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Workday Workday-Pro-HCM-Core Exam Syllabus Topics:

Topic	Details
Topic 1	Navigation, Finding Data, and Business Objects: This section of the exam measures the skills of Workday HCM Analysts and focuses on navigating the Workday interface efficiently, finding relevant data, and understanding how business objects function. Candidates are tested on their ability to apply navigation techniques, recognize the structure and purpose of Workday business objects, and link them to organizational data management processes.
Topic 2	Sorting and Filtering: This section of the exam measures the skills of Workday Report Developers and focuses on improving data presentation. Candidates are evaluated on their ability to apply effective sorting, filtering, and logic-building techniques to generate accurate results.
Topic 3	Report Security: This section of the exam measures the skills of Workday Access Control Specialists and focuses on implementing security controls in report design. It covers sharing options, user access considerations, and transferring ownership responsibly.
Topic 4	Business Process Framework: This section of the exam measures the skills of Business Process Designers and focuses on how organizations, security, and processes interact. It includes identifying rule-based and organization-specific process definitions and understanding key business process concepts such as events, steps, and types.
Topic 5	Organizations: This section of the exam measures the skills of HR System Administrators and covers managing organizational structures in Workday. It includes creating and maintaining organization types such as supervisory and cost center hierarchies, configuring reporting structures, and defining locations. Candidates also demonstrate the ability to assign workers, establish leadership roles, and manage the relationships between organizations and employees.
Topic 6	Prompting: This section of the exam measures the skills of Report Designers and focuses on configuring prompts in report definitions. It involves identifying built-in prompts and optimizing their use to create interactive reports.
Topic 7	Business Process Steps: This section of the exam measures the skills of Workday Implementation Consultants and focuses on executing tasks, approvals, and subprocesses within business workflows. Candidates demonstrate managing approvals and maintaining approval chains for accurate process tracking.
Topic 8	Compensation: This section of the exam measures the skills of Compensation and Benefits Managers and involves building and maintaining compensation frameworks. It includes defining eligibility rules, configuring compensation packages, salary plans, and allowance plans. Candidates must understand compensation defaulting, manage worker compensation events, and ensure alignment with organizational pay structures.
Topic 9	Business Process Security: This section of the exam measures the skills of System Security Analysts and focuses on how business process security interacts with overall configurable security in Workday. Candidates ensure secure process execution through appropriate role and domain control.
Topic 10	Building Custom Reports: This section of the exam measures the skills of Workday Data Analysts and involves creating custom reports using standard or indexed data sources. It includes adding business object fields, enabling web services, and building reports that support decision-making.
Topic 11	Jobs and Positions: This section of the exam measures the skills of HR Operations Specialists and focuses on managing positions and employee life cycle processes. It includes creating positions, applying hiring restrictions, performing job changes, managing staffing movements, and handling employee terminations. The section also covers contingent worker management and contract administration.
Topic 12	Job Profiles: This section of the exam measures the skills of Talent Management Specialists and includes creating, editing, and managing job profiles. It also covers understanding the relationship between job profiles, jobs, positions, and workers. Candidates are expected to create job family groups, build job requisitions, and ensure job structures align with workforce needs.
Topic 13	Scheduling Reports: This section of the exam measures the skills of Report Administrators and covers running, scheduling, and configuring reports with dynamic criteria. It emphasizes automation and time-based execution for reporting efficiency.
Topic 14	Business Process Configuration: Step-Level: This section of the exam measures the skills of Business Process Developers and focuses on customizing workflows. It includes creating condition rules, configuring advanced routing, customizing notifications, and adding help text to enhance user experience and control workflow behavior.
Topic 15	Business Process Management: This section of the exam measures the skills of HRIS Administrators and covers managing both mass and individual business processes. It emphasizes handling multiple workflow tasks efficiently and ensuring accuracy in execution.
Topic 16	Reporting Overview: This section of the exam measures the skills of Workday Reporting Analysts and introduces candidates to standard report modification. It focuses on copying, editing, and adapting reports to meet organizational requirements.

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Workday Pro HCM Core Certification Exam Sample Questions (Q106-Q111):

NEW QUESTION # 106
You need to view thecompa-ratiofor employees, but it isnot currently visiblewhen viewing a worker's compensation.
How will you set this up?

A. Modify the security policy for the Worker Data: Compensation Grade domain.
B. Add the compensation grade to the correct job profile.
C. Select the correct option for the compa-ratio display in thecompensation package analytics.
D. Verify the eligibility rule on the compensation grade.

Answer: C

Explanation:
In Workday,compa-ratiois a calculated metric that compares an employee's pay to the midpoint of their compensation grade range. While the calculation depends on grades and pay, itsvisibilityis controlled through compensation package analytics settings.
If the compa-ratio is not visible when viewing worker compensation, the most likely cause is that the metric has not been enabled for display within thecompensation package analytics configuration. Administrators must explicitly select which analytics-such as compa-ratio, position in range, or range penetration-are displayed to users.
Security policies control access to data but do not toggle metric visibility. Eligibility rules and job profile assignments affect calculation accuracy but not whether the metric is shown.
By enabling the compa-ratio option incompensation package analytics, Workday displays the metric consistently during compensation events.
Therefore, optionBis the correct answer.

NEW QUESTION # 107
A vacant HR Generalist position needs to support a new organization and its subordinate organizations.
What are the steps to create the security group to meet this requirement?

A. Create a user-based security group.
Run the Activate Pending Security Policy Changes task.
Assign the position to the security group.
B. Create a role-based unconstrained security group.
Run the Activate Pending Security Policy Changes task.
Assign the position to the new role on the custom organization.
C. Run the Maintain Assignable Roles task.
Create a user-based security group.
Assign the incumbent to the security group.
D. Run the Maintain Assignable Roles task.
Create a role-based constrained security group.
Assign the position to the new role on the organization.

Answer: D

Explanation:
In Workday HCM, when security access must follow a position rather than a specific individual, the correct solution is to use a role-based constrained security group. This is especially important when the position is vacant, as assigning security to a person would not meet the requirement and would require reconfiguration once the role is filled.
The first step is to run the Maintain Assignable Roles task. This task enables administrators to define which role-based security groups can be assigned to organizations. Without completing this step, the role cannot be attached to an organization or used in an organizational context.
Next, a role-based constrained security group is created. Constrained security groups restrict access based on organizational assignments, allowing the role to support a specific organization and its subordinate organizations. This aligns precisely with the requirement for the HR Generalist position to support a new organization hierarchy while maintaining proper security boundaries.
Finally, the position is assigned to the new role on the organization. Assigning the role to the position-not the worker-ensures that security access automatically transfers to whoever occupies the HR Generalist position in the future. This supports scalability, reduces administrative effort, and follows Workday's security best practices.
The other options are incorrect because user-based security groups require an incumbent and do not support vacant positions, while unconstrained security groups grant overly broad tenant-wide access. Activating pending security policy changes alone does not satisfy the requirement to scope access by organization.
Therefore, Option A is the only configuration that is accurate, scalable, and fully aligned with Workday Pro HCM security design principles.

NEW QUESTION # 108
What report allows you to view compensation components that a worker is:
* Assigned and eligible for
* Unassigned and eligible for
* Assigned and ineligible for?

A. Employee Compensation Details by Job Profile
B. Compensation Summary
C. Compensation Rule Assignment
D. Employee Compensation Audit

Answer: D

Explanation:
TheEmployee Compensation Auditreport is the primary Workday-delivered report designed to analyze the relationship betweencompensation eligibility rulesandactual plan assignments. It explicitly categorizes compensation components into three critical groupings:
* Assigned Eligible Compensation Components
* Unassigned Eligible Compensation Components
* Assigned Ineligible Compensation Components
This makes the report uniquely suited for identifying configuration gaps, data integrity issues, and compliance risks. Compensation administrators commonly use this report to validate allowance, bonus, and salary plan assignments after eligibility rule changes, organizational updates, or mass events.
Other reports do not provide this level of eligibility comparison. Compensation Summary focuses on current compensation amounts only. Employee Compensation Details by Job Profile provides structural views without eligibility analysis. Compensation Rule Assignment lists rules, not worker-level assignment outcomes.
Therefore, the correct answer isEmployee Compensation Audit, making optionCcorrect.

NEW QUESTION # 109
What business process definition tab can you use to determine if a step initiates a subprocess?

A. Allowed Services
B. Notifications
C. Available Rules and Fields
D. Allowed Actions by Role

Answer: A

Explanation:
In Workday HCM, business process definitions consist of multiple steps that may include approvals, notifications, integrations, or system actions. Some steps are configured to initiate a subprocess, meaning that when the step runs, it launches another related business process, such as compensation changes, provisioning, or document generation. Identifying whether a step triggers a subprocess is essential for troubleshooting, impact analysis, and process design.
The correct tab to determine whether a step initiates a subprocess is Allowed Services. The Allowed Services tab displays the services (subprocesses) that can be launched from a specific step within the business process definition. If a step is configured to initiate a subprocess, it will be clearly listed on this tab, indicating which downstream business processes may be triggered when the step executes.
The other options do not provide this information. Available Rules and Fields lists condition rules and data fields that can be used for routing or validations but does not show subprocess initiation. Allowed Actions by Role defines what actions security roles can perform during the business process, such as approve or cancel, and is unrelated to subprocess execution. Notifications shows alert and message configurations but does not indicate subprocess behavior.
From a Workday Pro HCM perspective, the Allowed Services tab is a critical tool for understanding process orchestration within Workday. It helps administrators visualize dependencies between business processes and ensures that changes to one process do not unintentionally impact others.
Therefore, the correct and Workday-verified answer is Allowed Services, as it identifies whether a business process step initiates a subprocess.

NEW QUESTION # 110
How do you configureprorationin a salary plan according to an employee'sscheduled hours?

A. Check theExclude from Meritbox
B. Create a Compensation Element
C. Check theApply FTE%box
D. Create a new eligibility rule for the plan

Answer: C

Explanation:
In Workday HCM, proration based on an employee's scheduled hours (such as part-time versus full-time workers) is controlled through theApply FTE%configuration within a salary plan. FTE (Full-Time Equivalent) represents the ratio of an employee's scheduled hours to the standard full-time schedule, and Workday uses this value to proportionally calculate compensation.
When theApply FTE%box is checked on a salary plan, Workday automatically prorates the compensation amount based on the employee's FTE. For example, if a salary plan amount is defined as $100,000 annually and the employee is working at 50% FTE, Workday will calculate and pay $50,000. This ensures fair and consistent compensation aligned with scheduled working hours.
Eligibility rules determinewhocan receive a plan, nothow muchthey receive. TheExclude from Meritoption only controls whether a plan is included in merit processes and has no impact on proration. Compensation elements connect compensation to payroll earnings but do not control proration logic.
Therefore, checking theApply FTE%box is the correct and Workday-recommended method for configuring proration based on scheduled hours, making option D the correct answer.

NEW QUESTION # 111
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