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

Topic	Details
Topic 1	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 2	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 3	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 4	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 5	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 6	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 7	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 8	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 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	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 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 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	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 15	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.

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Workday Pro HCM Core Certification Exam Sample Questions (Q36-Q41):

NEW QUESTION # 36
A vacant HR Generalist position needs to support a new organization and its subordinate organizations.
What are the steps to create the security group to meet this requirement?

A. Create a role-based unconstrained security group.
Run the Activate Pending Security Policy Changes task.
Assign the position to the new role on the custom organization.
B. Run the Maintain Assignable Roles task.
Create a role-based constrained security group.
Assign the position to the new role on the organization.
C. Run the Maintain Assignable Roles task.
Create a user-based security group.
Assign the incumbent to the security group.
D. Create a user-based security group.
Run the Activate Pending Security Policy Changes task.
Assign the position to the security group.

Answer: B

Explanation:
In Workday HCM, when security access must follow a position rather than a specific individual, the correct solution is to use a role-based constrained security group. This is especially important when the position is vacant, as assigning security to a person would not meet the requirement and would require reconfiguration once the role is filled.
The first step is to run the Maintain Assignable Roles task. This task enables administrators to define which role-based security groups can be assigned to organizations. Without completing this step, the role cannot be attached to an organization or used in an organizational context.
Next, a role-based constrained security group is created. Constrained security groups restrict access based on organizational assignments, allowing the role to support a specific organization and its subordinate organizations. This aligns precisely with the requirement for the HR Generalist position to support a new organization hierarchy while maintaining proper security boundaries.
Finally, the position is assigned to the new role on the organization. Assigning the role to the position-not the worker-ensures that security access automatically transfers to whoever occupies the HR Generalist position in the future. This supports scalability, reduces administrative effort, and follows Workday's security best practices.
The other options are incorrect because user-based security groups require an incumbent and do not support vacant positions, while unconstrained security groups grant overly broad tenant-wide access. Activating pending security policy changes alone does not satisfy the requirement to scope access by organization.
Therefore, Option A is the only configuration that is accurate, scalable, and fully aligned with Workday Pro HCM security design principles.

NEW QUESTION # 37
What options are available when configuring a business process notification?

A. Recipient based on Workday Account
B. Trigger on In Progress
C. Sender based on Workday Account
D. On exit

Answer: A

Explanation:
When configuringBusiness Process Notificationsin Workday, administrators can define therecipientbased on a specificWorkday Account. This allows precise targeting of individuals or security groups (e.g., HR Partner, Manager, or specific role-based accounts) who should receive the notification.
Option D is correct because"Recipient based on Workday Account"ensures the system routes the notification to the appropriate user or group dynamically, based on the context of the business event. This is essential for process transparency and timely action.
Option A (Sender based on Workday Account) is incorrect - the sender is system-defined ("Workday Notification"), not configurable by user account.
Option B (On exit) and Option C (Trigger on In Progress) are not valid notification configuration options; triggers are defined by processstatus changessuch as "Awaiting Action," "Completed," or "Denied." Reference (Paraphrased Source):
Workday Pro HCM Core - Business Process Configuration Guide (2023R2), Section: "Business Process Notifications and Recipient Configuration."

NEW QUESTION # 38
What is a Workday standard report?

A. A report to export data for external analysis
B. A customized report for specific organizational needs
C. An ad-hoc report for on-the-fly analytics
D. A delivered predefined report

Answer: D

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 # 39
A customer requires anadditional month of payto be provided due tocountry-specific legislative requirements.
How do you configure this in Workday?

A. Create a period salary plan with a multiplier of one month.
B. Create an amount-based allowance plan with plan profiles for each month.
C. Create a one-time payment plan.
D. Create a percent-based merit plan.

Answer: A

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 # 40
You want HR representatives to have access to the members of the Sales supervisory organizations.
What type of security group should you create?

A. User-based
B. Role-based (Unconstrained)
C. Role-based (Constrained)
D. Organization-based (Unconstrained)

Answer: C

Explanation:
In Workday HCM, selecting the correct security group type is critical to ensuring users have appropriate access while maintaining strong governance and data security. When HR representatives need access to workers within a specific supervisory organization, such as Sales, the most appropriate solution is a role- based constrained security group.
A role-based constrained security group limits access based on organizational assignment, such as a supervisory organization and its subordinate organizations. This means HR representatives assigned to this role will only have access to workers who belong to the Sales supervisory organization hierarchy. This targeted access aligns with the principle of least privilege and is a core Workday Pro HCM security best practice.
Organization-based (Unconstrained) and role-based (Unconstrained) security groups grant access across all organizations in the tenant. These options would provide broader access than required and could expose sensitive worker data outside the Sales organization. Therefore, they are not appropriate when access should be limited to a specific supervisory organization.
User-based security groups assign access to individual users, not organizational roles. While useful for exceptions or administrators, user-based groups do not scale well and require ongoing maintenance when users change roles or responsibilities.
By using a role-based constrained security group, access automatically follows the role assignment on the Sales supervisory organization. If HR representatives change or new HR staff are assigned, access is updated without reconfiguring security for individual users.
From a Workday Pro HCM perspective, role-based constrained security groups provide the optimal balance of flexibility, control, and scalability. Therefore, the correct and Workday-verified answer is Role-based (Constrained).

NEW QUESTION # 41
......

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