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

Topic	Details
Topic 1	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 2	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 3	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 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	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 6	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 7	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 8	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 9	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 10	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 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 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	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 14	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 15	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 16	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 17	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.

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Workday Pro HCM Core Certification Exam Sample Questions (Q78-Q83):

NEW QUESTION # 78
A company pays its employees amonthly allowance. Plan targets are dependent onplan profile eligibility rules. There are100 different plan profiles, each with a specific target amount for the eligible population.
Sample eligibility criteria include:
* 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
A compensation administrator changes theeligibility rulefor theSales / Australiaplan profile and removes Sales employees.
What impact will changing this eligibility rule have?

A. Sales employees will automatically be removed from the plan.
B. Any Australian employee will have an allowance automatically added during a job change, and Sales employees will have their allowance automatically removed during a job change.
C. A system error will persist.
D. All Australian employees will automatically be enrolled in the plan.

Answer: A

Explanation:
In Workday,plan profile eligibility rulescontrol which employees qualify for a compensation planduring evaluation events, such as Hire, Job Change, or Compensation Change. When eligibility rules are updated, Workday doesnot immediately retroactively remove compensation. Instead, the system evaluates eligibility at thenext compensation-related business process.
In this scenario, Sales employees were explicitly removed from theSales / Australiaplan profile eligibility. As a result, those employees no longer qualify for the allowance. During the next eligible event-such as a job change or compensation review-Workday will automaticallyremove the allowancefrom employees who no longer meet the eligibility criteria.
Workday does not generate system errors due to eligibility rule changes, nor does it automatically enroll unrelated populations. Additionally, allowances are not mass-added or removed immediately without a triggering event unless a mass operation is run.
Therefore, the correct outcome is thatSales employees will automatically be removed from the plan, making optionDcorrect.

NEW QUESTION # 79
What job profile attribute allows you to make all IT Associates, IT Managers, and IT Specialists eligible for a cell phone allowance?

A. Location
B. Company
C. Total Base Pay
D. Job Family

Answer: D

Explanation:
In Workday HCM, job profile attributes play a critical role in determining eligibility for compensation components, allowances, and benefits. When the goal is to make a group of related roles-such as IT Associates, IT Managers, and IT Specialists-eligible for a cell phone allowance, the most effective and scalable attribute to use is the Job Family.
A Job Family groups job profiles that perform similar types of work within a functional discipline. In this example, IT Associates, IT Managers, and IT Specialists are distinct job profiles, but they are all aligned to the same functional area of Information Technology. By configuring eligibility rules based on the job family, Workday allows organizations to apply compensation components, such as allowances, consistently across all related roles without maintaining separate rules for each individual job profile.
Using Total Base Pay would be inappropriate because it is a compensation amount, not a classification attribute used for eligibility determination. Location and Company are organizational attributes that control where or for whom a worker is employed, but they do not define the functional nature of the work being performed. Applying eligibility based on those attributes could unintentionally include or exclude workers who should or should not receive the allowance.
From a Workday Pro HCM best-practice perspective, job families are specifically designed to support standardized compensation, benefits eligibility, and reporting across similar roles. Therefore, configuring the cell phone allowance eligibility using the Job Family attribute ensures consistency, reduces administrative complexity, and supports scalable compensation governance across the IT organization.

NEW QUESTION # 80
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?

A. Position Management
B. Customer-defined staffing model
C. Job Management
D. A hybrid staffing model

Answer: A

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 # 81
A company needs a$500 monthly car allowance, paid as aflat amount, for employees in theSales job family only.
How should you configure this allowance plan?

A. Create a unit-based allowance plan with units totaling $500 monthly and Sales eligibility.
B. Create a percent-based allowance plan and calculate $500 from base pay. Create an eligibility rule for the Sales job family.
C. Create anamount-based allowance plan, specifying $500 with a monthly frequency. Create an eligibility rule for the Sales job family.
D. Create a reimbursable allowance plan with a $500 reimbursement limit and Sales eligibility.

Answer: C

Explanation:
In Workday,amount-based allowance plansare used when a fixed monetary value is paid on a recurring basis, independent of base pay, units worked, or expenses incurred. Since the requirement is aflat $500 monthly allowance, an amount-based allowance plan is the most appropriate and straightforward configuration.
This plan type allows administrators to define:
* Afixed amount($500)
* Apayment frequency(monthly)
* Aneligibility rulelimiting the plan to employees in theSales job family Percent-based plans fluctuate with base pay and are not suitable for flat allowances. Reimbursable plans are used for expense reimbursement and require submitted expenses. Unit-based plans are intended for variable, output-driven compensation and would unnecessarily complicate the configuration.
By combining anamount-based allowance planwith aSales job family eligibility rule, Workday ensures that only eligible employees receive the allowance and that it is paid consistently through payroll.
Therefore, optionBis the correct and Workday-recommended solution.

NEW QUESTION # 82
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. Use the Total Salary and Allowances compensation basis and add the bonus plan.
C. Define a new compensation grade and assign the relevant compensation plans.
D. Create a configurable compensation basis, including salary, commission, and bonus plans.

Answer: D

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 # 83
......

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