[2025年12月25日] 実際のWorkday-Pro-Talent-and-Performance試験問題集は2025年最新のWorkday練習試験合格させます
2025年最新の実際にあるWorkday-Pro-Talent-and-Performance問題集テストエンジン試験問題はここにある
Workday Workday-Pro-Talent-and-Performance 認定試験の出題範囲：
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質問 # 26
You want to create a talent pool that automatically updates its members based on criteria. You also want those in the Manager role to only have permissions to the members of their organization.
What type of talent pool do you create?
- A. Restricted Dynamic Talent Pool
- B. Open Dynamic Talent Pool
- C. Restricted Static Talent Pool
- D. Open Static Talent Pool
正解：A
解説：
* ADynamic Talent Poolautomatically updates membership based on the results of a saved search.
* Making itRestrictedensures that access is limited-so onlyManagershave visibility/permissions to the members of their supervisory organization.
* Incorrect options:
* Open Dynamic# open visibility, not restricted by role.
* Open Static# membership is manual, not automatic, and visibility is open.
* Restricted Static# membership is manual, not dynamic.
References:
Workday Talent Pool documentation:"Restricted Dynamic Talent Pools allow managers to see only their organizational members with dynamic updates."
質問 # 27
You want to create an organization goal for the workers in a supervisory organization.
When creating the organization goal, what most recent period defaults into the Goal Period field?
- A. The most recent goal period assigned to a goal in the specific supervisory organization.
- B. The goal period on any worker record in the supervisory organization.
- C. The first goal period created in the tenant.
- D. The goal period assigned to its immediate superior supervisory organization.
正解：A
解説：
Comprehensive Detailed Explanation
* When creating anorganization goal, Workday defaults theGoal Periodfield to themost recent goal periodused in the specific supervisory organization.
* It does not inherit from superior organizations, worker records, or the first goal period created in the tenant.
* This ensures consistency within the supervisory organization's existing goal cycles.
References:
Workday documentation on Goal Period defaulting behavior.
Workday Pro Talent & Performance guide: "For new organizational goals, the Goal Period defaults to the most recent goal period assigned within that supervisory organization."
質問 # 28
The HR department wants to gather talent information from their employees and managers.
What business process can they use?
- A. Start Performance Review
- B. Launch Talent Review
- C. Complete Manager Evaluation
- D. Launch Calibration
正解：B
解説：
* 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.
References:
Workday Talent Review documentation:"Launch Talent Review is the business process to gather talent information from employees and managers."
質問 # 29
You are assigning competencies to objects in Workday.
When Workday defines the target proficiency level for a worker, what source takes precedence?
- A. Job Profile
- B. Position
- C. Management Level
- D. Job Family
正解：B
解説：
* Competencies can be assigned to multiple objects: job profiles, job families, positions, or management levels.
* When determining a worker'starget proficiency level,Positiontakes precedence over all other sources.
* Order of precedence:Position > Job Profile > Job Family > Management Level.
* This allows organizations to define competencies at higher levels (family, profile) but override them at the position level if necessary.
References:
Workday Talent & Performance competency framework documentation.
Workday Pro training guide:"Position overrides job profile, job family, and management level when determining a worker's target proficiency level."
質問 # 30
What statement describes the Skills Cloud feature?
- A. Skills Cloud is automatically available.
- B. Skills Cloud requires an Innovation Services subscription.
- C. Skills Cloud only accesses customer-tenanted skills.
- D. Skills Cloud prevents enterprises from adding their own skills.
正解：A
解説：
* 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.
References:
Workday Skills Cloud overview:"Skills Cloud is automatically enabled and does not require additional licensing."
質問 # 31
An organization wants to assign the same employee on two succession plans.
What task should they use to complete this?
- A. Copy Succession Plan Candidates
- B. Create Succession Pool
- C. Move Succession Plan
- D. Manage Succession Plan
正解：D
解説：
* TheManage Succession Plantask 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.
References:
Workday Succession Planning configuration documentation.
Workday Pro Talent & Performance study guide:"Use Manage Succession Plan to add workers to one or multiple plans."
質問 # 32
Your performance review template has three sections, in addition to an Overall section. The template uses item averaging to calculate an overall rating.
Managers will enter ratings for multiple items in each of the first three sections.
What is the expected behavior when Workday calculates the overall rating?
- A. The calculation includes assigned weightings for each item.
- B. The calculation includes assigned weightings for each item and each section.
- C. The calculation includes assigned weightings for each section.
- D. The calculation includes an equal weight to each item rated.
正解：D
解説：
* When a performance review template usesItem Averaging:
* Workday calculates the average rating acrossall rated itemswithin the sections.
* Each item carriesequal weight, regardless of section or item weighting.
* If weighting was required, you would instead useWeighted Average, which allows assigning weights to items and/or sections.
* Therefore, item averaging =equal weight for each item.
References:
Workday Performance Review configuration: Item Averaging vs. Weighted Averaging.
Workday Pro Talent & Performance exam guide: "Item averaging gives equal weight to all items across sections."
質問 # 33
Refer to the following scenario to answer the question below.
Your organization is initiating employee reviews. There are several objectives for these reviews, including:
* Setting goals and reviewing them quarterly.
* Checking in with the new hire at 90 days.
* Annually reviewing performance.
* Performing multi-rater reviews.
For the annual multi-rater reviews, what template sections do you need to configure?
- A. Feedback
- B. Questions
- C. Competencies
- D. Goals
正解：A
解説：
* Formulti-rater reviews, the essential template section isFeedback.
* 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.
References:
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.
質問 # 34
You want to launch performance reviews with calibration. However, during calibration you do not want managers to receive performance review-related Inbox tasks.
What step should you add to the configuration to allow this?
- A. The Shared Participation step in the Launch Calibration business process
- B. The Await Calibration Completion service step in the Complete Manager Evaluation business process
- C. The Update Performance Review Ratings for Manager Evaluation step in the Complete Manager Evaluation business process
- D. A To Do step in the Launch Calibration business process
正解：B
解説：
* To prevent managers from receiving Inbox tasks during calibration, you configure theAwait Calibration Completion service stepin theComplete Manager Evaluation BP.
* This holds manager evaluation tasks until calibration is finalized.
* Incorrect options:
* To Do step in Launch Calibration# only provides reminders, does not prevent tasks.
* Update Performance Review Ratings step# allows updates after calibration but doesn't prevent tasks.
* Shared Participation step# controls collaboration in calibration, not blocking Inbox tasks.
References:
Workday calibration process documentation.
Workday Pro certification:"Use Await Calibration Completion to pause manager evaluations until calibration ends."
質問 # 35
You recently created a talent pool to help develop potential new managers. You added ten managers to the pool. Now you want to assign two self-development goals to each member of the talent pool.
What task allows you to assign those two goals to all members in one event?
- A. Manage Organization Goals
- B. Add Goal To Employees
- C. Maintain Goals Setup
- D. Create Goal for Worker
正解：B
解説：
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).
質問 # 36
Your organization has detailed new goals that are tied to your divisions. The manager of each division needs to create a goal, then distribute that goal to their direct reports.
What task do managers use to accomplish this?
- A. Maintain Goal Completion Statuses
- B. Manage Organization Goals
- C. Add Goal To Employees
- D. Create Goal for Worker
正解：B
解説：
* Add Goal To Employeesis used for bulk assigning existing goals to workers, not for creating new organizational goals.
* Maintain Goal Completion Statusesis used to track and update progress, not goal creation.
* Create Goal for Workerapplies only to individual workers.
* Manage Organization Goalsis the correct task for a manager to create a goal at thedivision or supervisory organization leveland cascade it to their direct reports.
References:
Workday Talent & Performance: Goal Management.
Workday Pro study guide: "Managers use Manage Organization Goals to create and cascade organizational goals to their teams."
質問 # 37
You are using a performance review template and a goal is not populating into an employee's review.
What could cause this issue?
- A. The goal due date falls outside the period start and end dates of the template.
- B. The goal has milestones that are not in Complete status.
- C. The goal is in Not Started status.
- D. The goal was created using the Cascade Goals business process.
正解：A
解説：
* For a goal to populate into a performance review, itsdue datemust align with thereview template's start and end period.
* If the goal falls outside that timeframe, Workday will not pull it into the review.
* Other options are not correct:
* Cascade Goals# does not prevent goals from being included.
* Milestones not Complete# milestone status does not block goal population.
* Not Started status# goals can still populate even if not started.
References:
Workday Performance Review setup guide:"Goals populate into reviews if their due dates fall within the template's defined period." Workday Pro Talent & Performance exam prep: Goal alignment with template period is required.
質問 # 38
An organization has recently started the talent review process. A manager wants to take action on assigned tasks, while also viewing the team's current performance ratings and potential assessments.
What report would allow the manager to do so?
- A. Talent Snapshot report
- B. Employee Review Status Summary report
- C. My Team's Performance Reviews report
- D. Talent Review Status Summary report
正解：D
解説：
* TheTalent Review Status Summary reportprovides managers with visibility into their team's currentperformance ratings, potential assessments, and status within the talent review cycle.
* It also allows them to take action on assigned tasks during the process.
* Incorrect options:
* A. Employee Review Status Summary # shows progress of performance reviews, not talent reviews.
* C. My Team's Performance Reviews # focused only on performance review tasks.
* D. Talent Snapshot # shows detailed worker profiles, not task/action tracking in talent reviews.
References:
Workday delivered reporting catalog.
Workday Pro Talent Review training content.
質問 # 39
Refer to the following scenario to answer the question below.
An enterprise creates organizational goals that include the following criteria:
* The organizational goals span five years.
* Workers can align their individual goals with the organizational goals.
* Workers must provide a description for each individual goal.
* Each individual goal must fall within one of three groupings.
Workers' individual goals fall within one of three groups: Innovation, Financial, or Productivity.
Where do you configure the groupings?
- A. Maintain Goal Categories task
- B. Configure Talent Tags task
- C. Configure Goals to Review section
- D. Configure Organization Goals section
正解：A
解説：
* In the scenario, each worker's goal must fall under one of three groupings:Innovation, Financial, Productivity.
* These groupings are set up usingGoal Categories.
* TheMaintain Goal Categoriestask allows administrators to define these categories and enforce categorization for goal entry.
* Incorrect options:
* Configure Goals in Review section# affects reviews, not groupings.
* Configure Organization Goals section# applies to enterprise-level goals, not categorization.
* Configure Talent Tags task# defines tags used for reporting, not enforced groupings.
References:
Workday Goal Management admin setup: "Use Maintain Goal Categories to define groupings for goals." Workday Pro Talent & Performance certification material: Goals must be categorized via categories, not talent tags.
質問 # 40
As an administrator, what is an attribute of feedback badges?
- A. You can create custom badges using Workday-delivered icons.
- B. You can make badges required when entering feedback.
- C. You can allow recipients to decline badges.
- D. You can delete badges at any time.
正解：B
解説：
In Workday Talent & Performance,feedback badgesare a visual and motivational way to recognize employees when providing feedback. Administrators configure the rules and usage of these badges.
Let's carefully review the options:
* A. You can delete badges at any time.
* Not correct.
* Once a badge is actively in use (already given to workers in feedback), it cannot simply be deleted, because that would break historical data. Instead, administrators can make badgesinactive
, but they remain in the system for reporting integrity.
* B. You can make badges required when entering feedback.
* Correct.
* Workday configuration allows admins torequire that feedback entries include a badge. This ensures that every feedback submission carries a visual, standardized recognition element alongside the narrative text.
* This aligns with the study guide underFeedback and Recognition, which highlights that "badges may be configured as required fields for any feedback process."
* C. You can create custom badges using Workday-delivered icons.
* Not exactly.
* You can createcustom badges, but you upload yourown images/icons. Workday provides sample ones, but they aren't the only option. You are not restricted to Workday-delivered icons.
* D. You can allow recipients to decline badges.
* Incorrect.
* Employeescannot declinebadges once they are attached to feedback. Feedback is submitted as part of the talent/performance process, and the badge is embedded.
Therefore, the unique administrator attribute here is the ability tomake badges required when entering feedback.
#References
* Workday Pro Talent & Performance Guide- Feedback Badges configuration:"Administrators can make badge selection mandatory when submitting feedback, ensuring consistent recognition across the organization."
* ERP Cloud Training (Talent & Performance Badges section): Confirms thatbadges can be required for feedback, cannot be declined by recipients, and must be inactivated (not deleted) when no longer in use.
* Workday Community (Feedback and Recognition documentation):Custom badges can be created by uploading images, not restricted to Workday-delivered icons.
質問 # 41
A manager wants to cascade a goal to several workers.
What option is available in the Add Goal to Employees task?
- A. Job Profile
- B. Organizations
- C. Succession Pool
- D. Job Family
正解：B
解説：
* In theAdd Goal to Employeestask, managers can cascade or assign goals to groups of workers.
* The available grouping option is byOrganizations(e.g., supervisory organizations, cost centers, custom organizations).
* Succession Pools, Job Profiles, and Job Familiesare not selection criteria in this task. Those are used in talent or competency management contexts but not in mass goal assignment.
References:
Workday Talent & Performance documentation, Goal Management section.
Workday Pro Talent & Performance training guide:"Add Goal to Employees allows assignment to selected workers or by organizations, not by succession pools, job profiles, or job families."
質問 # 42
You want to create a performance review template with only an Overall section where the manager has to choose a rating.
What configuration option accomplishes this?
- A. Prompt for Overall Rating
- B. Calculated Ratings with No Overrides
- C. Manual Entry
- D. Calculated Ratings with Overrides
正解：A
解説：
* 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.
References:
Workday review template setup documentation.
Pro exam study notes:"Use Prompt for Overall Rating when only an overall section rating is required."
質問 # 43
You want to configure your Performance Review business process so that other users can rate an employee's competencies.
Which subprocesses do you configure for this?
- A. Get Additional Manager Evaluation for Performance Review and Complete Additional Manager Evaluation for Performance Review
- B. Get Additional Manager Evaluation for Performance Review and Complete Additional Evaluation for Performance Review
- C. Get Additional Reviewers for Performance Review and Complete Additional Manager Evaluation for Performance Review
- D. Get Additional Reviewers for Performance Review and Complete Additional Evaluation for Performance Review
正解：D
解説：
* To allow other users (besides the direct manager) to rate competencies:
* UseGet Additional Reviewers for Performance Review# allows nominating additional evaluators.
* Then useComplete 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 areReviewers + Evaluation.
References:
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."
質問 # 44
An enterprise wants to create their own list of skills and use them as search facets in reports.
What type of skills can they create to accomplish this?
- A. Skills Cloud skills
- B. Synonymous skills
- C. Crowdsourced skills
- D. Maintained skills
正解：D
解説：
Comprehensive Detailed Explanation
* Enterprises can createMaintained Skills-custom-defined skills that are stored and searchable in their tenant.
* These can also be configured assearch facets in reports, supporting custom analysis.
* Incorrect options:
* Skills Cloud skills# Workday-delivered universal ontology, not customer-specific.
* Crowdsourced skills# skills suggested by workers, not controlled enterprise lists.
* Synonymous skills# system-recognized synonyms, not customer-defined lists.
References:
Workday Skills Configuration documentation: Maintained skills can be created for tenant-level use in searches and reports.
質問 # 45
What task do you configure to use suggested skills?
- A. Configure Optional Fields
- B. Maintain Skills and Experience Setup
- C. Edit Tenant Setup - HCM
- D. Edit Tenant Setup - System
正解：B
解説：
* Suggested skills functionality is enabled and configured using theMaintain Skills and Experience Setuptask.
* This controls whether Workday will suggest skills to workers based on their profiles and activity.
* Incorrect options:
* Edit Tenant Setup - SystemandEdit Tenant Setup - HCM# global settings, not skill suggestions.
* Configure Optional Fields# defines visibility of fields but not skill suggestion functionality.
References:
Workday Talent & Performance documentation:"Suggested skills are configured in Maintain Skills and Experience Setup." Pro Talent certification material confirms this task.
質問 # 46
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更新された問題を提供していますWorkday-Pro-Talent-and-Performance問題集PDF：https://www.jpntest.com/shiken/Workday-Pro-Talent-and-Performance-mondaishu
更新された公式問題Workday-Pro-Talent-and-Performance認定にはWorkday-Pro-Talent-and-Performance問題集PDF：https://drive.google.com/open?id=17qWiB4jV2qz35nJyzfc5u8PHxnXeAmED