Workday-Pro-Talent-and-Performance Sample Questions Answers

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.

Workday Skills Cloudis a delivered feature included automatically with Workday tenants.

It uses machine learning to normalize skills across the system.

Incorrect options:

A.Only accesses customer-tenanted skills→ false, it includes Workday’s universal skills ontology.

B.Prevents enterprises from adding skills→ false, enterprises can add custom skills.

C.Requires Innovation Services subscription→ false, Skills Cloud is included automatically, not a paid add-on.

Organizational goals are tied togoal periods, which define the timeframe (e.g., annual, multi-year, or in this case, a five-year cycle).

When the current five-year period ends, you must create anew goal periodin order to define the next cycle of organizational goals.

The other tasks do not apply here:

Maintain Goal Categories→ defines groupings such as Innovation, Financial, Productivity, but does not manage timeframes.

Maintain Goal Payout Bands→ used for goal-linked compensation or incentive payouts.

Maintain Goal Completion Statuses→ manages status labels such as “Not Started, In Progress, Complete,” not periods.

Therefore, to establish the next five-year organizational goal cycle, you use theMaintain Goal Periodstask.

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.

In the scenario, each worker’s goal must fall under one of three groupings:Innovation, Financial, Productivity.

These groupings are set up usingGoal Categories.

TheMaintain Goal Categoriestask allows administrators to define these categories and enforce categorization for goal entry.

Incorrect options:

Configure Goals in Review section→ affects reviews, not groupings.

Configure Organization Goals section→ applies to enterprise-level goals, not categorization.

Configure Talent Tags task→ defines tags used for reporting, not enforced groupings.

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.

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).

TheGet Additional Reviewers subprocessis responsible for collecting reviewer nominations.

If you want themanager to approve reviewer namesafter a worker submits them, you configure anApproval step inside this subprocess.

It should be placedimmediately after the initiation stepto ensure manager approval occurs before reviewers are finalized.

Incorrect options:

A. Adding approval in the main Performance Review BP won’t tie it directly to the reviewer nominations.

B. Placing approval after “Complete Additional Evaluation” is too late—reviewers would already be acting.

C. Approval after manager evaluation is unrelated to reviewer setup.

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.

TheManage Succession Plantask allows administrators or managers to assign employees to one or more succession plans, including assigning the same employee to multiple plans.

Incorrect options:

A. Create Succession Pool → creates a new pool, unrelated to assigning to multiple plans.

B. Move Succession Plan → used for plan reorganization, not assigning individuals.

C. Copy Succession Plan Candidates → duplicates candidate lists from one plan to another, but is not the standard method for assignment.

To configureSkills Cloudas theprimary source for skill searches, you use theMaintain Skills and Experience Setuptask.

This task controls whether Workday tenant prioritizes Skills Cloud suggestions and searches versus custom skill libraries.

Incorrect options:

Maintain Skill Item Categories→ categorizes skills, not source priority.

Maintain Skill Vendors→ used for external vendor integrations.

Maintain Skills→ used for creating/editing skills but not selecting Skills Cloud as the default.

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.