[2026年01月08日] 最新版を今すぐ試そうWorkday-Pro-Talent-and-Performance練習テスト問題解答
Workday-Pro-Talent-and-Performance問題集と試験テストエンジン
質問 # 25
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.
The New Hire 90 Day Check-In template has several sections, including Questions and Overall. As an administrator, you want to schedule this process to route to all new hires each month.
What Employee Review Template configuration restricts the template to only new hires after 90 days?
- A. Review Type
- B. Period Start Date/Period End Date
- C. Layout Override
- D. Applies to
正解：D
解説：
* TheApplies Tofield on the Employee Review Template determines which population is eligible for the review.
* To restrict the 90-Day Check-In template so that it only applies tonew hires after 90 days, you configure theApplies Tocriteria accordingly (e.g., based on hire date relative to review launch date).
* Incorrect options:
* Review Type# categorizes reviews (annual, quarterly, etc.), but does not restrict worker population.
* Period Start/End Dates# define review timeframe, not eligibility rules.
* Layout Override# controls template layout, not applicability.
References:
Workday Employee Review Template configuration guide.
Workday Pro Talent & Performance exam prep: "Use Applies To to restrict review templates to new hires after 90 days."
質問 # 26
What do you use a talent pool for?
- A. To organize and segment groups of workers for development.
- B. To create a short list of ranked candidates who are preparing to take over a position.
- C. To assess the readiness of internal candidates and consider external candidates for job profiles.
- D. To organize workers by hierarchical structure.
正解：A
解説：
* Talent Poolsare designed to group employees for development and succession planning purposes.
* They help organizations track readiness, identify high potentials, and prepare workers for future roles.
* Incorrect options:
* A. Organizing by hierarchy is done viaSupervisory Organizations, not talent pools.
* B. A short list of ranked candidates is closer toSuccession Planning, not talent pools.
* D. Assessing readiness for job profiles (including external candidates) isSuccession Planning, not pools.
References:
Workday Talent Management Guide:"Talent pools are collections of workers for development and growth opportunities." Workday Pro Talent & Performance certification prep.
質問 # 27
You would like to use Skills Cloud as the primary source for skill searches.
What task would you access to meet this requirement?
- A. Maintain Skills
- B. Maintain Skills and Experience Setup
- C. Maintain Skill Item Categories
- D. Maintain Skill Vendors
正解：B
解説：
* To configureSkills Cloudas theprimary source for skill searches, you use theMaintain Skills and Experience Setuptask.
* This task controls whether Workday tenant prioritizes Skills Cloud suggestions and searches versus custom skill libraries.
* Incorrect options:
* Maintain Skill Item Categories# categorizes skills, not source priority.
* Maintain Skill Vendors# used for external vendor integrations.
* Maintain Skills# used for creating/editing skills but not selecting Skills Cloud as the default.
References:
Workday configuration guide: Skills Cloud setup.
Workday Pro certification prep:"Maintain Skills and Experience Setup controls whether Skills Cloud is the primary search source."
質問 # 28
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.
The current five-year timeframe for organizational goals is ending and you want to create new organizational goals.
What task do you use to create the next five-year cycle?
- A. Maintain Goal Payout Bands
- B. Maintain Goal Categories
- C. Maintain Goal Periods
- D. Maintain Goal Completion Statuses
正解：C
解説：
* Organizational goals are tied togoal periods, which define the timeframe (e.g., annual, multi-year, or in this case, a five-year cycle).
* When the current five-year period ends, you must create anew goal periodin order to define the next cycle of organizational goals.
* The other tasks do not apply here:
* Maintain Goal Categories# defines groupings such as Innovation, Financial, Productivity, but does not manage timeframes.
* Maintain Goal Payout Bands# used for goal-linked compensation or incentive payouts.
* Maintain Goal Completion Statuses# manages status labels such as "Not Started, In Progress, Complete," not periods.
Therefore, to establish the next five-year organizational goal cycle, you use theMaintain Goal Periodstask.
References:
Workday Talent & Performance configuration documentation:"Maintain Goal Periods allows organizations to define new cycles (e.g., annual or multi-year) for organizational and individual goals." Workday Pro Talent & Performance certification material:"Organizational goal cycles are created and managed via Maintain Goal Periods."
質問 # 29
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 for Majority of Event
- B. Matrix Manager
- C. Manager
- D. Primary Manager
正解：A
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 # 30
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 first goal period created in the tenant.
- B. The goal period assigned to its immediate superior supervisory organization.
- C. The most recent goal period assigned to a goal in the specific supervisory organization.
- D. The goal period on any worker record in the supervisory organization.
正解：C
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 # 31
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 only, including the subprocesses
- B. The Mass Cancel Business Process task for Start Performance Review only, without the subprocesses
- C. The Mass Cancel Business Process task for Start Performance Review and Launch Calibration, including the subprocesses
- D. The Mass Rescind Business Process task for Start Performance Review and Launch Calibration, without the subprocesses
正解：A
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 # 32
An enterprise uses only the job management staffing model.
What option groups workers for succession purposes?
- A. Development Plan
- B. Succession Plans
- C. Succession Pools
- D. Candidate Pools
正解：C
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 # 33
You want to launch a talent review for a group of workers who do not belong to the same organization.
What option allows for this?
- A. Talent Pool
- B. Custom Organization
- C. Supervisory Organization
- D. Job Family
正解：A
解説：
* To launch aTalent Reviewfor a group of workers who do not share the same supervisory organization, you can use aTalent Pool.
* Talent pools allow grouping across organizations, job families, or geographies.
* Incorrect options:
* Job Family# groups roles, not flexible enough for reviews across diverse workers.
* Supervisory Organization# too restrictive; only covers workers within that org.
* Custom Organization# useful for grouping but not directly designed for Talent Review events.
References:
Workday Talent Review configuration: Talent Pools as input populations.
Workday Pro Talent & Performance prep: "Use Talent Pools when reviewing cross-org worker groups."
質問 # 34
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. Calculated Ratings with Overrides
- B. Prompt for Overall Rating
- C. Manual Entry
- D. Calculated Ratings with No Overrides
正解：B
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 # 35
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. Allow User to Add Existing Goals Manually
- B. Show Additional Rating to Employee
- C. Load Relevant Goals
- D. Items Rated
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 # 36
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 # 37
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. Restricted Dynamic Talent Pool
- C. Open Static Talent Pool
- D. Open Dynamic Talent Pool
正解：B
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 # 38
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 was created using the Cascade Goals business process.
- B. The goal has milestones that are not in Complete status.
- C. The goal is in Not Started status.
- D. The goal due date falls outside the period start and end dates of the template.
正解：D
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 # 39
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?
- A. Restricted Static Talent Pool
- B. Private Dynamic Talent Pool
- C. Restricted Dynamic Talent Pool
- D. Private Static Talent Pool
正解：D
解説：
* Static Talent Poolsallowmanual addition and removalof members.
* Privatemeans the pool is only visible to the creator and not shared with others.
* Therefore, aPrivate Static Talent Poollets 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.
References:
Workday Talent Pools configuration guide.
Pro certification training:"Private Static Pools allow personal management of membership without sharing."
質問 # 40
How do dynamic talent pools determine pool membership?
- A. Based on the Compare Workers report
- B. Based on the results of a saved search
- C. Based on a custom report you define
- D. Based on manual selection
正解：B
解説：
* Dynamic Talent Poolsautomatically determine membership by using the results of asaved search.
* This allows pool membership to update as workers meet or no longer meet the search criteria.
* Incorrect options:
* Compare Workers report# used for side-by-side comparison, not pool membership.
* Manual selection# applies to static pools, not dynamic.
* Custom report# not the driver; Workday specifically requires saved searches for dynamic pools.
References:
Workday Talent Pools configuration guide.
Workday Pro exam material: "Dynamic pools are maintained by saved search results."
質問 # 41
When a position has a succession plan, what talent attribute identifies the timeframe that you expect a specific worker to move into that position?
- A. Achievable Level
- B. Potential
- C. Retention
- D. Readiness
正解：D
解説：
* In succession planning, theReadinesstalent attribute represents thetimeframein which a worker is expected to be ready to move into a position (e.g., "Ready Now," "1-2 Years," "3-5 Years").
* Incorrect options:
* A. Achievable Level # indicates the highest role/level a worker may reach, not timeframe.
* B. Retention # risk of employee leaving, not succession readiness.
* D. Potential # overall growth capacity, not time-based readiness.
References:
Workday Succession Planning documentation:"Readiness specifies the timeframe for potential successors."
質問 # 42
What option is available for managing your succession plans?
- A. Add employees to succession plan via the Find Workers report.
- B. Allow external candidates and employees to be assigned on succession plans based on related skills.
- C. Add employees to the succession plan from a talent pool.
- D. Add job profiles to succession plans via the Find Workers report.
正解：A
解説：
* In Workday, when managingSuccession Plans, you can directly add employees by searching for them in theFind Workers report.
* Incorrect options:
* A. Adding employees from a talent pool is possible for development, but not a delivered method for populating succession plans.
* B. External candidates cannot be directly assigned to succession plans; succession focuses on internal talent.
* C. Job profiles are the object succession plans are created for, not what you add via Find Workers.
References:
Workday Succession Planning Guide:"Use the Find Workers report to identify and add employees to succession plans." Pro Talent & Performance exam materials confirm this process.
質問 # 43
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. Create Goal for Worker
- C. Add Goal To Employees
- D. Manage Organization Goals
正解：C
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 # 44
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. A To Do 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. 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 # 45
What task do you configure to use suggested skills?
- A. Configure Optional Fields
- B. Edit Tenant Setup - HCM
- C. Maintain Skills and Experience Setup
- D. Edit Tenant Setup - System
正解：C
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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2026年最新のPassTest Workday-Pro-Talent-and-PerformanceのPDFで最近更新された問題です：https://www.passtest.jp/Workday/Workday-Pro-Talent-and-Performance-shiken.html
Workday Workday-Pro-Talent-and-Performance問題集にはリアル試験問題解答：https://drive.google.com/open?id=1c5R1NLnKGBQYbxNdO6T6wYa63beZuLXb