Workday Workday-Pro-Talent-and-Performance Dumps

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.

In theAssess My Team’s Potentialtask, managers can makeNominations:

Suggest workers for specific job profiles.

Track potential successors for succession plans (if enabled).

Incorrect options:

A. Achievable Level → indicates ceiling level, not succession tracking.

B. Retention → measures likelihood of leaving, unrelated to succession nominations.

C. Review Rating → performance measure, not tied to suggesting successors.

To prevent managers from receiving Inbox tasks during calibration, you configure theAwait Calibration Completion service stepin theComplete Manager Evaluation BP.

This holds manager evaluation tasks until calibration is finalized.

Incorrect options:

To Do step in Launch Calibration→ only provides reminders, does not prevent tasks.

Update Performance Review Ratings step→ allows updates after calibration but doesn’t prevent tasks.

Shared Participation step→ controls collaboration in calibration, not blocking Inbox tasks.

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.

To ensure consistent reporting, feedback templates can be set asLocked.

ALocked Feedback Templateprevents managers or workers from modifying the questions—no additions, edits, or deletions are allowed.

Other options are not correct:

Condition Rules→ used for dynamic behavior and field visibility, not for locking questions.

Template Type→ defines type (e.g., Feedback vs. Review), not question editability.

Question Tags→ used for categorization and reporting but do not prevent changes.

This question is aboutTalent Reviewsin Workday and what drives the permissions or actions that employees and managers can take during the review process.

Let’s analyze the choices:

A. Organization membership

Incorrect.

Organization membership (e.g., supervisory org, talent pool) determineswhich workersare included in the review.

It does not determinewhat actionsmanagers or employees can take.

B. Employee potential

Incorrect.

Employee potential is anattribute(like performance, loss impact, retention risk) used for evaluation in the talent review grid.

It informs thecontentof the review, not the actions available to participants.

C. Domain security

Partially correct but not the best answer.

Domain security determineswho has accessto initiate or view Talent Reviews, but it does not driveprocess actions inside the review(such as rating, adding notes, or calibrating).

D. Talent review template rule

Correct.

TheTalent Review Template Ruledefines theconfiguration of the talent review process, including:

Which sections appear (e.g., 9-box grid, attributes, notes).

Which actions participants (employees, managers, HR partners) can perform.

Whether calibration is enabled, whether participants can move employees between grid boxes, and other interactive review behaviors.

This is the configuration responsible for controllingwhat employees and managers can do during a talent review event.

Therefore, the correct answer isTalent review template rule.

????References

Workday Pro Talent & Performance Certification Guide – Talent Reviews:“The talent review template rule determines the structure of the review and what actions participants may take during the review.”

ERP Cloud Training – Workday Talent Reviews:“Template rules control functionality such as allowing participants to update potential ratings, add notes, or move workers in the grid. Security domains only manage access.”

Workday Community Documentation – Talent Review Configuration:Confirms thattemplate rulesdefine the actions and behaviors within a talent review session.

Before creating a review template, you must define thesection typesavailable in reviews.

Since the template requirestwo different goal sections (professional and personal), you must configure them asEmployee Review Section Types.

Incorrect options:

A. Maintain Goal Periods → defines timeframes, not template sections.

C. Maintain Goal Setup → configures goal rules, not review template sections.

D. Maintain Employee Review Setup → overall setup but does not define section types.

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.

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.

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.

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.

ADynamic Talent Poolautomatically updates membership based on the results of a saved search.

Making itRestrictedensures that access is limited—so onlyManagershave visibility/permissions to the members of their supervisory organization.

Incorrect options:

Open Dynamic→ open visibility, not restricted by role.

Open Static→ membership is manual, not automatic, and visibility is open.

Restricted Static→ membership is manual, not dynamic.

To create a review template with sections such as Feedback, Goals, Questions, and Competencies, you must have these components configured in advance:

Review Questions→ required if the template uses a questions section.

Feedback Template→ required if a feedback section is included.

Competencies→ required if competencies are included.

Review Typesare not a prerequisite to create a review template. They categorize reviews (annual, quarterly, etc.) but are not required in template configuration.

Dynamic Talent Poolsautomatically determine membership by using the results of asaved search.

This allows pool membership to update as workers meet or no longer meet the search criteria.

Incorrect options:

Compare Workers report→ used for side-by-side comparison, not pool membership.

Manual selection→ applies to static pools, not dynamic.

Custom report→ not the driver; Workday specifically requires saved searches for dynamic pools.

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.