Workday Pro Talent and Performance Online Practice Questions

Explanation:
Even when using a job management staffing model, organizations use Succession Pools to 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.
Reference: Workday Succession Planning guide: “Succession Pools are used to group workers in job management staffing models.”

Explanation:
Talent Pools are 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 via Supervisory Organizations, not talent pools.
B. A short list of ranked candidates is closer to Succession Planning, not talent pools.
D. Assessing readiness for job profiles (including external candidates) is Succession Planning, not pools.
Reference: Workday Talent Management Guide: “Talent pools are collections of workers for development and growth opportunities.”
Workday Pro Talent & Performance certification prep.

Explanation:
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.
Reference: 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.

Explanation:
Add Goal To Employees is used for bulk assigning existing goals to workers, not for creating new organizational goals.
Maintain Goal Completion Statuses is used to track and update progress, not goal creation.
Create Goal for Worker applies only to individual workers.
Manage Organization Goals is the correct task for a manager to create a goal at the division or supervisory organization level and cascade it to their direct reports.
Reference: Workday Talent & Performance: Goal Management.
Workday Pro study guide: “Managers use Manage Organization Goals to create and cascade organizational goals to their teams.”

Explanation:
In Workday, when managing Succession Plans, you can directly add employees by searching for them
in the Find 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.
Reference: 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.