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

Topic	Details
Topic 1	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 2	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 3	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 4	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 5	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 6	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 7	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 8	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 9	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 10	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 11	Staffing Models: This section of the exam measures the skills of Workday Functional Consultants and focuses on understanding staffing models used in Workday. It includes identifying the characteristics of position management and job management models, setting position restrictions, and applying them when creating positions. Candidates must understand how staffing models support workforce planning and organizational efficiency.
Topic 12	Business Process Configuration: Definition-Level: This section of the exam measures the skills of Workflow Configuration Specialists and focuses on defining and validating business process steps. Candidates apply validation conditions, set process rules, and order steps efficiently to improve workflow accuracy.
Topic 13	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 14	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 15	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.
Topic 16	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 17	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 18	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.

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Workday Pro HCM Core Certification Exam Sample Questions (Q131-Q136):

NEW QUESTION # 131
You created aRole-Based (Constrained)security group and aUser-Basedsecurity group. Both security groups have access to approve compensation changes.
What access will members of each group have?

A. Role-Based (Constrained) can approve the compensation of all workers. User-Based can approve the compensation of workers they are assigned to support.
B. Both security groups can approve compensation of all workers.
C. Both security groups can approve compensation of all workers they are assigned to support.
D. Role-Based (Constrained) can approve compensation of workers they are assigned to support. User- Based can approve compensation of all workers.

Answer: D

Explanation:
The correct answer isA - Role-Based (Constrained) can approve compensation of workers they are assigned to support. User-Based can approve compensation of all workers.
In Workday,Role-Based (Constrained)security groups restrict access based on an assigned organization or supervisory hierarchy. Members of a constrained role (such asCompensation Partner) can perform actions- like approving compensation changes-only for workers within their assigned supervisory organizations.
Conversely,User-Basedsecurity groups arenot tied to an organizationunless specifically constrained, and typically haveunconstrained, tenant-wide access. When both security groups have access to the same domain or business process (e.g., "Approve Compensation Change"), theUser-Basedgroup can approve changes for all workers, while theRole-Based (Constrained)group's access is limited by their assigned scope.
Reference:Workday Pro HCM -Security Fundamentals, "Constrained vs. Unconstrained Access in Role- Based and User-Based Security Groups."

NEW QUESTION # 132
An employee is transferring to a new location using the Change Job business process. Prior to the transfer, they were intentionally assigned an allowance plan with no eligibility criteria, and they must retain this plan after the transfer.
The compensation partner is responsible for ensuring the plan assignment remains unchanged.
What should the compensation partner do?

A. Set up a Plan Adjustment using a default target.
B. Assign the plan using the Roll Out Compensation Plans to Employees task.
C. Restore the removed plan using the Propose Compensation Change task.
D. Add the removed plan using the Request Compensation Change task.

Answer: C

Explanation:
During a Change Job event, Workday re-evaluates compensation plan eligibility based on the employee's updated attributes, such as location. Even if an allowance plan has no eligibility rules, it can still be removed during the Propose Compensation Change step if not explicitly retained.
The correct way to ensure that an intentionally assigned allowance plan remains on the employee's record is for the compensation partner to restore or re-add the plan during the Propose Compensation Change subprocess of the Change Job transaction. This keeps the correction within the same business process and ensures accurate audit tracking.
Request Compensation Change is a standalone process and should not be used mid-transaction. Plan adjustments and rollouts are bulk tools and are not appropriate for correcting a single employee during an in- flight job change.
Therefore, restoring the plan during Propose Compensation Change is the correct and Workday-supported approach, making option D correct.

NEW QUESTION # 133
You want to stop a consolidated approval chain after a vice president approves the task.
What type of condition rule do you add to accomplish this?

A. Validation
B. Exit
C. While Running
D. Entry

Answer: B

Explanation:
In Workday HCM, condition rules are used within business process definitions to control when steps start, continue, or stop executing. When working with consolidated approvals, it is common to define stopping points so that once a required level of approval is met-such as approval by a vice president-the approval chain does not continue unnecessarily.
To stop a consolidated approval chain after a vice president approves the task, you must use an Exit condition rule. Exit conditions are evaluated after a step completes and determine whether the business process should continue to subsequent steps or stop processing additional steps. When the exit condition evaluates to true, Workday exits the process flow at that point.
This behavior makes exit conditions ideal for scenarios where hierarchical or role-based approval chains should end once a certain authority level has approved. In this case, once the vice president approval is completed, the exit condition prevents additional approvers from receiving the task.
The other condition types do not meet this requirement. Entry conditions control whether a step starts at all but do not stop a process once it has begun. Validation conditions are used to enforce data accuracy and prevent submission if requirements are not met. While Running conditions are evaluated while a step is in progress and are typically used to cancel or reroute steps if circumstances change.
From a Workday Pro HCM best-practice perspective, exit condition rules are the correct and recommended method for ending approval chains early when business requirements are satisfied. Therefore, the correct and Workday-verified answer is Exit

NEW QUESTION # 134
A company wants to create a compensation basis for their sales team. This basis should include:
Base salary
Monthly commission earnings
Quarterly bonus plan
How should they configure this compensation basis?

A. Create a calculated compensation basis, including salary, commission, and bonus plans.
B. Define a new compensation grade and assign the relevant compensation plans.
C. Create a configurable compensation basis, including salary, commission, and bonus plans.
D. Use the Total Salary and Allowances compensation basis and add the bonus plan.

Answer: C

Explanation:
In Workday, a configurable compensation basis is used when an organization needs to group multiple compensation plans-such as salary, commission, and bonus-for purposes of calculation, validation, guidelines, and reporting. This type of basis allows administrators to explicitly select which compensation plans are included and define how they interact.
For a sales team, compensation commonly consists of base salary, variable commission earnings, and incentive or bonus plans. A configurable compensation basis is the only option that supports combining these different plan types into a single, controlled compensation framework. It also allows ranking, eligibility rules, and advanced controls such as Manage Basis Total.
Compensation grades define pay ranges and are not used to aggregate compensation components. Calculated compensation bases derive values from formulas and are not appropriate when simply grouping plans. The delivered Total Salary and Allowances basis does not include commission plans and cannot be extended to meet this requirement.
Therefore, creating a configurable compensation basis that includes salary, commission, and bonus plans is the correct and Workday-recommended solution, making option A correct.

NEW QUESTION # 135
You need to prevent Contingent Workers from accessing the Pay App (Delivered Worklet) on their Home landing page.
How do you accomplish this?

A. Remove the security group from the domain security policy.
B. Add the security group to the domain security policy.
C. Remove the security group from the business process security policy.
D. Add the security group to the business process security policy.

Answer: A

Explanation:
In Workday HCM, access to worklets, including delivered worklets such as the Pay App, is governed by domain security, not business process security. Worklets display data and provide navigation to reports, tasks, and applications, all of which rely on domain-level permissions to control visibility and access.
To prevent Contingent Workers from seeing or accessing the Pay App on their Home landing page, you must remove their associated security group from the domain security policy that grants access to pay- related data. Once domain access is removed, the Pay App will no longer appear for those users because Workday dynamically displays worklets based on the user's domain permissions.
Business process security policies control who can participate in transactional processes-such as initiating or approving a Hire, Change Job, or Termination-and do not influence whether a worklet appears on the Home page. Therefore, options B and D are incorrect because modifying business process security would not affect worklet visibility.
Option C is also incorrect because adding a security group to a domain security policy would grant access, not restrict it.
From a Workday Pro HCM best-practice perspective, restricting access to delivered worklets is always achieved through domain security policy configuration. This ensures consistent behavior across dashboards, reports, and applications tied to sensitive data such as compensation and payroll.
Therefore, the correct and Workday-verified way to prevent Contingent Workers from accessing the Pay App is to remove the security group from the domain security policy.

NEW QUESTION # 136
......

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