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

Topic	Details
Topic 1	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 2	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 3	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 4	Security: This section of the exam measures the skills of Workday Security Administrators and covers maintaining secure access within Workday. It includes managing functional areas, domains, and security policies; distinguishing between user-based and role-based groups; and updating permissions. Candidates demonstrate how to maintain domain and business process security effectively.
Topic 5	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 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	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 8	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 9	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 10	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 11	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 12	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 13	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 14	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.

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Workday Pro HCM Core Certification Exam Sample Questions (Q146-Q151):

NEW QUESTION # 146
A company pays its employees amonthly allowance. Plan targets depend onplan profile eligibility rules.
Sample eligibility includes:
* Job Family = Human Resources # $50 USD
* Job Family = Sales # $70 USD
* Job Family and Country = Human Resources / Australia # $78 AUD
* Job Family and Country = Sales / Australia # $110 AUD
The HR administrator updates theSales job familyso it now contains the job profileSales Analyst.
When accessing theEmployee Compensation Auditreport, which column will highlight the allowance plan for theSales Analyst?

A. Assigned Ineligible Compensation Components
B. Unassigned Eligible Compensation Components
C. This plan won't appear on the report
D. Assigned Eligible Compensation Components

Answer: B

Explanation:
TheEmployee Compensation Auditreport in Workday is designed to identify discrepancies between eligibilityandactual plan assignment. It compares whether employeesshouldbe assigned to compensation plans based on eligibility rules versus whether theyarecurrently assigned.
In this scenario, theSales Analystjob profile was newly added to theSales job family. As a result, Sales Analysts now meet theeligibility criteriafor the Sales allowance plan. However, unless a compensation event (such as Hire, Job Change, or Compensation Change) has occurred, the allowance plan maynot yet be assigned.
When an employee iseligible for a plan but not currently assigned, Workday flags this discrepancy under Unassigned Eligible Compensation Components. This column highlights compensation plans that should be assigned based on current eligibility but are missing.
Assigned Ineligible Compensation Components would only apply if the employee had the plan but no longer qualified. The plan will appear on the report because eligibility exists.
Therefore, the correct column isUnassigned Eligible Compensation Components, making optionAcorrect.

NEW QUESTION # 147
You want the company organization to default in when you hire workers. What task should you run from the supervisory organization to accomplish this?

A. Create Position
B. Edit Supervisory Organization
C. Edit Name/Code
D. Assign Roles

Answer: B

Explanation:
Comprehensive and Detailed Explanation (Paraphrased from Workday Pro HCM Core - Organizations Configuration Guide, 2023R2):
To have the Company Organization automatically default when hiring workers into a supervisory organization, you must update the organization settings through the Edit Supervisory Organization task.
This task allows you to define default organization assignments, including Company, Cost Center, Region
, and Custom Organizations. Once these defaults are set, Workday automatically populates these values during staffing events such as Hire or Add Job, reducing manual entry and ensuring consistent data alignment across the hierarchy.
Option B (Create Position) is used to define positions within the supervisory org, not defaults.
Option C (Edit Name/Code) modifies identifiers only.
Option D (Assign Roles) relates to security role assignments.
Therefore, Edit Supervisory Organization is the correct task to establish the default Company for new hires.
Reference (Paraphrased Source):
Workday Pro HCM Core - Organizations Configuration Guide (2023R2), Section: "Defining Default Organization Assignments."

NEW QUESTION # 148
What Workday standard report can you use to determine which action steps you can add to a business process?

A. Business Process Security Policy for Functional Area
B. Domain Security Policies for Functional Area
C. View Business Process Template
D. Business Process Configuration Options

Answer: C

Explanation:
In Workday HCM, business process templates define the foundational structure of a business process, including the types of steps that are available to be configured. When administrators need to determine which action steps-such as approvals, To Do steps, notifications, integrations, or subprocesses-can be added to a specific business process, the correct Workday-delivered report to use is View Business Process Template.
The View Business Process Template report displays the delivered template for a given business process and outlines all supported step types and actions that Workday allows for that process. Because templates are system-delivered and cannot be modified, this report serves as the authoritative reference for understanding what configuration options are available before adding or modifying steps in a business process definition.
The other options do not fulfill this purpose. Business Process Security Policy for Functional Area and Domain Security Policies for Functional Area focus on security access and permissions, not step availability. Business Process Configuration Options is used to identify which business process definition applies to specific organizations, not which step types can be added.
From a Workday Pro HCM best-practice perspective, administrators should always consult the View Business Process Template report before designing or troubleshooting business process configurations. This ensures that changes align with Workday's delivered framework and prevents configuration errors caused by attempting to add unsupported step types.
Therefore, the correct and Workday-verified answer is View Business Process Template, as it identifies which action steps can be added to a business process.

NEW QUESTION # 149
Which staffing models are available for supervisory organizations?(Select two correct answers.)

A. Job Management
B. Headcount Management
C. Position Management
D. Customer Defined Staffing Model

Answer: A,C

Explanation:
The correct answers areC - Position ManagementandD - Job Management.
In Workday,supervisory organizationscan only use one of two delivered staffing models:
* Position Management: Each position is a distinct entity that must be created and approved before hiring. It supports detailed tracking of vacancies and headcount.
* Job Management: Hiring is managed at the job level, allowing multiple workers to be hired under a single job requisition without individual position control.
Workday doesnotdeliver "Headcount Management" or "Customer Defined Staffing Models" as valid options.
The staffing model is selected when creating or editing a supervisory organization and determines how headcount, hiring, and reporting are managed.
Reference:Workday Pro HCM -Staffing Models Overview, "Position Management vs. Job Management."

NEW QUESTION # 150
For the past four years, your company offered employees a$3,000 annual housing allowance. The company wants to increase the allowance to$3,500 annuallyand ensureboth new and existing employeesreceive the updated amount.
How should you make this change?

A. Edit the allowance plan and change the plan amount with a new effective date.
B. Create a new housing allowance plan and add it to the compensation package.
C. Run theSet Up Allowance Plan Adjustmenttask and adjust employees to the new defaults.
D. Use Request Compensation Change to update existing employees individually.

Answer: C

Explanation:
TheSet Up Allowance Plan Adjustmenttask is specifically designed to update allowance plan amounts for existing employee assignmentswhen plan targets change. Simply editing the allowance plan amount ensures new employeesreceive the updated value, but it doesnot automatically update existing employeesalready assigned to the plan.
By running the Allowance Plan Adjustment task and selectingAdjust to New Defaults, Workday evaluates all employees assigned to the plan and updates their allowance amounts to match the new default value of
$3,500.
Manually updating employees through Request Compensation Change is inefficient and error-prone. Creating a new plan introduces unnecessary complexity and disrupts reporting continuity.
Therefore, the correct and Workday-recommended approach is to runSet Up Allowance Plan Adjustment and adjust to new defaults, making optionDcorrect.

NEW QUESTION # 151
......

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