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Workday Pro - Talent and Performance Knowledge Checks > Workday Pro - Talent and Performance Flashcards > Flashcards

Workday Pro - Talent and Performance Flashcards

1
Q

Which feature provides managers with immediate, relevant information while completing a business process task?

A

B. Embedded analytics

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2
Q

Which report gives managers a comprehensive view of all in-progress and completed performance reviews for their team?

A

D. My Team’s Performance Reviews

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3
Q

In order for an employee’s Overall Performance Ratings to be used in Merit, Bonus and Stock processing calculations, they must have (select 2):

A

B. A Performance Review with an Overall Numeric Rating
C. A Performance Review with dates that fall within the merit, bonus or stock
processing period

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4
Q

How do Performance Ratings become available for Compensation events and used as a factor in calculating employees’ Merit, Bonus and Stock awards (select 3)?

A

A. Overall Performance Ratings can be automatically fed into the Compensation
Review Rating field from the Performance system
B. An EIB can be used to upload Performance Ratings into the Compensation
system
D. They can be manually entered into the Compensation Review Rating field.

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5
Q

When does the Calibration Event end?

A

B. After the Controller submits the Calibration Event

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6
Q

How do you get the Calibration Program to include in-progress ratings from your performance reviews?

A

A. By setting the Calibration Default Values to Rating – Overall for Reviews with
Calibration

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7
Q

If an employee’s Performance rating is changed during calibration, what happens to the employee’s Performance Review?

A

B. It needs to be updated in the employee’s record

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8
Q

Which employee review types(s) can integrate with Performance Calibration?

A

D. Performance Reviews only

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9
Q

What feature allows administrators to recall an employee review after the business process has been completed?

A

A. Rescind

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10
Q

Which feature can managers use to allow employees to edit and re-submit a Performance Review?

A

D. Send Back

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11
Q

What elements can be configured on a review template after it has been initiated? (Select 3)

A

A. Section labels
B. Help text
E. General description

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12
Q

What feature allows you to move completed content from one review to another?

A

A. Consolidate

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13
Q

How can an Overall rating be determined on an employee review?

A

D. By the manager and the employee

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14
Q

Which parts of an employee review can be configured with ratings? (Select 4)

A

A. A section
B. Review Questions
C. The entire review
D. An individual item

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15
Q

Which of the following is true about employee review questions, once the Employee Review has been launched? (Select 2)

A

A. Only the question text can be updated

C. They cannot be removed once added

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16
Q

If an employee had two managers during a review period, what security group ensures that the manager who managed the employee for the most time during the review period receives tasks during the Start Performance Review business process?

A

D. Manager for Majority of Event

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17
Q

Which employee review categories can be initiated for an entire organization?

A

A. Performance Reviews

C. Development Plans

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18
Q

Which employee review category can be included in a performance review template?

A

C. Development Items

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19
Q

Each review category uses its own unique _______ and _______, which is the primary difference between the four categories. (Select 2)

A

B. Templates

C. Business processes

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20
Q

When a competency is assigned to a job family or management level, where do those competencies display on an associated job profile?

A

C. Competencies from Other Sources

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21
Q

What task is used to associate competency behaviors to either a management level or a compensation grade?

A

A. Maintain Skills and Experience Setup

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22
Q

Which feature allows you to associate competency ratings with defined behaviors?

A

A. Level-based Proficiency Ratings

D. Proficiency Rating Scales

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23
Q

Who can see confidential feedback?

A

C. Members of a security group with access to confidential feedback

24
Q

Which feedback features can be disabled, if desired? (Select 2)

A

A. Anonymous feedback

D. The ability to decline a feedback request

25
Q

How can managers include feedback questions when requesting feedback on an employee? (Select 2)

A

A. From a configured template that pre-populates questions

B. By creating their own questions

26
Q

Which task allows you to configure the goal attributes your organization will use?

A

A. Maintain Goal Setup

27
Q

If a goal has been associated with a review, how can it be removed from active goals?

A

D. Archive the goal

28
Q

Which type of goal can be added to an Individual Goal to link it to the organization’s vision?

A

B. Organization goals

29
Q

Which feature allows you to have collaborative conversations about goals within Workday?

A

C. Activity stream

30
Q

If configured, which two elements are unique to viewing another employee’s Worker Profile? (Select 2)

A

C. Things in Common

D. Feedback

31
Q

What are examples of Ongoing Performance Management? (Select 2)

A

B. Anytime Feedback

C. Goal Management

32
Q

Who can see confidential feedback?

A

C. Members of a security group with access to confidential feedback

33
Q

Which feedback features can be disabled, if desired? (Select 2)

A

A. Anonymous feedback

D. The ability to decline a feedback request

34
Q

How can managers include feedback questions when requesting feedback on an employee? (Select 2)

A

A. From a configured template that pre-populates questions

B. By creating their own questions

35
Q

Which Succession Planning report shows all succession plans by organization or organization hierarchy, and provides detailed information about each candidate assigned to the plan?

A

B. Succession Planning Summary

36
Q

What happens when a worker, who is part of a succession plan, terminates in the system?

A

C. They need to be manually removed from the succession plan

37
Q

When managing a succession plan, after adding a candidate to the plan, which field is required?

A

A. Readiness

38
Q

Which Talent feature can be created or modified by employees?

A

C. Talent Statements

39
Q

Which Talent report(s) allow you drag and drop workers from one box to another?

A

C. Calibration nBox reports

40
Q

Who has broad access to talent pool member information?

A

A. Workers assigned to a talent pool role

41
Q

Which type of talent pool allows you to manually add or remove members?

A

B. Static

42
Q

When does the Calibration Event end?

A

B. After the Controller submits the Calibration Event

43
Q

During calibration, if you want managers to see their direct reports and one level below, which Calibration Program setting configures this?

A

D. Restrict Organization Level View

44
Q

What are the steps for setting up calibration? (Select 3)

A

A. Creating and setting up the nBox report
D. Creating a Calibration Program
E. Defining the business process

45
Q

During a Talent Review, how can a manager see a comprehensive view of what they need to complete for an employee?

A

A. From the Talent Review task’s Summary Editor

46
Q

If included in a Talent Review, which section only routes to the manager and not the employee?

A

C. Employee Potential

47
Q

For whom (or what) can a Talent Review be initiated? (Select 3)

A

A. A talent pool
B. An individual worker
D. A supervisory organization

48
Q

On a job profile, what needs to be configured to ensure workers can view it as a career option on their Opportunity Graph? (Select 2)

A

A. It must have a Job Profile Summary

D. It must be marked as a Public Job

49
Q

In which profile group is Job Interests located?

A

D. Career

50
Q

What field on a job profile determines if that job is visible to your employees?

A

B. Public Job

51
Q

When a competency is assigned to a job family or management level, where do those competencies display on an associated job profile?

A

C. Competencies from Other Sources

52
Q

What task is used to associate competency behaviors to either a management level or a compensation grade?

A

A. Maintain Skills and Experience Setup

53
Q

Which feature allows you to associate competency ratings with defined behaviors?

A

D. Proficiency Rating Scales

54
Q

What is one way that Talent attributes can be used for recruiting purposes?

A

B. By defining qualifications on the job profile

55
Q

Which Potential talent attribute assesses the impact to the organization if the employee were to leave?

A

D. Loss Impact

56
Q

Which of these are considered Talent-related Profile Groups? (Select 3)

A

A. Performance
C. Career
D. Feedback

57
Q

The Worker Profile can display these sections (select 3):

A

A. Worker Profile Header
B. Worker Profile Summary
C. Worker Profile Groups

Workday Pro - Talent and Performance Knowledge Checks (2 decks)

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