Free Workday-Pro-Talent-and-Performance Exam Dumps August 2026

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.

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 to one worker at 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 define organization-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 for configuring 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 for mass 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 assigning two self-development goals to all members in one step.

Reference

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 via Add Goal To Employees task, not Manage Organization Goals (which is only for defining org-level goals).

This scenario deals with testing a Performance Review event that includes calibrations. Since the goals are not populating as expected, you need to reset the process correctly before fixing the configuration.

Here's why the correct choice is Mass Rescind -- Start Performance Review (including subprocesses):

Rescind vs Cancel

Rescind: Completely removes the business process instance and all of its subprocesses from the system as if it never occurred. This is the proper action during testing, 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 the performance 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 multiple subprocesses (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, because Cancel does not fully reset configuration testing.

D . Mass Cancel (Performance Review only, no subprocesses) Wrong, same reason: Cancel is insufficient, and leaving subprocesses active breaks cleanup.

Reference

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 that Rescind fully clears test data, while Cancel leaves records intact.

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.''

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

Workday Review Template setup guidelines.

Workday Pro training material: ''Questions, feedback templates, and competencies must be configured to build corresponding review sections.''

To allow other users (besides the direct manager) to rate competencies:

Use Get Additional Reviewers for Performance Review allows nominating additional evaluators.

Then use Complete Additional Evaluation for Performance Review routes the evaluation step to the selected additional reviewers.

Incorrect options mix up ''Additional Manager'' with ''Additional Reviewer.'' Managers are a subset, but to include broader participants, the correct subprocesses are Reviewers + Evaluation.

Workday Performance Review BP design documentation.

Workday Pro Talent & Performance exam material: ''For additional reviewers (not limited to managers), configure Get Additional Reviewers + Complete Additional Evaluation subprocesses.''

The Manage Succession Plan task 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.

Workday Succession Planning configuration documentation.

Workday Pro Talent & Performance study guide: ''Use Manage Succession Plan to add workers to one or multiple plans.''