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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	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 3	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 4	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 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 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 7	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 8	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 9	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 10	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 11	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 12	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 (Q120-Q125):

NEW QUESTION # 120
A company is in the process of introducing pay ranges for specific job profiles to ensure fair and competitive compensation. These pay ranges are implemented ascompensation gradesin Workday.
What role do compensation grades fulfill within the Workday compensation framework?

A. To provide guidance to any security group who has the ability to determine the employee's eligibility for overtime pay.
B. To provide guidance to any security group in order to calculate which compensation basis is required for each employee.
C. To provide guidance to any security group who has the ability to enter specific pay rates during a transaction.
D. To provide guidance to any security group so they can connect a salary amount to payroll earnings.

Answer: C

Explanation:
In Workday HCM,compensation gradesare a foundational component of the compensation framework and are primarily used to definepay ranges(minimum, midpoint, and maximum) for roles within the organization.
These grades are typically associated with job profiles, positions, or job families to ensure internal equity and market competitiveness.
From a transactional perspective, compensation gradesguide users with appropriate security access-such as HR Partners or Compensation Partners-when entering or proposing compensation amounts during staffing and compensation events. When a worker is hired, promoted, transferred, or receives a compensation change, the assigned compensation grade determines the acceptable pay range that can be entered in the transaction. This ensures consistency, compliance with company policy, and alignment with compensation strategy.
Compensation grades donotcalculate compensation basis, connect compensation to payroll earnings, or determine overtime eligibility. Those functions are handled by compensation basis rules, payroll mappings, and time tracking or FLSA status configurations, respectively. Instead, compensation grades act asreference structuresthat inform and constrain compensation entry, often working in conjunction with compensation plans and guidelines.
Additionally, compensation grades can be used in reporting and analytics to compare compensation across roles and to identify exceptions where pay falls outside the defined range. Overall, their primary purpose is to provide guidance and controls for entering specific pay rates, making option D the correct answer according to Workday Pro HCM best practices.

NEW QUESTION # 121
You are configuring the Job Change business process. You need to determine whether to send a step to the current manager or the proposed manager.
What option can you use?

A. Validation Condition rule
B. Routing Modifier
C. Maintain Advanced Routing Restriction
D. Entry Condition rule

Answer: B

Explanation:
The correct option is Routing Modifier.
In Workday, Routing Modifiers are used to dynamically adjust the routing of approval or review steps within a business process based on contextual changes, such as whether a worker's supervisory organization or manager is changing. This configuration allows the system to intelligently determine whether the approval or notification step should go to the current manager (before the change) or the proposed manager (after the change).
For example, in the Job Change business process, when an employee is transferring to a new organization or manager, a routing modifier ensures that pre-transfer approvals route to the current manager, while post- transfer approvals route to the new (proposed) manager. This ensures accurate accountability and process flow alignment.
Reference: Workday Pro HCM - Business Process Configuration and Routing, "Using Routing Modifiers in Business Processes" section.

NEW QUESTION # 122
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 reimbursable allowance plan with a $500 reimbursement limit 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 a unit-based allowance plan with units totaling $500 monthly and Sales eligibility.
D. Create anamount-based allowance plan, specifying $500 with a monthly frequency. Create an eligibility rule for the Sales job family.

Answer: D

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 # 123
You need to prevent Contingent Workers from accessing the Pay App (Delivered Worklet) on their Home landing page.
How do you accomplish this?

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

Answer: C

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 # 124
You want to prevent an HR Partner from accessing theFind Workersreport. What must you update?

A. Maintain Functional Areas
B. Business Process Security Policy
C. Domain Security Policy
D. Maintain Assignable Roles

Answer: C

Explanation:
The correct answer isC - Domain Security Policy.
In Workday,reports and data accessare controlled bydomain security policies, whereasbusiness process security policiescontrol who can initiate or act on transactions. TheFind Workersreport accesses worker data fields that are part of theWorker Data: Public, Personal, and Employmentdomains.
To restrict theHR Partnersecurity group from accessing theFind Workersreport, you must update the domain security policythat governs the worker data used by that report. By removing the HR Partner group from theView permissionsof the relevant domains, you effectively prevent them from retrieving worker information through that report.
Reference:Workday Pro HCM -Security Fundamentals, "Domain Security Policies and Data Access Controls" section.

NEW QUESTION # 125
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