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

Topic	Details
Topic 1	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 2	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.
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	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	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.
Topic 6	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 7	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.
Topic 8	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 9	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.
Topic 10	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 11	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 12	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 13	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 14	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 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.
Topic 16	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.
Topic 17	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 18	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.

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Workday Pro HCM Core Certification Exam Sample Questions (Q22-Q27):

NEW QUESTION # 22
A company has severalconfigurable compensation basesestablished in their system:
* Total Cost (India):Qualifies Indian employees and includes all salary plans, period salary plans, allowance plans, bonus plans, and retirement savings plans. Only 50% of total compensation can be used toward salary plans.
* Total Compensation Non-Sales:Qualifies all full-time employees not in sales and includes all salary plans, allowance plans, bonus plans, and calculated plans.
* Total Compensation Sales:Qualifies all full-time sales employees and includes all salary plans, allowance plans, and commission plans.
* Total Pay (Mexico):Qualifies Mexican employees and includes all salary plans, period salary plans, and allowance plans.
* Salary and Seniority:Qualifies all employees and includes all salary plans and a specific seniority calculated plan.
Compensation Basis Ranking:
* 20 - Total Compensation Non-Sales
* 30 - Total Compensation Sales
* 40 - Total Pay (Mexico)
* Salary and Seniority is unranked
You have afull-time support analystwho works inMexico City.
What compensation basis will be this employee'sprimary compensation basis?

A. Total Compensation Sales
B. Total Compensation Non-Sales
C. Total Pay (Mexico)
D. Salary and Seniority

Answer: B

Explanation:
In Workday, when multipleconfigurable compensation basesqualify for an employee, the system determines theprimary compensation basisusingranking precedence. The compensation basis with thelowest numerical rankingtakes priority, provided the employee meets its eligibility criteria. Unranked compensation bases are only used when no ranked bases apply.
In this scenario, the employee is:
* Full-time
* Not in sales
* Located in Mexico
Based on eligibility:
* Total Compensation Non-Salesapplies (full-time, non-sales).
* Total Pay (Mexico)applies (Mexican employees).
* Salary and Seniorityapplies (all employees).
Among these,Total Compensation Non-Saleshas thehighest prioritybecause it has thelowest ranking value (20). Although Total Pay (Mexico) is country-specific, its ranking (40) gives it lower precedence. Salary and Seniority is unranked and therefore only applies if no ranked basis qualifies, which is not the case here.
Workday's compensation basis evaluation logic always selects thehighest-ranked (lowest number) qualifying basisas the primary basis for compensation calculations and validations.
Therefore, the correct answer isTotal Compensation Non-Sales.

NEW QUESTION # 23
What is a use case for a segment-based security group?

A. HR partners need to be able to view documents but only those assigned to the Performance Review category.
B. HR partners need to be able to approve performance reviews.
C. HR partners need to be able to run performance reports.
D. HR partners need to be able to create performance review templates.

Answer: A

Explanation:
The correct answer isD - HR partners need to be able to view documents but only those assigned to the Performance Review category.
Segment-based security groupsare used in Workday to grant access tospecific subsets of data within a domain, based on defined "segments" such as document category, location, or other defined dimensions.
Unlike role-based or organization-based groups, segment-based security providesfine-grained access control that limits visibility within a specific domain.
In this case, the HR partners should only be able toview documents categorized under "Performance Review", not all employee documents. A segment-based group is ideal here because it restricts access based on the document category segment defined in theDocument Review domain.
Reference:Workday Pro HCM -Security Configuration and Management, "Segment-Based Security Groups" section.

NEW QUESTION # 24
Why arecompensation elementsused in Workday, and to which components are they applied?

A. They tie compensation to payroll earnings and are applied to grades, grade profiles, and eligibility rules.
B. They tie compensation to payroll earnings and are applied to plans, eligibility rules, and benefit deductions.
C. They tie compensation to payroll earnings and are applied to plans, grades, and grade profiles.
D. They tie compensation to payroll earnings and are applied to plans, grades, and packages.

Answer: C

Explanation:
In Workday HCM,compensation elementsserve as the critical link betweencompensation plansin HCM and earnings codesin Payroll. Their primary purpose is to ensure that compensation entered in Workday is correctly interpreted, calculated, and paid through payroll processing. Without compensation elements, payroll systems would not be able to distinguish how different types of compensation-such as base salary, allowances, or bonuses-should be treated for taxation, deductions, and reporting.
Compensation elements are applied to three key components within the compensation framework:plans, grades, and grade profiles. When assigned to compensation plans, elements define how the plan's compensation is paid. When applied to grades and grade profiles, they support consistency and scalability by ensuring that compensation tied to a specific grade structure flows correctly to payroll, regardless of the job or position.
Compensation elements arenotapplied to eligibility rules, benefit deductions, or compensation packages.
Eligibility rules determine who can receive compensation, not how it is paid. Benefit deductions are managed within benefits configuration, and packages are used primarily for grouping plans, not payroll integration.
By standardizing the payroll linkage across plans, grades, and grade profiles, compensation elements provide flexibility, global consistency, and accurate payroll results. This makes option C the correct answer according to Workday Pro HCM compensation and payroll integration best practices.

NEW QUESTION # 25
What is theadvantage of using default compensation for requisition compensation?

A. Every employee hired into that position receives the same compensation values.
B. Default compensation enables the establishment of compensation guidelines, plans, and plan amounts on a position.
C. You can view the eligible plans when proposing compensation using the By Compensation Package and Rule options.
D. Every applicant hired using the same job requisition receivesconsistent compensation values.

Answer: D

Explanation:
Default compensation on ajob requisitionallows organizations to predefine compensation plans and values that automatically flow into theOfferevent. The primary advantage isconsistency-every candidate hired from the same requisition starts with the same baseline compensation configuration.
This ensures fairness, reduces recruiter error, and accelerates the offer process by minimizing manual data entry. Default compensation on requisitions is especially valuable when hiring multiple candidates for the same role, location, and level.
Position-based compensation is configured separately and applies regardless of requisition. Viewing eligible plans is unrelated to default compensation. While employees hired into a position may share compensation, requisition defaulting specifically governsapplicant and offer behavior.
Therefore, optionBis the correct answer.

NEW QUESTION # 26
You need to identify employees who areassigned to bonus plans for which they are not eligible.
What report will you use?

A. Employees Assigned Multiple Bonus Plans
B. Compensation Spreadsheet
C. View Compensation Plan Rollout Process
D. Employee Compensation Audit

Answer: D

Explanation:
TheEmployee Compensation Auditreport is specifically designed to identifymismatches between compensation plan eligibility and actual plan assignment. It highlights situations where employees are assigned compensation plans theyshould not have, as well as cases where employees are eligible but not assigned.
In this scenario, the goal is to identify employees who areassigned to bonus plans despite not meeting eligibility rules. The Employee Compensation Audit report includes a dedicated section forAssigned Ineligible Compensation Components, making it the most accurate and efficient reporting tool for this requirement.
Other reports do not serve this purpose:
* The Compensation Plan Rollout Process is transactional and informational only.
* Employees Assigned Multiple Bonus Plans focuses on duplication, not eligibility.
* Compensation Spreadsheets are manual and lack eligibility validation logic.
Therefore, the correct report isEmployee Compensation Audit, making optionDcorrect.

NEW QUESTION # 27
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