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[General] Workday-Pro-Talent-and-Performance New Braindumps Ebook, Workday-Pro-Talent-and-

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【General】 Workday-Pro-Talent-and-Performance New Braindumps Ebook, Workday-Pro-Talent-and-

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Workday Pro Talent and Performance Exam Sample Questions (Q12-Q17):NEW QUESTION # 12
You want to launch a talent review for a group of workers who do not belong to the same organization.
What option allows for this?
  • A. Job Family
  • B. Custom Organization
  • C. Talent Pool
  • D. Supervisory Organization
Answer: C
Explanation:
* To launch aTalent Reviewfor a group of workers who do not share the same supervisory organization, you can use aTalent Pool.
* Talent pools allow grouping across organizations, job families, or geographies.
* Incorrect options:
* Job Family# groups roles, not flexible enough for reviews across diverse workers.
* Supervisory Organization# too restrictive; only covers workers within that org.
* Custom Organization# useful for grouping but not directly designed for Talent Review events.
References:
Workday Talent Review configuration: Talent Pools as input populations.
Workday Pro Talent & Performance prep: "Use Talent Pools when reviewing cross-org worker groups."

NEW QUESTION # 13
A manager wants to cascade a goal to several workers.
What option is available in the Add Goal to Employees task?
  • A. Succession Pool
  • B. Job Family
  • C. Organizations
  • D. Job Profile
Answer: C
Explanation:
* In theAdd Goal to Employeestask, managers can cascade or assign goals to groups of workers.
* The available grouping option is byOrganizations(e.g., supervisory organizations, cost centers, custom organizations).
* Succession Pools, Job Profiles, and Job Familiesare not selection criteria in this task. Those are used in talent or competency management contexts but not in mass goal assignment.
References:
Workday Talent & Performance documentation, Goal Management section.
Workday Pro Talent & Performance training guide:"Add Goal to Employees allows assignment to selected workers or by organizations, not by succession pools, job profiles, or job families."

NEW QUESTION # 14
A manager wants to request feedback about a worker.
They select a locked feedback template to initially populate questions. What can the manager do?
  • A. The manager may only use the default questions.
  • B. The manager may edit the defaulted questions to better meet their requirements.
  • C. The manager may add additional new questions.
  • D. The manager may add a question from a bank of previously written questions.
Answer: A
Explanation:
* Feedback templatesin Workday can be delivered aslockedoreditable.
* Alocked feedback templateensures consistency across the organization, meaning the manager cannot add, edit, or delete questions.
* Only the default questions included in the template may be used.
* Options A, C, and D would apply if the template were editable, but they are not possible in a locked template.
References:
Workday Feedback configuration documentation.
Workday Pro Talent & Performance certification study material:"Locked templates prevent managers from adding or editing questions. Only the delivered questions are used."

NEW QUESTION # 15
When a position has a succession plan, what talent attribute identifies the timeframe that you expect a specific worker to move into that position?
  • A. Potential
  • B. Readiness
  • C. Achievable Level
  • D. Retention
Answer: B
Explanation:
* In succession planning, theReadinesstalent attribute represents thetimeframein which a worker is expected to be ready to move into a position (e.g., "Ready Now," "1-2 Years," "3-5 Years").
* Incorrect options:
* A. Achievable Level # indicates the highest role/level a worker may reach, not timeframe.
* B. Retention # risk of employee leaving, not succession readiness.
* D. Potential # overall growth capacity, not time-based readiness.
References:
Workday Succession Planning documentation:"Readiness specifies the timeframe for potential successors."

NEW QUESTION # 16
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. Require Additional Managers to enter a comment in the Overall section.
  • B. Add a competencies section to the template.
  • C. Add a rule in the Applies To field to limit performance reviews to workers with additional jobs.
  • D. Enable the Additional Manager Evaluation for All Sections on the Other Reviewer Options section.
Answer: D
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 # 17
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