To make specific goal fields mandatory (such as requiring a goal description), you must configure this in the Configure Individual Goals section of the Maintain Goal Setup task.

In this section, administrators define which fields are:

Required (must be completed by the worker),

Optional , or

Hidden (not shown to users).

The Maintain Goal Categories task only sets up categories such as Innovation, Financial, Productivity.

The Maintain Goal Units task configures measurement units (e.g., percentages, dollars).

The Configure Organization Goals section governs how enterprise-level organizational goals behave, but does not control whether an individual field like “Description” is required.

Therefore, to enforce that workers must always provide a goal description, you configure this requirement in the Configure Individual Goals section .

In the scenario, each worker’s goal must fall under one of three groupings: Innovation, Financial, Productivity .

These groupings are set up using Goal Categories .

The Maintain Goal Categories task 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.

Comprehensive Detailed Explanation

Enterprises can create Maintained Skills —custom-defined skills that are stored and searchable in their tenant.

These can also be configured as search facets in reports , supporting custom analysis.

Incorrect options:

Skills Cloud skills → Workday-delivered universal ontology, not customer-specific.

Crowdsourced skills → skills suggested by workers, not controlled enterprise lists.

Synonymous skills → system-recognized synonyms, not customer-defined lists.

To launch a Talent Review for a group of workers who do not share the same supervisory organization, you can use a Talent Pool .

Talent pools allow grouping across organizations, job families, or geographies.

Incorrect options:

Job Family → groups roles, not flexible enough for reviews across diverse workers.

Supervisory Organization → too restrictive; only covers workers within that org.

Custom Organization → useful for grouping but not directly designed for Talent Review events.

The Talent Review Status Summary report provides managers with visibility into their team’s current performance ratings, potential assessments , and status within the talent review cycle.

It also allows them to take action on assigned tasks during the process.

Incorrect options:

A. Employee Review Status Summary → shows progress of performance reviews, not talent reviews.

C. My Team’s Performance Reviews → focused only on performance review tasks.

D. Talent Snapshot → shows detailed worker profiles, not task/action tracking in talent reviews.

In the Add Goal to Employees task, managers can cascade or assign goals to groups of workers.

The available grouping option is by Organizations (e.g., supervisory organizations, cost centers, custom organizations).

Succession Pools, Job Profiles, and Job Families are not selection criteria in this task. Those are used in talent or competency management contexts but not in mass goal assignment.

The Launch Talent Review business process is used by HR and Talent Partners to gather, review, and calibrate employee information from both employees and managers.

It provides a structured way to collect talent-related data (performance, potential, risk of loss, impact of loss, etc.) for workforce planning and succession.

Incorrect options:

Complete Manager Evaluation → part of performance reviews, not general talent data gathering.

Launch Calibration → aligns ratings but does not broadly gather talent information.

Start Performance Review → focused on annual/performance evaluations, not holistic talent review.