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

TopicDetails
Topic 1
  • 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 2
  • 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 3
  • 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 4
  • 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 5
  • 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 6
  • 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 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
  • 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 9
  • 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 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
  • 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 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.

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Workday Pro HCM Core Certification Exam Sample Questions (Q93-Q98):

NEW QUESTION # 93
What prevents a user from running a Workday Standard Reports report?

Answer: B

Explanation:
In Workday HCM, the ability to run reports, including Workday-delivered standard reports, is governed by domain security, not by report writer or administrator roles. Domain security controls access to the data itself, and without access to the underlying domains referenced by a report, a user cannot run the report- even if the report is standard and delivered by Workday.
Standard reports are prebuilt and do not require report creation or modification privileges. Therefore, users do not need to be members of the Report Writer or Report Administrator security groups to run them. Those roles are only required for creating, copying, modifying, or administering reports-not for execution.
Additionally, access to a business process is unrelated to report execution. Business process security determines who can initiate or participate in transactions such as Hire or Termination, but it does not control visibility into report data.
Workday evaluates a user's domain security policies at runtime to determine whether they can access the data objects used in the report. If the user lacks permission to one or more required domains, the report will either fail to run or return incomplete or restricted results. This applies equally to standard and custom reports.
From a Workday Pro HCM best-practice standpoint, ensuring users have the appropriate domain access- typically through role-based or user-based security groups-is the correct way to enable report execution.
Report access groups alone are insufficient without the necessary domain permissions.
Therefore, the correct and Workday-verified reason a user cannot run a Workday Standard Report is that the user does not have access to the appropriate domain.


NEW QUESTION # 94
Airplane pilots receive a base salary as compensation. They also receive compensation based on the number of kilometers flown . The more they fly, the more they get paid.
You need to create a plan to show estimated wages based on kilometers flown to include in an offer letter.
What type of plan should you create?

Answer: D

Explanation:
A unit salary plan in Workday is specifically designed to support compensation that varies based on a measurable unit of output , such as miles driven, items produced, or- in this case- kilometers flown .
This plan type allows compensation to scale proportionally with the quantity of units, making it ideal for roles where pay increases directly with activity or performance volume.
For airplane pilots, compensation based on kilometers flown is not a fixed allowance or a one-time payment.
Instead, it represents variable earnings tied to ongoing work output , which aligns exactly with the purpose of a unit salary plan. Workday allows administrators to define a rate per unit , and the system can calculate estimated compensation by multiplying the rate by the expected number of units. This calculated amount can then be displayed in offer letters, providing transparency and clarity to candidates.
A period salary plan is used for fixed salaries distributed over defined pay periods and cannot model variable, unit-driven earnings. A one-time payment plan is intended for bonuses or ad-hoc payments and does not support ongoing estimation. A unit-based allowance plan is typically used for reimbursements or allowances, not base compensation tied to work output.
Therefore, the unit salary plan is the correct choice for modeling and presenting estimated wages based on kilometers flown, making option B the correct answer.


NEW QUESTION # 95
OnMarch 5, you need to award a group of employees anequity adjustment base pay increaseeffective March 1. Payroll will process the change onMarch 31, and managers will communicate the increase by March 20.
How can you ensure the increase isnot visible to employees in Workday until March 21?

Answer: D

Explanation:
In Workday, theEffective Datecontrols when the compensation change islegally and payroll-effective, while theEmployee Visibility Datedetermines when employees cansee the changein Workday.
In this scenario:
* The increase must beeffective March 1for equity and payroll accuracy.
* Employees should not see the change untilafter March 20, when managers communicate it.
By setting:
* Effective Date = March 1
* Employee Visibility Date = March 21
Workday ensures the increase is included in payroll and historical records while remaining hidden from employees until the specified visibility date.
Using the transaction date or delaying the effective date would create payroll inaccuracies. Setting both dates to March 21 would make the increase effective too late.
Therefore, optionDis the correct and compliant solution.


NEW QUESTION # 96
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.
A worker in this organization needs to be promoted fromBusiness Process AnalysttoSenior Business Process Analyst.
What business process do you use?

Answer: B

Explanation:
The correct answer isD - Change Job.
TheChange Jobbusiness process is used in Workday to update a worker'sjob-related detailswithin the same employment record. It applies to bothJob ManagementandPosition Managementstaffing models.
Common use cases forChange Jobinclude:
* Promotions or demotions(e.g., Business Process Analyst # Senior Business Process Analyst),
* Transfersto a different supervisory organization,
* Lateral movesbetween departments, or
* Changes to job profile, location, or business title.
The process maintains continuity of employment while updating the job attributes. In contrast,Hire Employee is for new hires, andPropose Compensation Changeonly adjusts pay without changing the job attributes.
Reference:Workday Pro HCM -Job Change and Staffing Transactions Guide, "Executing the Change Job Business Process."


NEW QUESTION # 97
A recruiter is proposing compensation for a candidate during theOfferstage. The recruiter wants to change the home internet allowancefrom$50 AUD to $100 AUD, but is unable to do so.
Why is the recruiter unable to change the amount?

Answer: B

Explanation:
In Workday, allowance plans include aNo Overrideconfiguration option that prevents users from manually changing the plan amount during staffing or compensation events. When this checkbox is selected, the plan amount is strictly controlled by the plan default or plan profile value.
Even if a recruiter has appropriate security and the candidate is eligible for the allowance, the presence ofNo Overrideenforces compensation governance and prevents deviations from defined policy.
Ineligibility would prevent the plan from appearing at all, and multiple plan profiles would cause defaulting issues-not override restrictions. If the plan were not included in the compensation package, it would not be visible.
Therefore, the recruiter cannot change the amount because theNo Overridecheckbox is selected, making optionAcorrect.


NEW QUESTION # 98
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