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

Topic	Details
Topic 1	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 2	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 3	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 4	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 5	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 6	Compensation: This section of the exam measures the skills of Compensation and Benefits Managers and involves building and maintaining compensation frameworks. It includes defining eligibility rules, configuring compensation packages, salary plans, and allowance plans. Candidates must understand compensation defaulting, manage worker compensation events, and ensure alignment with organizational pay structures.
Topic 7	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 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	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.

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Workday Pro HCM Core Certification Exam Sample Questions (Q13-Q18):

NEW QUESTION # 13
You are creating a new security group to allow users responsible for security oversight to runSecurity reports across all organizations.
What type of security group should you create?

A. User-based
B. Rule-based
C. Role-based (Constrained)
D. Segment-based

Answer: A

Explanation:
The correct answer isD - User-based.
User-based security groupsare manually assigned to specific users and are typically used foradministrative or audit-level access. They can be configured asunconstrained, granting full visibility across all organizations and data in the tenant.
For users responsible forsecurity oversight or auditing, auser-based group(such asSecurity Administratoror Security Auditor) is appropriate. This group can be assigned to the necessarydomain and business process security policiesthat control access tosecurity reportsand configuration data.
Other group types (e.g., role-based or segment-based) depend on organizational context and cannot provide unrestricted system-wide visibility, making a user-based group the correct option for full security monitoring.
Reference:Workday Pro HCM -Security Administration and Oversight, "User-Based Security Groups for Security Auditors and Administrators" section.

NEW QUESTION # 14
An employee istransferring from one supervisory organization to anotherand is subject to acompensation change.
Whatcompensation business processwill theChange Jobtransaction trigger?

A. Request Compensation Change
B. Propose Compensation Offer
C. Propose Compensation Change
D. Propose Compensation Hire

Answer: C

Explanation:
When aChange Jobevent includes a compensation impact, Workday triggers thePropose Compensation Changesubprocess. This subprocess allows users to review and update compensation plans, amounts, and guidelines as part of the job change.
Request Compensation Change is a standalone process used when compensation changes occurwithouta job change. Propose Compensation Offer and Propose Compensation Hire are tied to recruiting and hiring events, not internal transfers.
The Propose Compensation Change process ensures that compensation updates are evaluated with proper eligibility rules, guidelines, approvals, and audit tracking within the context of the job change.
Therefore, optionDis the correct answer.

NEW QUESTION # 15
You initiate a job change for a worker to transfer them from a position management organization to a job management organization.
What statement describes the worker's previous position?

A. The position no longer exists.
B. The position moves to the job management organization.
C. The position is open and available for backfill.
D. The position's hiring restrictions were changed.

Answer: C

Explanation:
In Workday, position management and job management represent two different staffing models. In a position management organization, a worker is assigned to a specific position (a distinct headcount-controlled object with attributes like availability date, restrictions, and position details). When you initiate a job change that transfers the worker into a job management organization, the worker is no longer staffed against a position-managed role. Instead, the worker becomes staffed in a job management context, where staffing is generally based on the job/role and organization headcount rules rather than a discrete position object.
Because the worker is leaving a position-managed assignment, Workday treats the original position as vacated. The position itself typically remains in the position management organization (it does not "move" into job management), and it does not automatically cease to exist simply because the incumbent moved. As a result, the most accurate description is that the prior position becomes open and may be available for backfill
, depending on how your tenant is configured (for example, whether the position is frozen, closed, or otherwise restricted by staffing rules or business process conditions). This aligns with Workday's standard behavior: a worker transfer out of a filled position leaves an open position that can be recruited for and filled through normal staffing activities.
To meet seasonal demand, you need to hire cashiers, retail specialists, and customer service representatives.

NEW QUESTION # 16
You need to prevent Contingent Workers from accessing the Pay App (Delivered Worklet) on their Home landing page.
How do you accomplish this?

A. Remove the security group from the business process security policy.
B. Add the security group to the business process security policy.
C. Remove the security group from the domain security policy.
D. Add the security group to the domain security policy.

Answer: C

Explanation:
In Workday HCM, access to worklets, including delivered worklets such as the Pay App, is governed by domain security, not business process security. Worklets display data and provide navigation to reports, tasks, and applications, all of which rely on domain-level permissions to control visibility and access.
To prevent Contingent Workers from seeing or accessing the Pay App on their Home landing page, you must remove their associated security group from the domain security policy that grants access to pay- related data. Once domain access is removed, the Pay App will no longer appear for those users because Workday dynamically displays worklets based on the user's domain permissions.
Business process security policies control who can participate in transactional processes-such as initiating or approving a Hire, Change Job, or Termination-and do not influence whether a worklet appears on the Home page. Therefore, options B and D are incorrect because modifying business process security would not affect worklet visibility.
Option C is also incorrect because adding a security group to a domain security policy would grant access, not restrict it.
From a Workday Pro HCM best-practice perspective, restricting access to delivered worklets is always achieved through domain security policy configuration. This ensures consistent behavior across dashboards, reports, and applications tied to sensitive data such as compensation and payroll.
Therefore, the correct and Workday-verified way to prevent Contingent Workers from accessing the Pay App is to remove the security group from the domain security policy.

NEW QUESTION # 17
A company withsalaried and hourly employeeshas headquarters inLondon, with additional offices inNew YorkandMilan.
How do you configurepay rangesfor theSoftware Engineer job profilein each location?

A. Create three compensation grades and attach them to three job profiles.
B. Create one compensation grade withprofiles for each locationand attach it to the job profile.
C. Create one compensation grade for each location and attach it to the job profile.
D. Create one compensation grade with multiple eligibility rules.

Answer: B

Explanation:
In Workday HCM,compensation gradesdefine pay structures, whilegrade profilesallow those grades to be localizedby attributes such as country, location, currency, or frequency. This separation is intentional and supports scalable global job architecture.
The best practice for configuring location-specific pay ranges for thesame job profileis to createone compensation gradeand then definemultiple grade profiles, each with its own eligibility rules and localized pay ranges. In this scenario, separate grade profiles would be created for London, New York, and Milan, each reflecting local market conditions, currencies, and regulations.
Creating multiple compensation grades would unnecessarily fragment the job architecture and increase maintenance effort. Eligibility rules alone are not sufficient because pay ranges differ by location and currency. Grade profiles are specifically designed to solve this use case.
Once the grade profiles are created, the single compensation grade is attached to theSoftware Engineer job profile, and Workday automatically selects the correct grade profile based on employee location.
This approach ensures consistency, reduces configuration complexity, and aligns with Workday Pro HCM organizational design best practices.

NEW QUESTION # 18
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