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| Section | Weight | Objectives |
|---|---|---|
| Reporting | 15% | - Advanced Reports - Report Writer Basics - Matrix and Transposed Reports - Dashboards and Analytics |
| Jobs and Positions | 15% | - Job Profiles and Management - Compensation Grades and Plans - Position Setup and Restrictions - Job Families |
| Organizations | 20% | - Organization Types - Location Hierarchy - Company and Region Setup - Supervisory Organization - Cost Center Organization |
| Configuration Security | 15% | - Functional and Integration Security - Business Process Security - Domain Security Policies - Security Groups |
| Business Processes | 15% | - Business Process Configuration - Condition Rules - Step Types (Approval, Review, To Do) - Business Process Framework |
| Staffing Setup | 20% | - Position Management - Worker Types and Subtypes - Hiring Restrictions - Staffing Models |
>> Workday-Pro-HCM-Core模擬解説集 <<
Workday才能の新しい時代に次第に飽和して彼ら自身の利点を獲得し、あなたの能力をどのように反映しますか？ おそらく最も直感的な方法は、テストWorkday-Pro-HCM-Core認定を取得して、ShikenPASS対応する資格を取得することです。 ただし、Workday-Pro-HCM-Core認定試験はそれほど単純ではないため、レビューには多大な労力が必要です。 テスト認定を効果的に取得する方法について説明します。Workday-Pro-HCM-Core試験に短時間で合格することは空想ではないことを伝えるWorkday-Pro-HCM-Core学習教材です。 何万人もの受験者が99％の合格率でWorkday Pro HCM Core Certification Exam試験に合格するのを支援しました。
質問 # 18
You recently created asupervisory organizationthat uses thePosition Managementstaffing model. Before you can hire into the organization, what business process must you execute first?
正解：A
解説：
The correct answer isB - Create Position.
In Workday, when a supervisory organization uses thePosition Managementstaffing model, each hire must be associated with aspecific position. Before initiating a hire, an administrator or HR partner must execute the Create Positionbusiness process to establish that position record.
This process defines critical attributes such as:
* Job Profile(e.g., HR Analyst, Accountant),
* Location,
* Time Type(Full-time/Part-time),
* Worker Type(Employee or Contingent Worker),
* Availability DateandEarliest Hire Date, and
* Position Restrictionsthat control who and how hiring can occur.
Once the position is created and approved through the configured workflow, it becomes available for hiring via theHire Employeebusiness process. Without an open, approved position, the system will not allow a hire in Position Management organizations.
Reference:Workday Pro HCM -Staffing Model Fundamentals, "Creating Positions and Hiring within Position Management Supervisory Organizations."
質問 # 19
Refer to the following scenario to answer the question below.
A position has the following restrictions:
* Job Profile: Staff HR Representative
* Location: New York, San Francisco
* Worker Type: Employee
All other optional values are blank.
An HR Partner hires an employee into this position.
What is the status of this position?
正解：C
解説：
In Workday HCM, within the position management staffing model, each position represents a single headcount slot that can be occupied by only one worker at a time. The status of a position automatically updates based on staffing activity, particularly when a worker is hired, transferred, or terminated.
In this scenario, an HR Partner successfully hires an employee into the position. Once the hire transaction is completed and reaches the completion step of the Hire business process, Workday assigns the worker to the position. As a result, the position's status automatically changes to Filled. This status indicates that the position is currently occupied by a worker and is no longer available for hiring or backfill unless the incumbent leaves the position.
The defined hiring restrictions-job profile, location, and worker type-are used only to control who can be hired into the position. Once a worker who meets these restrictions is hired, those restrictions no longer influence the position's status. The fact that all other optional values are blank does not affect the outcome, as unrestricted fields do not prevent the position from being filled.
Option B, Closed, would apply only if the position were explicitly closed through a position management action, such as eliminating the role. Option C, Frozen, would apply if the position were intentionally placed on hold to prevent hiring, which is not described in this scenario.
From a Workday Pro HCM perspective, the system behavior is clear and consistent: when a worker is hired into a position-managed role, the position becomes Filled. Therefore, the correct and Workday-verified answer is Filled.
質問 # 20
Employees in Italy receive an additional2.9 months of base pay each yearcompared to other employees.
What base pay plan accommodates this structure in Workday?
正解：B
解説：
In Workday HCM,period salary plansare specifically designed to support compensation structures where base pay is distributed over a defined number of periods that may not align with standard monthly or annual salary conventions. This is particularly important for countries such as Italy, where statutory or customary compensation practices includeadditional salary payments, often referred to as the13thand14th month salaries. These additional payments result in employees receiving more than 12 months of pay within a year.
A period salary plan allows organizations to define thenumber of salary periods per year, such as 12, 13,
14, or other values like 14.9, without altering the employee's annualized base pay. This ensures compliance with local labor laws while maintaining consistent reporting, budgeting, and payroll calculations. Workday then prorates or distributes the annual amount appropriately across the defined periods.
Other plan types do not support this requirement. Asalary planassumes a standard annual salary without accommodating extra pay periods.Hourly plansare designed for workers paid based on time worked, andunit salary plansare used when pay is based on output or units produced, neither of which align with Italy's statutory base pay structure.
Therefore, aperiod salary planis the correct and Workday-recommended solution for handling additional months of base pay in countries with localized pay practices, making option A the correct answer.
質問 # 21
You want to displayonly relevant compensation plan sectionsduring thePropose Compensation Change step of theChange Jobbusiness process, for both internal job changes and internal hires.
What setting enables Workday to determine which plan sections to display based onworker eligibilityand user security permissions?
正解：C
解説：
TheDynamic Display for Compensation Plan Sectionssetting allows Workday to intelligently show or hide compensation plan sections during compensation events based onplan eligibilityandsecurity permissionsof the user performing the transaction.
When enabled, Workday evaluates:
* Whether the worker is eligible for a plan
* Whether the user has security access to view or edit the plan
This results in a cleaner, more relevant user experience and reduces errors during compensation proposals.
Segment security controls access but does not dynamically hide sections. Eligibility performance enhancements affect rule evaluation speed, not UI behavior. Hiding Total Salary & Allowances is cosmetic and does not control plan section logic.
Therefore, optionBis the correct and recommended configuration.
質問 # 22
You enter a date in theActual End Datefield of a compensation plan.
When will Workday remove the plan from the employee's record?
正解：D
解説：
In Workday, compensation plans remainactive through the Actual End Dateentered on the plan. The system removes the planthe day afterthe Actual End Date, ensuring the employee receives compensation through the final eligible day.
This behavior supports accurate payroll calculation and avoids prematurely ending compensation. Workday does not delay removal to the end of the pay period or month unless explicitly configured elsewhere.
Therefore, the plan is removedon the actual end date plus one day, making optionAcorrect.
質問 # 23
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Workday-Pro-HCM-Core問題集: https://www.shikenpass.com/Workday-Pro-HCM-Core-shiken.html
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