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| Section | Weight | Objectives |
|---|---|---|
| Topic 1: Security Fundamentals | - Security Domains and Policies - Groups and Role-Based Access | |
| Topic 2: HCM Fundamentals | 60% | - Organizations and Staffing Models - Worker Data Management - Compensation Framework Basics - Navigation and System Basics - Job Profiles, Positions and Job Families |
| Topic 3: Report Writer Fundamentals | 20% | - Data Sources and Fields - Standard Reports vs Matrix Reports - Report Creation and Customization |
| Topic 4: Business Process Fundamentals | 20% | - Business Process Framework - Workflow Configuration and Steps - Validation and Process Rules |
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NEW QUESTION # 134
Which of these are examples ofuser-based security groups?(Select two correct answers.)
Answer: A,D
Explanation:
From theWorkday Module 2 Binder:
"User-based security groups include roles such as Security Administrator and HR Administrator.
These are assigned directly to individual users and determine their access and capabilities within the tenant."
- Workday Module 2 Binder, Security Configuration Section
* User-Based Security Groupsaredirectly assigned to specific users, rather than based on roles or job positions.
* Security AdministratorandHR Administratorare classic examples - they're given to individual users based on need or access level.
* Compensation PartnerandManagersarerole-based security groups, which are tied to a worker's role within an organization, not directly to a user.
NEW QUESTION # 135
How can a user become a member of an organization-based security group?(Select two correct answers.)
Answer: B,C
Explanation:
The correct answers areBandC.
Organization-based security groupsderive membership automatically from an organizational structure in Workday-such assupervisory,cost center,region, orlocation hierarchies. Users are included in the group based on their association with that organization or hierarchy.
* B.If a user is part of theEurope Location Hierarchy, they automatically gain access assigned to that organization-based security group.
* C.Similarly, users belonging to theInformation Technology cost center hierarchyare included in the corresponding cost center-based security group.
OptionsAandDare incorrect because location membership alone (without organizational hierarchy) or job family assignment does not control membership in an organization-based group.
Reference:Workday Pro HCM -Security Fundamentals, "Organization-Based Security Groups and Derived Membership" section.
NEW QUESTION # 136
Where can you configure aguideline warningfor aCompensation Package?
Answer: B
Explanation:
In Workday,guideline warningsare used to alert users during compensation events when proposed compensation fallsoutside defined ranges. These warnings are tied tocompensation basis configurations, not to informational metrics such as compa-ratio or position in range.
Acompensation packagerelies on aprimary compensation basisto evaluate pay ranges, limits, and guidelines. Theprimary compensation basis pay rangedefines the acceptable boundaries for compensation proposals and is where guideline warnings are configured.
Compa-ratio and position in range arederived analyticsused for reporting and decision support; they do not drive validation or warnings. Segment ranges are used for guideline calculations but do not independently generate warnings.
By configuring guideline warnings on theprimary compensation basis pay range, Workday ensures that users are alerted when compensation proposals exceed or fall below acceptable thresholds during Hire, Change Job, or Compensation Change processes.
Therefore, optionDis the correct answer.
NEW QUESTION # 137
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?
Answer: A
Explanation:
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.
NEW QUESTION # 138
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: A
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 # 139
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