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Workday-Pro-Talent-and-Performance Exam Questions
- Topic 1: 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. 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 2: 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.
- Topic 3: 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 4: 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.
Free Workday Workday-Pro-Talent-and-Performance Exam Actual Questions
Note: Premium Questions for Workday-Pro-Talent-and-Performance were last updated On Apr. 08, 2026 (see below)
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?
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.''
Your organization launches talent reviews for the entire organization on an annual basis. You created a new Talent Lead security group to initiate the talent review event.
What do you need to modify to enable this configuration?
This scenario involves enabling a new security group (Talent Lead) to initiate Talent Review events in Workday. To achieve this, you need to configure both the business process security and domain security that govern Talent Reviews.
Launch Talent Reviews business process security policy
This policy controls who has permission to initiate the Talent Review event.
Without updating this, the new Talent Lead group cannot start the review process.
Talent Review domain security policy
This policy governs access to Talent Review objects, such as templates, review events, grids, and attributes.
Without updating domain security, even if the group can launch the process, they will not be able to view or interact with the talent review itself.
Incorrect alternatives
Option B (Launch Talent Reviews only): This would allow the group to initiate the process, but they would lack access to view or work with the reviews.
Option C (Talent Review business process security policy): There is no generic ''Talent Review business process''; the correct one is ''Launch Talent Reviews.''
Option D (Talent Review business process + domain security): Misstated. The business process in question is ''Launch Talent Reviews,'' not a general Talent Review business process.
Therefore, the correct answer is to update both the Launch Talent Reviews business process security policy and the Talent Review domain security policy so that the Talent Lead group has both initiation rights and access permissions.
Reference
Workday Pro Talent & Performance Certification Guide -- Security in Talent Reviews: Explains that both business process security and domain security must be configured for security groups responsible for launching talent reviews.
ERP Cloud Training -- Talent Review Security: Notes that business process security grants initiation rights, while domain security controls access to objects and review content.
Workday Community Documentation -- Talent Review Setup: Confirms that both the Launch Talent Reviews business process policy and the Talent Review domain security policy must be modified when a new security group is added to initiate reviews.
The HR department wants to gather talent information from their employees and managers.
What business process can they use?
The Launch Talent Review business 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.
Workday Talent Review documentation: ''Launch Talent Review is the business process to gather talent information from employees and managers.''
For additional managers to participate in an employee's performance review, the employee's direct manager receives the Additional Manager task in their Inbox. They enter the employee's matrix manager, former manager, and a manager who works closely with the employee.
When they submit the task, an error displays. Why did the error occur?
For Additional Managers to evaluate, the template must include a Competencies section.
If a review lacks competencies, additional managers cannot complete evaluations, and the system throws an error.
Incorrect options:
A . Feedback section does not block additional managers.
B . Manager security group any nominated reviewer with correct access can be added; not restricted only to security group membership.
D . Up to two additional managers there is no hard limit of two; multiple can be assigned.
Workday template setup documentation: Additional Manager Evaluation requires competencies.
Workday Pro certification prep: ''Additional managers must evaluate competencies; otherwise, an error displays.''
What task do you configure to use suggested skills?
Suggested skills functionality is enabled and configured using the Maintain Skills and Experience Setup task.
This controls whether Workday will suggest skills to workers based on their profiles and activity.
Incorrect options:
Edit Tenant Setup -- System and Edit Tenant Setup -- HCM global settings, not skill suggestions.
Configure Optional Fields defines visibility of fields but not skill suggestion functionality.
Workday Talent & Performance documentation: ''Suggested skills are configured in Maintain Skills and Experience Setup.''
Pro Talent certification material confirms this task.
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