2025年最新の100%無料Workday-Pro-Talent-and-Performance日常練習試験には52問があります
Workday-Pro-Talent-and-Performance試験資料Workday学習ガイド
Workday Workday-Pro-Talent-and-Performance 認定試験の出題範囲：
| トピック | 出題範囲 |
|---|---|
| トピック 1 |
|
| トピック 2 |
|
| トピック 3 |
|
| トピック 4 |
|
| トピック 5 |
|
質問 # 20
What field does Workday require when you create a competency?
- A. Competency Description
- B. Name
- C. Category
- D. Proficiency Rating Scale
正解：B
解説：
When creating aCompetencyin Workday Talent & Performance, the system enforces certain required fields.
* Name:
* This is themandatory 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 isnot requiredat 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 isoptional, not enforced by Workday.
* Category:
* Used to group competencies (e.g., Leadership, Technical, Communication).
* Again,optionaland for organizational purposes only.
Thus, while other fields add functionality and structure,the only required field to create a competency is the Name.
#References
* 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 theCompetencies 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."
質問 # 21
A manager wants to request feedback about a worker.
They select a locked feedback template to initially populate questions. What can the manager do?
- A. The manager may only use the default questions.
- B. The manager may edit the defaulted questions to better meet their requirements.
- C. The manager may add additional new questions.
- D. The manager may add a question from a bank of previously written questions.
正解：A
解説：
* Feedback templatesin Workday can be delivered aslockedoreditable.
* Alocked feedback templateensures consistency across the organization, meaning the manager cannot add, edit, or delete questions.
* Only the default questions included in the template may be used.
* Options A, C, and D would apply if the template were editable, but they are not possible in a locked template.
References:
Workday Feedback configuration documentation.
Workday Pro Talent & Performance certification study material:"Locked templates prevent managers from adding or editing questions. Only the delivered questions are used."
質問 # 22
Before the performance review event began, workers set their goals. You want to automatically include their goals in the performance review content.
What configuration option do you select on the employee review template?
- A. Items Rated
- B. Allow User to Add Existing Goals Manually
- C. Load Relevant Goals
- D. Show Additional Rating to Employee
正解：C
解説：
* To automatically include goals that workers set before the review began, enableLoad Relevant Goalson the employee review template.
* This ensures the goals tied to the review period are pulled into the content automatically.
* Incorrect options:
* Allow User to Add Existing Goals Manually# lets employees add goals one by one, not automatic.
* Show Additional Rating to Employee# provides extra rating display, unrelated to loading goals.
* Items Rated# defines what is rated in the review but doesn't auto-load goals.
References:
Workday employee review template configuration.
Workday Pro Talent & Performance exam content:"Load Relevant Goals automatically includes active goals tied to the review period."
質問 # 23
While configuring the Performance Review business process, you added a Complete Additional Manager Evaluation step. However, when testing, the manager is not receiving the Inbox task to select other managers.
What do you configure on the employee review template to route this step to the manager's Inbox?
- A. Require Additional Managers to enter a comment in the Overall section.
- B. Enable the Additional Manager Evaluation for All Sections on the Other Reviewer Options section.
- C. Add a rule in the Applies To field to limit performance reviews to workers with additional jobs.
- D. Add a competencies section to the template.
正解：B
解説：
* When you add aComplete Additional Manager Evaluationstep in the Performance Review BP, the system only generates the Inbox task if the employee review template is configured to allow it.
* This is controlled in theOther Reviewer Options sectionof the template.
* You must enable"Additional Manager Evaluation for All Sections"for the task to route correctly.
* Incorrect options:
* A. Adding a competencies section is unrelated to routing.
* B. Requiring comments in the Overall section doesn't trigger the step.
* D. Applies To field rules limit applicability but won't control routing to the direct manager.
References:
Workday Employee Review Template configuration guide.
Workday Pro exam material: "Enable Additional Manager Evaluation for All Sections in the template to activate the BP step."
質問 # 24
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 goal period assigned to its immediate superior supervisory organization.
- D. The first goal period created in the tenant.
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 # 25
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.
When workers create their goals, they need to include a goal description.
Where do you make the goal description a required field?
- A. Maintain Goal Categories task
- B. Maintain Goal Units task
- C. Configure Organization Goals section
- D. Configure Individual Goals section
正解：D
解説：
* To make specific goal fieldsmandatory(such as requiring a goal description), you must configure this in theConfigure Individual Goals sectionof theMaintain Goal Setuptask.
* In this section, administrators define which fields are:
* Required(must be completed by the worker),
* Optional, or
* Hidden(not shown to users).
* TheMaintain Goal Categories taskonly sets up categories such as Innovation, Financial, Productivity.
* TheMaintain Goal Units taskconfigures measurement units (e.g., percentages, dollars).
* TheConfigure Organization Goals sectiongoverns how enterprise-level organizational goals behave, but does not control whether an individual field like "Description" is required.
Therefore, to enforce that workers must always provide a goal description, you configure this requirement in theConfigure Individual Goals section.
References:
Workday Talent & Performance Admin Guide: "Configure Individual Goals section allows fields such as description, due date, and measurement to be marked as required or optional." Workday Pro Talent & Performance study material confirms:"Goal description requirements are set in Configure Individual Goals, not in organization goal setup or categories."
質問 # 26
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.
You need to create a new annual review template with several sections, including Feedback, Goals, Questions, and Competencies.
What component is not a prerequisite to create a new annual review template with these sections?
- A. Feedback Template
- B. Review Questions
- C. Competencies
- D. Review Types
正解：D
解説：
* 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 Typesare not a prerequisite to create a review template. They categorize reviews (annual, quarterly, etc.) but are not required in template configuration.
References:
Workday Review Template setup guidelines.
Workday Pro training material: "Questions, feedback templates, and competencies must be configured to build corresponding review sections."
質問 # 27
Which configuration is responsible for determining what actions employees and managers can take during a talent review?
- A. Domain security
- B. Employee potential
- C. Organization membership
- D. Talent review template rule
正解：D
解説：
This question is aboutTalent Reviewsin 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) determineswhich workersare included in the review.
* It does not determinewhat actionsmanagers or employees can take.
* B. Employee potential
* Incorrect.
* Employee potential is anattribute(like performance, loss impact, retention risk) used for evaluation in the talent review grid.
* It informs thecontentof the review, not the actions available to participants.
* C. Domain security
* Partially correct but not the best answer.
* Domain security determineswho has accessto initiate or view Talent Reviews, but it does not driveprocess actions inside the review(such as rating, adding notes, or calibrating).
* D. Talent review template rule
* Correct.
* TheTalent Review Template Ruledefines theconfiguration 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 controllingwhat employees and managers can do during a talent review event.
Therefore, the correct answer isTalent review template rule.
#References
* 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 thattemplate rules define the actions and behaviors within a talent review session.
質問 # 28
An employee had a manager from January through August. The employee then had a new manager from September through December.
In the Start Performance Review business process, for the Complete Manager Evaluation step, what security group would you use to route the step to the employee's manager that they had in January?
- A. Manager
- B. Primary Manager
- C. Matrix Manager
- D. Manager for Majority of Event
正解：D
解説：
* In a performance review event spanning multiple months, Workday determines which manager should receive the evaluation step.
* The optionManager for Majority of Eventensures that the manager who supervised the employee for thelongest 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.
References:
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."
質問 # 29
An enterprise uses only the job management staffing model.
What option groups workers for succession purposes?
- A. Succession Plans
- B. Candidate Pools
- C. Development Plan
- D. Succession Pools
正解：D
解説：
* Even when using ajob management staffing model, organizations useSuccession Poolsto group workers for succession planning.
* Pools identify workers with potential to step into key roles in the future.
* Incorrect options:
* A. Development Plan # defines individual growth steps, not succession grouping.
* B. Candidate Pools # used in recruiting, not succession.
* C. Succession Plans # tied to specific positions or job profiles, not used for general grouping in job management models.
References:
Workday Succession Planning guide:"Succession Pools are used to group workers in job management staffing models."
質問 # 30
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. Employee Review Status Summary report
- B. Talent Review Status Summary report
- C. My Team's Performance Reviews report
- D. Talent Snapshot report
正解：B
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 # 31
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 is in Not Started status.
- B. The goal due date falls outside the period start and end dates of the template.
- C. The goal was created using the Cascade Goals business process.
- D. The goal has milestones that are not in Complete status.
正解：B
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 # 32
A manager wants to cascade a goal to several workers.
What option is available in the Add Goal to Employees task?
- A. Succession Pool
- B. Job Family
- C. Job Profile
- D. Organizations
正解：D
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 # 33
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 Update Performance Review Ratings for Manager Evaluation step in the Complete Manager Evaluation business process
- B. The Await Calibration Completion service step in the Complete Manager Evaluation business process
- C. A To Do step in the Launch Calibration business process
- D. The Shared Participation 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 # 34
What functionality prevents managers from having visibility to peer-to-peer feedback?
- A. Feedback Badges
- B. Private Feedback
- C. Confidential Feedback
- D. Anonymity
正解：B
解説：
* Private Feedbackensures that only thefeedback recipientcan see the comments.
* This means managers have no visibility to peer-to-peer private feedback.
* Other options:
* Confidential Feedback# visible to both the worker and their manager.
* Feedback Badges# recognition icons, not a visibility control.
* Anonymity# hides the feedback giver's name but does not control manager visibility.
References:
Workday Talent & Performance documentation: Private vs. Confidential feedback visibility.
質問 # 35
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 Static Talent Pool
- B. Open Dynamic Talent Pool
- C. Open Static Talent Pool
- D. Restricted Dynamic Talent Pool
正解：D
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 # 36
An organization wants to assign the same employee on two succession plans.
What task should they use to complete this?
- A. Create Succession Pool
- B. Manage Succession Plan
- C. Copy Succession Plan Candidates
- D. Move Succession Plan
正解：B
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 # 37
Before the performance review event began, workers set their goals. You want to automatically include their goals in the performance review content.
What configuration option do you select on the employee review template?
- A. Items Rated
- B. Allow User to Add Existing Goals Manually
- C. Load Relevant Goals
- D. Show Additional Rating to Employee
正解：C
解説：
* To automatically include goals that workers set before the review began, enableLoad Relevant Goalson the employee review template.
* This ensures the goals tied to the review period are pulled into the content automatically.
* Incorrect options:
* Allow User to Add Existing Goals Manually# lets employees add goals one by one, not automatic.
* Show Additional Rating to Employee# provides extra rating display, unrelated to loading goals.
* Items Rated# defines what is rated in the review but doesn't auto-load goals.
References:
Workday employee review template configuration.
Workday Pro Talent & Performance exam content:"Load Relevant Goals automatically includes active goals tied to the review period."
質問 # 38
During testing, you launched a Performance Review event with calibrations and all events are still in- progress. You notice that the goals are not populating as planned.
What is the first task you should run before you correct your configuration?
- A. The Mass Rescind Business Process task for Start Performance Review and Launch Calibration, without the subprocesses
- B. The Mass Rescind Business Process task for Start Performance Review only, including the subprocesses
- C. The Mass Cancel Business Process task for Start Performance Review only, without the subprocesses
- D. The Mass Cancel Business Process task for Start Performance Review and Launch Calibration, including the subprocesses
正解：B
解説：
This scenario deals withtesting a Performance Review event that includes calibrations. Since the goals are not populating as expected, you need toreset the process correctly before fixing the configuration.
Here's why the correct choice isMass Rescind - Start Performance Review (including subprocesses):
* Rescind vs Cancel
* Rescind: Completelyremoves the business process instanceand all of its subprocesses from the system as if it never occurred. This is the proper action duringtesting, 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 theperformance 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 multiplesubprocesses(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 Canceldoes not fully reset configuration testing.
* D. Mass Cancel (Performance Review only, no subprocesses)# Wrong, same reason:Cancelis insufficient, and leaving subprocesses active breaks cleanup.
References
* 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 thatRescind fully clears test data, while Cancel leaves records intact.
質問 # 39
What statement describes the Skills Cloud feature?
- A. Skills Cloud prevents enterprises from adding their own skills.
- B. Skills Cloud is automatically available.
- C. Skills Cloud requires an Innovation Services subscription.
- D. Skills Cloud only accesses customer-tenanted skills.
正解：B
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 # 40
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. Maintain Goals Setup
- B. Manage Organization Goals
- C. Create Goal for Worker
- D. Add Goal To Employees
正解：D
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 # 41
......
有効な問題最新版を試そうWorkday-Pro-Talent-and-Performanceテスト解釈Workday-Pro-Talent-and-Performance有効な試験ガイド：https://www.passtest.jp/Workday/Workday-Pro-Talent-and-Performance-shiken.html
Workday-Pro-Talent-and-Performance実際の問題解答PDFは100%カバー率でリアル試験問題：https://drive.google.com/open?id=1pT41aSWwaDCo0iHredK_oNrdYFd_X_qy