Workday Workday Pro Talent and Performance Exam Workday-Pro-Talent-and-Performance Exam Dumps: Updated Questions & Answers (November 2025)

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.”

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, becauseCanceldoes 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.

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.

When you want a performance review template with only anOverall section, the correct configuration isPrompt for Overall Rating.

This option requires the manager to provide a single overall rating without averaging or weighting items.

Other options:

Manual Entry→ applies to ratings on items, not a single overall section.

Calculated Ratings with No Overrides→ automatically calculates from section ratings (not desired here).

Calculated Ratings with Overrides→ allows calculation plus manual override, but still requires sections/items.

In a performance review event spanning multiple months, Workday determines which manager should receive the evaluation step.

The optionManager for Majority of Eventensures that the manager who supervised the employee for thelongest portion of the review period(in this case, January–August) is the one who receives the task.

Incorrect options:

A. Manager → routes to current manager by default, not historical.

C. Matrix Manager → used for matrix org relationships, not standard review.

D. Primary Manager → is the current primary manager at the time of launch.

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.

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.

TheLaunch Talent Reviewbusiness process is used by HR and Talent Partners to gather, review, and calibrate employee information from both employees and managers.

It provides a structured way to collect talent-related data (performance, potential, risk of loss, impact of loss, etc.) for workforce planning and succession.

Incorrect options:

Complete Manager Evaluation→ part of performance reviews, not general talent data gathering.

Launch Calibration→ aligns ratings but does not broadly gather talent information.

Start Performance Review→ focused on annual/performance evaluations, not holistic talent review.

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.