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

Topic	Details
Topic 1	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 2	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 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	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 5	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 6	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 7	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 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	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.

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Workday Pro HCM Core Certification Exam Sample Questions (Q108-Q113):

NEW QUESTION # 108
You created a newone-time payment planand enabled employees to request payments for themselves.
During testing, you notice that an existingcustom validationfor theRequest One-Time Paymentbusiness process also applies to theRequest One-Time Payment for Selfprocess.
How can you ensure these validationsdo not runfor employees requesting one-time payments for themselves?

A. UseMaintain Custom Validationsand use theOne-Time Payment Event for Selffield to exclude these event types.
B. Remove Employee as Self from the Worker Data: Request One-Time Payment security domain.
C. Use Configure Optional Fields for Request One-Time Payment for Self to exclude the fields triggering the validations.
D. Use Maintain Custom Validations and add new validations that apply only to employee self-requests.

Answer: A

Explanation:
In Workday,custom validationsare evaluated based onbusiness process context, including theevent typethat triggered the process. The Request One-Time Payment and Request One-Time Payment for Self are separate event types, even though they share similar functionality.
To prevent existing validations from running for employee self-service requests, administrators mustexplicitly exclude the self-service event typewithin the validation logic. This is done using theMaintain Custom Validationstask, where conditions can be added to evaluate theOne-Time Payment Event for Selffield.
Security changes are not appropriate because the requirement is to allow the process but exclude validations.
Optional field configuration does not control validation execution. Creating additional validations does not stop existing ones from firing.
By excluding theOne-Time Payment Event for Selfevent type within the validation, Workday ensures validations continue to apply to administrator-initiated requests but not to employee self-service requests.
Therefore, optionCis the correct and Workday-supported solution.

NEW QUESTION # 109
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. Customer-defined staffing model
B. A hybrid staffing model
C. Position Management
D. Job Management

Answer: C

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 # 110
A company has several configurable compensation bases established in their system:
* Total Cost (India): Qualifies Indian employees and includes all salary plans, period salary plans, allowance plans, bonus plans, and retirement savings plans. Only 50% of total compensation can be used toward salary plans.
* Total Compensation Non-Sales: Qualifies all full-time employees not in sales and includes all salary plans, allowance plans, bonus plans, and calculated plans.
* Total Compensation Sales: Qualifies all full-time sales employees and includes all salary plans, allowance plans, and commission plans.
* Total Pay (Mexico): Qualifies Mexican employees and includes all salary plans, period salary plans, and allowance plans.
* Salary and Seniority: Qualifies all employees and includes all salary plans and a specific seniority calculated plan.
Compensation Basis Ranking:
* 20 - Total Compensation Non-Sales
* 30 - Total Compensation Sales
* 40 - Total Pay (Mexico)
* Salary and Seniority is unranked
You have a full-time support analyst who works in Mexico City.
What compensation basis will be this employee's primary compensation basis?

A. Total Pay (Mexico)
B. Total Compensation Non-Sales
C. Total Compensation Sales
D. Salary and Seniority

Answer: B

Explanation:
In Workday, when multiple configurable compensation bases qualify for an employee, the system determines the primary compensation basis using ranking precedence. The compensation basis with the lowest numerical ranking takes priority, provided the employee meets its eligibility criteria. Unranked compensation bases are only used when no ranked bases apply.
In this scenario, the employee is:
* Full-time
* Not in sales
* Located in Mexico
Based on eligibility:
* Total Compensation Non-Sales applies (full-time, non-sales).
* Total Pay (Mexico) applies (Mexican employees).
* Salary and Seniority applies (all employees).
Among these, Total Compensation Non-Sales has the highest priority because it has the lowest ranking value (20). Although Total Pay (Mexico) is country-specific, its ranking (40) gives it lower precedence.
Salary and Seniority is unranked and therefore only applies if no ranked basis qualifies, which is not the case here.
Workday's compensation basis evaluation logic always selects the highest-ranked (lowest number) qualifying basis as the primary basis for compensation calculations and validations.
Therefore, the correct answer is Total Compensation Non-Sales.

NEW QUESTION # 111
Scenario:
A new supervisory organization has been created. The staffing model has been assigned so that there isno limit on the number of jobs that are filled.
TheWorker Typeavailable for staffing in this organization is for workers who arepaid by a third party.
What business process do you use to staff for this worker type?

A. End Contingent Worker Contract
B. Contract Contingent Worker
C. Hire Employee
D. End Additional Job

Answer: B

Explanation:
The correct answer isB - Contract Contingent Worker.
In Workday,Contingent Workersare individuals who perform services for the organization but arenot on the organization's payroll(they are paid by a third party). To bring a contingent worker into the system, the appropriate business process isContract Contingent Worker.
This business process mirrors theHire Employeeprocess but is designed for contingent workforce management. It captures key details such asvendor, contract dates, location, job profile, and supervisory organization. The process is typically initiated when the organization wants to assign contingent workers under a supervisory org for project or temporary work.
TheHire Employeeprocess (option A) is used for direct employees only, while optionsCandDare termination or ending processes, not staffing ones.
Reference:Workday Pro HCM -Staffing Models and Contingent Worker Management, "Contracting and Managing Contingent Workers."

NEW QUESTION # 112
Amobile allowance planhas a target amount of$150 per month. The new target amount will be$200 per monthfor employees using the plan.
Employees who currently have anoverride amountshouldretain their existing difference.
How will you update the plan target while maintaining current differences?

A. Change the allowance plan amount and roll out the plan to all eligible workers.
B. Use theSet Up Allowance Plan Adjustmenttask and selectAdjust to New Defaults for Employees Using Override.
C. Use the Remove Compensation Plan process and roll out the new plan to all eligible workers.
D. Use theSet Up Allowance Plan Adjustmenttask and selectAdjust by Same Amounts for Employees Using Override.

Answer: D

Explanation:
In Workday, when updating allowance plan target amounts, administrators must carefully manage how the change impacts employees who are assignedoverride amounts. Overrides represent intentional deviations from the plan default, and preserving those differences is often a business requirement.
TheSet Up Allowance Plan Adjustmenttask provides specific options for handling overrides. The option Adjust by Same Amounts for Employees Using Overrideincreases each employee's allowance by thesame deltaas the change to the plan default. In this scenario, the default increases from $150 to $200, a difference of
$50. Employees with override amounts will also receive a $50 increase, thereby preserving their original variance from the default.
SelectingAdjust to New Defaultswould eliminate the override difference by resetting employees to the new default amount, which contradicts the requirement. Removing or re-rolling out the plan introduces unnecessary disruption and risk.
Therefore, the correct approach is to use theSet Up Allowance Plan Adjustmenttask and selectAdjust by Same Amounts for Employees Using Override, making optionDcorrect.

NEW QUESTION # 113
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