Workday-Pro-Talent-and-Performance Exam Questions & Answers

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.

For multi-rater reviews, the essential template section is Feedback.

This allows multiple reviewers to provide input on the employee, ensuring a comprehensive evaluation.

Other sections (Competencies, Questions, Goals) may be included but are not required specifically for multi-rater functionality.

Without a Feedback section, multi-rater reviews cannot function correctly.

Workday Pro Talent & Performance documentation: ''Multi-rater reviews rely on Feedback sections to collect input from additional reviewers.''

Workday template design best practices for multi-rater reviews.

This question is about Talent Reviews in 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) determines which workers are included in the review.

It does not determine what actions managers or employees can take.

B . Employee potential

Incorrect.

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

It informs the content of the review, not the actions available to participants.

C . Domain security

Partially correct but not the best answer.

Domain security determines who has access to initiate or view Talent Reviews, but it does not drive process actions inside the review (such as rating, adding notes, or calibrating).

D . Talent review template rule

Correct.

The Talent Review Template Rule defines the configuration 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 controlling what employees and managers can do during a talent review event.

Therefore, the correct answer is Talent review template rule.

Reference

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 that template rules define the actions and behaviors within a talent review session.

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.''

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).