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Workday Workday-Pro-HCM-Core 시험요강:

주제	소개
주제 1	Security: This section of the exam measures the skills of Workday Security Administrators and covers maintaining secure access within Workday. It includes managing functional areas, domains, and security policies; distinguishing between user-based and role-based groups; and updating permissions. Candidates demonstrate how to maintain domain and business process security effectively.
주제 2	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.
주제 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.
주제 4	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.
주제 5	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.
주제 6	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.
주제 7	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.
주제 8	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.
주제 9	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.
주제 10	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.
주제 11	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.
주제 12	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.
주제 13	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.
주제 14	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.
주제 15	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.
주제 16	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.
주제 17	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.
주제 18	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.

>> Workday-Pro-HCM-Core최신버전 인기 덤프자료 <<

최신 Human Capital Management Workday-Pro-HCM-Core 무료샘플문제 (Q110-Q115):

질문 # 110
In the Create Position task, what does the Number of Openings field allow you to do?

A. Create multiple positions with the same characteristics.
B. Place multiple workers in the same position.
C. Create multiple requisitions for the position.
D. Create unique positions with different characteristics.

정답：A

설명：
In Workday HCM, the Create Position task is used within the position management staffing model to establish discrete position records that represent headcount within an organization. One of the key fields in this task is Number of Openings, which is often misunderstood. This field does not indicate how many workers can occupy a single position; instead, it determines how many separate position records Workday will create at one time.
When you enter a value greater than one in the Number of Openings field, Workday automatically creates multiple positions with identical attributes. These attributes include job profile, location, time type, supervisory organization, and other position characteristics defined during the Create Position process. This functionality is designed to streamline administrative work when an organization needs several similar positions, such as during large-scale hiring or seasonal staffing initiatives.
Each position created is its own unique position object in the system, with its own position ID, lifecycle, and staffing history, even though the characteristics are the same. This ensures accurate tracking of headcount, budgeting, and reporting while minimizing repetitive data entry.
The field does not allow multiple workers to be placed into the same position, as position management enforces one worker per position at any given time. It also does not create multiple requisitions automatically; requisitions are created through a separate recruiting process. Additionally, it cannot be used to create positions with different characteristics, as all positions generated from a single Create Position event share the same configuration.
Therefore, the correct and Workday-verified purpose of the Number of Openings field is to create multiple positions with the same characteristics efficiently and consistently.

질문 # 111
A compensation partner runs theEmployee Compensation Step Progression Auditreport and noticesseven employeeslisted on the report.
What should you do?

A. Use the Change Job business process to move the employees to a new grade and step.
B. Use the Schedule Automatic Step Progression task to move eligible employees to the next step.
C. Use the Set Up Grade Job Profile Adjustment task to update grades.
D. Use the Maintain Compensation Steps task and add a progression rule to the steps.

정답：B

설명：
TheEmployee Compensation Step Progression Auditreport identifies employees who areeligible for step progressionbut havenot yet been progressed. When employees appear on this report, it indicates that step progression logic is configured correctly, but the progression has not yet been executed.
The appropriate action is to run theSchedule Automatic Step Progressiontask. This task evaluates eligibility rules, durations, and progression criteria, and then automatically moves eligible employees to the next compensation step.
Modifying compensation steps or grades is unnecessary and incorrect if progression logic already exists.
Change Job events should not be used for step progression, and grade job profile adjustments are unrelated.
Therefore, the correct action is toschedule automatic step progression, making optionDcorrect.

질문 # 112
Where can you configure aguideline warningfor aCompensation Package?

A. On the position in range
B. On the compa-ratio
C. On the primary compensation basis pay range
D. On the segment range

정답：C

설명：
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.

질문 # 113
A company pays its employees a monthly allowance. Plan targets are dependent on plan profile eligibility rules. There are 100 different plan profiles, each with a specific target amount for the eligible population.
Sample eligibility criteria include:
* Job Family = Human Resources # $50 USD
* Job Family = Sales # $70 USD
* Job Family and Country = Human Resources / Australia # $78 AUD
* Job Family and Country = Sales / Australia # $110 AUD
A compensation administrator changes the eligibility rule for the Sales / Australia plan profile and removes Sales employees.
What impact will changing this eligibility rule have?

A. A system error will persist.
B. Sales employees will automatically be removed from the plan.
C. All Australian employees will automatically be enrolled in the plan.
D. Any Australian employee will have an allowance automatically added during a job change, and Sales employees will have their allowance automatically removed during a job change.

정답：B

설명：
In Workday, plan profile eligibility rules control which employees qualify for a compensation plan during evaluation events, such as Hire, Job Change, or Compensation Change. When eligibility rules are updated, Workday does not immediately retroactively remove compensation. Instead, the system evaluates eligibility at the next compensation-related business process.
In this scenario, Sales employees were explicitly removed from the Sales / Australia plan profile eligibility.
As a result, those employees no longer qualify for the allowance. During the next eligible event-such as a job change or compensation review-Workday will automatically remove the allowance from employees who no longer meet the eligibility criteria.
Workday does not generate system errors due to eligibility rule changes, nor does it automatically enroll unrelated populations. Additionally, allowances are not mass-added or removed immediately without a triggering event unless a mass operation is run.
Therefore, the correct outcome is that Sales employees will automatically be removed from the plan, making option D correct.

질문 # 114
You must make a change to an employee'ssalarywithout changing any other worker details.
What task will you use to make thisad hocchange?

A. Transfer, Promote or Change Job
B. Request Grade Change
C. Request Compensation Change
D. Request One-Time Payment

정답：C

설명：
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.

질문 # 115
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Workday-Pro-HCM-Core최신버전인기덤프자료 & Workday-Pro-HCM-Core높은통과율덤프샘플문제

Workday Workday-Pro-HCM-Core 시험요강:

최신 업데이트된 Workday-Pro-HCM-Core최신버전 인기 덤프자료 시험대비자료

최신 Human Capital Management Workday-Pro-HCM-Core 무료샘플문제 (Q110-Q115):