Workday-Pro-Talent-and-Performance Exam Dumps

In the Assess My Team's Potential task, managers can make Nominations:

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.

Workday Talent & Succession Guide: ''Nominations in Assess My Team's Potential allow managers to suggest successors and link to succession plans.''

Static Talent Pools allow manual addition and removal of members.

Private means the pool is only visible to the creator and not shared with others.

Therefore, a Private Static Talent Pool lets 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 Talent Pools configuration guide.

Pro certification training: ''Private Static Pools allow personal management of membership without sharing.''

When creating a Competency in Workday Talent & Performance, the system enforces certain required fields.

Name:

This is the mandatory 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 is not required at 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 is optional, not enforced by Workday.

Category:

Used to group competencies (e.g., Leadership, Technical, Communication).

Again, optional and for organizational purposes only.

Thus, while other fields add functionality and structure, the only required field to create a competency is the Name.

Reference

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 the Competencies 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.''

When using calibration with performance reviews, Workday requires reviews to be completed first before calibration begins.

The correct configuration is to insert the ''Await Calibration Completion'' service step into the Complete Manager Evaluation for Performance Review business 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.

Workday Talent & Performance BP configuration documentation.

Workday Pro study materials: ''Use Await Calibration Completion step in Complete Manager Evaluation BP to enforce review completion before calibration.''

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

The option Manager for Majority of Event ensures that the manager who supervised the employee for the longest 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.

Workday Business Process configuration rules for manager evaluation steps.

Workday Pro study content: ''Use Manager for Majority of Event when you need the prior manager to complete the evaluation.''