Pass the Workday Human Capital Management Workday-Pro-Talent-and-Performance Questions and answers with CertsForce

In Workday,Private Feedbackis visible only to thefeedback recipient.

Confidential Feedbackis visible to both the recipient and their manager.

Anonymous Feedbackhides the identity of the feedback giver but may still be visible to managers or admins depending on configuration.

Public Feedbackis broadly visible across the organization or workgroup.

Therefore, the only feedback type that ensures visibilityonly to the recipientisPrivate Feedback.

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.

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.

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.

In Workday’sannual performance review process, typical default steps are:

Set Review Content→ defines template contents (goals, feedback, responsibilities).

Get Additional Reviewers→ allows adding reviewers.

Complete Manager Evaluation→ manager provides evaluation.

Assess Potentialisnot part of the performance review process; it belongs toTalent Review / Succession Planning processes.

Therefore, the workflow will not useAssess Potentialin a performance review.

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.

ForAdditional Managersto evaluate, the template must include aCompetencies section.

If a review lacks competencies, additional managers cannot complete evaluations, and the system throws an error.

Incorrect options:

A. Feedback section → does not block additional managers.

B. Manager security group → any nominated reviewer with correct access can be added; not restricted only to security group membership.

D. Up to two additional managers → there is no hard limit of two; multiple can be assigned.

When usingcalibrationwith performance reviews, Workday requires reviews to becompleted firstbefore calibration begins.

The correct configuration is to insert the“Await Calibration Completion” service stepinto theComplete Manager Evaluation for Performance Reviewbusiness process.

This ensures that calibration will not launch until all manager evaluations are complete.

Other options:

To Do step→ only generates a reminder, not an enforced process dependency.

Shared Participation step on Launch Calibration→ configures collaboration for calibration itself, not sequencing.

Update Performance Review Rating step→ controls how ratings are updated, not workflow dependencies.

In theAssess My Team’s Potentialtask, managers can makeNominations:

Suggest workers for specific job profiles.

Track potential successors for succession plans (if enabled).

Incorrect options:

A. Achievable Level → indicates ceiling level, not succession tracking.

B. Retention → measures likelihood of leaving, unrelated to succession nominations.

C. Review Rating → performance measure, not tied to suggesting successors.

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.