Workday-Pro-Talent-and-Performance Exam Results

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.

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.

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.

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.