintain Skills and Experience Setup
  • B. Configure Optional Fields
  • C. Edit Tenant Setup - System
  • D. Edit Tenant Setup - HCM
Answer: A
Explanation:
* Suggested skills functionality is enabled and configured using theMaintain Skills and Experience Setuptask.
* This controls whether Workday will suggest skills to workers based on their profiles and activity.
* Incorrect options:
* Edit Tenant Setup - SystemandEdit Tenant Setup - HCM# global settings, not skill suggestions.
* Configure Optional Fields# defines visibility of fields but not skill suggestion functionality.
References:
Workday Talent & Performance documentation:"Suggested skills are configured in Maintain Skills and Experience Setup." Pro Talent certification material confirms this task.

NEW QUESTION # 40
What field does Workday require when you create a competency?
  • A. Competency Description
  • B. Name
  • C. Category
  • D. Proficiency Rating Scale
Answer: B
Explanation:
When creating aCompetencyin Workday Talent & Performance, the system enforces certain required fields.
* Name:
* This is themandatory field. Every competency must have a name so it can be identified in job profiles, performance reviews, and talent pools.
* Without a name, Workday will not allow you to save or proceed.
* Proficiency Rating Scale:
* This is important for measuring competencies (e.g., Basic # Intermediate # Advanced # Expert).
* However, it isnot requiredat the point of creation. If you don't assign one, the system can still save the competency, though you may not be able to rate employees effectively without linking a scale later.
* Competency Description:
* Highly recommended for clarity and reporting.
* But this field isoptional, not enforced by Workday.
* Category:
* Used to group competencies (e.g., Leadership, Technical, Communication).
* Again,optionaland for organizational purposes only.
Thus, while other fields add functionality and structure,the only required field to create a competency is the Name.
#References
* Talent & Performance Learning Material: Competencies are created with"Name" as required, while "Description, Proficiency Scale, and Category" are optional metadata used to support evaluation and reporting.
* Workday Pro Talent & Performance study outlines: Under theCompetencies section, it explicitly states:"The only mandatory field is Name. Description, Proficiency Rating Scale, and Category are optional fields that can be configured for richer competency management."#web source Talent & Performance training + community notes#
* ERP Cloud Training - Workday Talent & Performance course: Highlights that"Name is required when creating a competency; all other fields are optional depending on business needs."

NEW QUESTION # 41
You recently created a talent pool to help develop potential new managers. You added ten managers to the pool. Now you want to assign two self-development goals to each member of the talent pool.
What task allows you to assign those two goals to all members in one event?
  • A. Manage Organization Goals
  • B. Add Goal To Employees
  • C. Create Goal for Worker
  • D. Maintain Goals Setup
Answer: B
Explanation:
In Workday Talent & Performance, when you want to assign goals to a group of employees (such as everyone in a talent pool), you must use the"Add Goal To Employees"task.
Here's why:
* Create Goal for Worker
* This task is specific toone workerat a time. It would not allow you to mass-assign goals to multiple workers.
* Suitable when you want to add a goal for an individual employee.
* Manage Organization Goals
* Used to defineorganization-wide goals(e.g., company objectives).
* These can be cascaded, but they are not tied to an action that assigns two goals directly to all members of a talent pool.
* Maintain Goals Setup
* This is forconfiguring goal settings(e.g., categories, weights, behaviors) at the tenant level.
* It doesn't execute the action of assigning goals to workers.
* Add Goal To Employees
* Specifically designed formass goal assignment.
* You can select multiple employees (for example, all 10 members of your talent pool) and assign the same goals in a single event.
* This is the only option that fulfills the requirement of assigningtwo self-development goals to all membersin one step.
#References
* Talent & Performance Study Guide topics:
* Goal Management: Covers the difference between worker-specific vs. mass goal actions.
* Talent Pools: Workday documentation explains that pools are often used for succession planning and development, and "Add Goal to Employees" is the correct bulk action for assigning development activities.
* External Training Reference: ERP Cloud Training notes that"The Add Goal To Employees task allows administrators to assign multiple goals across groups such as talent pools or organizations, enabling faster alignment with development plans."#web source on Talent & Performance training#
* Workday Pro Talent & Performance Flashcards: Confirm that the correct way to mass assign goals is viaAdd Goal To Employeestask, not Manage Organization Goals (which is only for defining org-level goals).

NEW QUESTION # 42
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