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| Section | Weight | Objectives |
|---|---|---|
| HCM Fundamentals | 60% | - Navigation and System Basics - Worker Data Management - Organizations and Staffing Models - Compensation Framework Basics - Job Profiles, Positions and Job Families |
| Report Writer Fundamentals | 20% | - Report Creation and Customization - Data Sources and Fields - Standard Reports vs Matrix Reports |
| Business Process Fundamentals | 20% | - Business Process Framework - Validation and Process Rules - Workflow Configuration and Steps |
| Security Fundamentals | - Security Domains and Policies - Groups and Role-Based Access |
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NEW QUESTION # 108
You need to view thecompa-ratiofor employees, but it isnot currently visiblewhen viewing a worker's compensation.
How will you set this up?
Answer: A
Explanation:
In Workday,compa-ratiois a calculated metric that compares an employee's pay to the midpoint of their compensation grade range. While the calculation depends on grades and pay, itsvisibilityis controlled through compensation package analytics settings.
If the compa-ratio is not visible when viewing worker compensation, the most likely cause is that the metric has not been enabled for display within thecompensation package analytics configuration. Administrators must explicitly select which analytics-such as compa-ratio, position in range, or range penetration-are displayed to users.
Security policies control access to data but do not toggle metric visibility. Eligibility rules and job profile assignments affect calculation accuracy but not whether the metric is shown.
By enabling the compa-ratio option incompensation package analytics, Workday displays the metric consistently during compensation events.
Therefore, optionBis the correct answer.
NEW QUESTION # 109
The HR Partner Role-Based (Constrained) security group is responsible for approving employee terminations.
The Access Rights to Organizations setting on this security group is Current Organization and All Subordinates.
What termination events will HR Partners need to approve?
Answer: D
Explanation:
In Workday HCM, role-based (constrained) security groups control access to business processes and data based on an individual's organizational assignments. The Access Rights to Organizations setting determines which organizations-and therefore which workers-fall within the scope of responsibility for users assigned to that security role.
When the Access Rights to Organizations setting is configured as Current Organization and All Subordinates, the HR Partner assigned to a supervisory organization gains security access to that organization and every subordinate organization beneath it in the hierarchy. This access applies regardless of whether subordinate organizations have their own HR Partners assigned.
In the context of employee terminations, this means HR Partners are responsible for approving termination events for employees who belong to the organization they directly support as well as employees in any subordinate supervisory organizations. Workday evaluates the worker's organizational membership at the time of the transaction and routes the business process approval accordingly.
Options B and C are incorrect because Workday does not limit approvals based on whether subordinate organizations have HR Partners or restrict access to a single subordinate. Option D is also incorrect because it ignores subordinate organizations entirely, which contradicts the selected access rights configuration.
From a Workday Pro HCM security design perspective, this setting ensures appropriate oversight and continuity by allowing HR Partners to support broader organizational segments without creating security gaps. It is commonly used in shared-services or regional HR models where HR Partners support entire organizational branches.
Therefore, the correct and Workday-verified answer is that HR Partners must approve termination events for employees in their assigned organization and all subordinate organizations.
NEW QUESTION # 110
You must add an approval by the HR executive on the Hire business process. To reduce the number of tasks sent to the HR executive, you want to group the steps to approve the hire details, compensation, and organization assignment details.
After you add a step to group all approvals, what additional task must you complete?
Answer: A
Explanation:
In Workday HCM, consolidated approvals are used within business process definitions to reduce approval fatigue by grouping multiple related approval steps into a single task for the approver. This is especially useful for senior leaders, such as HR executives, who otherwise might receive several separate approval tasks for the same transaction-such as hire details, compensation, and organization assignments.
When you add a Consolidated Approval step to a business process, that step alone does not define what information is presented to the approver. To complete the configuration and make the consolidated approval functional, you must also complete the Configure Consolidated Template task. This task defines the approval layout and content, specifying which sections, fields, and business process steps are grouped and displayed together in the single approval task.
Without configuring the consolidated template, Workday does not know how to combine the approval content, and the consolidation will not behave as intended. The template controls the user experience for the approver and ensures all required information is reviewed in one place.
The other options do not meet this requirement. Maintain Step Conditions controls when a step runs but does not define consolidation behavior. Configure Consolidated Approval is not a delivered standalone task; consolidation is driven by the step and its template. Maintain Step Delay controls timing, not task grouping.
From a Workday Pro HCM best-practice perspective, adding a consolidated approval step must always be paired with Configure Consolidated Template to complete the setup. Therefore, the correct and Workday- verified answer is Configure Consolidated Template.
NEW QUESTION # 111
You must make a change to an employee'ssalarywithout changing any other worker details.
What task will you use to make thisad hocchange?
Answer: B
Explanation:
In Workday, when an organization needs to changeonly compensation details-such as base salary-without affecting job, position, organization, or other worker attributes, the correct task isRequest Compensation Change. This task is specifically designed forstandalone compensation updates.
The Transfer, Promote or Change Job task is used when job-related attributes change and should not be used for compensation-only updates. Request Grade Change modifies the employee's compensation grade but does not directly update salary amounts. Request One-Time Payment is limited to non-recurring payments and does not affect base pay.
Request Compensation Change ensures:
* No job or organizational data is altered
* Proper compensation validations and guidelines apply
* Accurate audit tracking and approvals are enforced
Therefore,Request Compensation Changeis the correct and Workday-recommended task for ad hoc salary changes.
NEW QUESTION # 112
An allowance plan has adefault value of $100 USD. The plan has three profiles:
* $110 CAD - all Toronto employees are eligible
* €80 EUR - all Paris employees are eligible
* $120 AUD - all Sydney employees are eligible
You want to give employees inDublin, Ireland €90 EURin the allowance.
How can you ensure employees in Ireland receive the correct localized amount during hirewithout affecting employees in the US?
Answer: A
Explanation:
The correct way to localize allowance amounts in Workday without impacting other populations is through the use ofplan profiles. Plan profiles allow administrators to definecountry-specific or location-specific valuesusing eligibility rules, ensuring that employees automatically receive the correct amount during hire and other staffing events.
In this scenario, adding anew plan profile for Irelandwith a value of€90 EURensures that employees hired in Ireland automatically receive the correct allowance. This approach preserves the existing default value of
$100 USD for employees in the US and avoids unintended downstream impacts.
Updating the default value would affect all employees who do not meet profile eligibility, including US employees. Allowance Plan Adjustments are used to update existing assignments, not to control defaulting logic during hire. Manual compensation changes are inefficient, error-prone, and contradict Workday best practices for scalable configuration.
Therefore, adding anew allowance plan profile for Irelandis the correct, controlled, and Workday- recommended solution, making option C the correct answer.
NEW QUESTION # 113
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