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Workday Workday-Pro-Talent-and-Performance Exam Syllabus Topics:

Topic	Details
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.

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Workday Pro Talent and Performance Exam Sample Questions (Q50-Q55):

NEW QUESTION # 50
During testing, you launched a Performance Review event with calibrations and all events are still in- progress. You notice that the goals are not populating as planned.
What is the first task you should run before you correct your configuration?

A. The Mass Cancel Business Process task for Start Performance Review only, without the subprocesses
B. The Mass Cancel Business Process task for Start Performance Review and Launch Calibration, including the subprocesses
C. The Mass Rescind Business Process task for Start Performance Review only, including the subprocesses
D. The Mass Rescind Business Process task for Start Performance Review and Launch Calibration, without the subprocesses

Answer: C

Explanation:
This scenario deals withtesting a Performance Review event that includes calibrations. Since the goals are not populating as expected, you need toreset the process correctly before fixing the configuration.
Here's why the correct choice isMass Rescind - Start Performance Review (including subprocesses):
* Rescind vs Cancel
* Rescind: Completelyremoves the business process instanceand all of its subprocesses from the system as if it never occurred. This is the proper action duringtesting, because it clears the data and lets you start fresh with corrected configuration.
* Cancel: Stops the process, but leaves historical records behind. This is not ideal for configuration testing, because it doesn't fully reset the process state.
* Why Start Performance Review only (not Calibration)
* Calibration events are tied to performance reviews. If you rescind theperformance review, the associated calibration processes are also cleared.
* If you attempt to rescind or cancel both Performance Review and Calibration separately, it can cause unnecessary complications.
* Why including subprocesses
* Performance Review has multiplesubprocesses(e.g., goal population, manager review, employee self-evaluation, calibration triggers).
* To fully clear the faulty test run, you must include all subprocesses; otherwise, remnants of the process remain in-progress and may block future testing.
* Incorrect Options Explained
* A. Mass Rescind (Performance Review + Calibration, no subprocesses)# Wrong, because calibration rescinds automatically when you rescind the review, and leaving out subprocesses creates incomplete cleanup.
* C. Mass Cancel (Performance Review + Calibration, with subprocesses)# Wrong, because Canceldoes not fully reset configuration testing.
* D. Mass Cancel (Performance Review only, no subprocesses)# Wrong, same reason:Cancelis insufficient, and leaving subprocesses active breaks cleanup.
References
* Workday Pro Talent & Performance Study Guide - Calibration & Performance Reviews:"When testing configuration errors, rescind the performance review with all subprocesses. Do not cancel, as this preserves process history and does not allow a clean retest."
* ERP Cloud Training - Workday Performance Review & Calibration:"Rescind clears all subprocesses linked to the review, including calibration. Cancel only halts the process without fully removing it."
* Workday Community Documentation - Mass Business Process Actions:Confirms thatRescind fully clears test data, while Cancel leaves records intact.

NEW QUESTION # 51
You are assigning competencies to objects in Workday.
When Workday defines the target proficiency level for a worker, what source takes precedence?

A. Position
B. Job Profile
C. Job Family
D. Management Level

Answer: A

Explanation:
* Competencies can be assigned to multiple objects: job profiles, job families, positions, or management levels.
* When determining a worker'starget proficiency level,Positiontakes precedence over all other sources.
* Order of precedence:Position > Job Profile > Job Family > Management Level.
* This allows organizations to define competencies at higher levels (family, profile) but override them at the position level if necessary.
References:
Workday Talent & Performance competency framework documentation.
Workday Pro training guide:"Position overrides job profile, job family, and management level when determining a worker's target proficiency level."

NEW QUESTION # 52
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?

A. Private Static Talent Pool
B. Restricted Dynamic Talent Pool
C. Restricted Static Talent Pool
D. Private Dynamic Talent Pool

Answer: A

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 # 53
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?

A. Talent Review Status Summary report
B. My Team's Performance Reviews report
C. Employee Review Status Summary report
D. Talent Snapshot report

Answer: A

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 # 54
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. Custom Organization
B. Talent Pool
C. Job Family
D. Supervisory Organization

Answer: B

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 # 55
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