Workday Pro Talent and Performance - Workday-Pro-Talent-and-Performance Exam Practice Test

An enterprise uses only the job management staffing model.
What option groups workers for succession purposes?

What functionality prevents managers from having visibility to peer-to-peer feedback?

You are assigning competencies to objects in Workday.
When Workday defines the target proficiency level for a worker, what source takes precedence?

Which configuration is responsible for determining what actions employees and managers can take during a talent review?

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?

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.
Workers' individual goals fall within one of three groups: Innovation, Financial, or Productivity.
Where do you configure the groupings?