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

TopicDetails
Topic 1
  • 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 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
  • 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 4
  • 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 5
  • 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 6
  • 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 7
  • 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 8
  • 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 9
  • 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 10
  • 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 11
  • 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 12
  • 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 13
  • 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.

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Workday Pro HCM Core Certification Exam Sample Questions (Q13-Q18):

NEW QUESTION # 13
What is a Workday standard report?

Answer: C

Explanation:
AWorkday standard reportrefers to adelivered, predefined reportthat is built and maintained by Workday.
These reports are available out-of-the-box and are designed to support common and essential business processes and analytics across HCM, Finance, and other Workday modules. Users can run standard reports immediately without needing to create them from scratch, and they often serve as a base for custom reporting when further refinement or filtering is necessary.
Workday provides hundreds of these reports covering a broad range of functionality-examples include
"Employee Roster", "All Positions", "Business Process Transactions", etc. These reports are typicallydomain- secured, which means access to them is governed by user security and data access permissions.
As per the Workday Pro HCM Reporting Study Guide, standard reports are also known as "delivered reports" and often include pre-configured prompts and formatting that align with Workday best practices.
Workday Pro HCM -Reporting and Analytics Fundamentals, "Standard Reports Overview" section.


NEW QUESTION # 14
Your client wants to select a staffing model that will allow them totrack the time to fill a position.
What staffing model should they use?

Answer: D

Explanation:
The correct answer isC - Position Management.
In Workday,Position Managementis the staffing model used when an organization needs totrack headcount, vacancies, and time-to-fillfor each position individually. Each position represents a distinct job slot that must be filled by a worker, providing clear visibility into when a position is open, filled, or closed.
This model is ideal for organizations that require detailed tracking of resource allocation, workforce planning, and recruiting metrics such as"time to fill". Because each position must exist before a hire can occur, Workday automatically records thedate the position is openedand thedate it is filled, allowing accurate reporting on recruitment cycle times.
In contrast,Job Managementgroups workers under jobs rather than individual positions and does not provide vacancy-level tracking, making it unsuitable for time-to-fill analysis.
Reference:Workday Pro HCM -Staffing Models and Position Management Guide, "Comparing Position Management and Job Management Models."


NEW QUESTION # 15
What is a Workday standard report?

Answer: C

Explanation:
A Workday standard report refers to a delivered, predefined report that is built and maintained by Workday. These reports are available out-of-the-box and are designed to support common and essential business processes and analytics across HCM, Finance, and other Workday modules. Users can run standard reports immediately without needing to create them from scratch, and they often serve as a base for custom reporting when further refinement or filtering is necessary.
Workday provides hundreds of these reports covering a broad range of functionality-examples include
"Employee Roster", "All Positions", "Business Process Transactions", etc. These reports are typically domain- secured, which means access to them is governed by user security and data access permissions.
As per the Workday Pro HCM Reporting Study Guide, standard reports are also known as "delivered reports" and often include pre-configured prompts and formatting that align with Workday best practices.
Workday Pro HCM - Reporting and Analytics Fundamentals, "Standard Reports Overview" section.


NEW QUESTION # 16
A customer requires anadditional month of payto be provided due tocountry-specific legislative requirements.
How do you configure this in Workday?

Answer: D

Explanation:
In Workday,period salary plansare specifically designed to support countries where employees are legally entitled toadditional salary payments, such as a 13th or 14th month salary. These plans allow organizations to define compensation based on anumber of salary periods, rather than assuming a standard 12-month structure.
By configuring aperiod salary plan with an additional month, Workday can correctly calculate and distribute base pay across the required number of periods while still maintaining accurate annualized compensation values. This approach ensures compliance with local legislation while preserving consistent reporting and budgeting.
Percent-based merit plans are used for increases and do not address structural pay requirements. Allowance plans are not considered base pay and are not appropriate for statutory salary obligations. One-time payment plans are ad hoc and do not satisfy recurring legislative requirements.
Period salary plans integrate seamlessly with payroll, compensation bases, and grade profiles, making them the correct and compliant solution for legislated additional pay months.
Therefore, optionAis the correct answer.


NEW QUESTION # 17
You need to include a new hire in an existing user-based security group.
What do you associate with the user-based security group to accomplish this?

Answer: C

Explanation:
In Workday HCM, user-based security groups grant access to specific individuals rather than to positions or organizations. These security groups are designed to provide permissions directly to a Workday user account
, making them appropriate when access should not change automatically based on position changes or organizational movement.
To include a new hire in an existing user-based security group, you must associate the group with the individual's Workday Account. A Workday Account represents the system login identity for a worker and is the object that security groups reference when assigning user-based access. Once the new hire's Workday Account is created as part of the Hire business process, the account can be added to the user-based security group, immediately granting the associated permissions.
The other options are incorrect because they apply to different security models. Worker Position is used for role-based security groups, where access follows the position rather than the individual. Worker Location and Job Profile are organizational and job architecture attributes and are not valid association objects for user- based security groups.
From a Workday Pro HCM best-practice perspective, user-based security groups should be used sparingly, typically for exceptions, administrators, or roles that require access independent of organizational structure.
Because access does not automatically transfer when a worker changes jobs or positions, administrators must manually manage membership by adding or removing Workday Accounts as needed.
Therefore, the correct and Workday-verified way to include a new hire in an existing user-based security group is to associate the Workday Account with the security group.


NEW QUESTION # 18
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