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Workday Workday-Pro-HCM-Core Exam Overview:

Certification Vendor:	Workday
Exam Name:	Workday Pro HCM Core Certification Exam
Exam Number:	Workday-Pro-HCM-Core
Exam Format:	Scenario-based, Configuration-oriented, Multiple Choice
Available Languages:	English
Real Exam Qty:	50
Passing Score:	80% (40/50)
Exam Duration:	100 minutes
Exam Price:	USD 150 (approximate; re-attempt USD 80)
Certificate Validity Period:	2 years
Related Certifications:	Workday HCM Certification Track Workday Pro Certification
Recommended Training:	Workday Pro HCM Core Training Courses
Exam Registration:	Workday Community
Sample Questions:	Workday Workday-Pro-HCM-Core Sample Questions
Exam Way:	Online proctored exam
Pre Condition:	Hands-on experience with Workday HCM implementation or administration; no mandatory prior certification
Official Syllabus URL:	https://community.workday.com/learn/certification/workday-pro

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

Topic	Details
Topic 1	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 2	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 3	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 4	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.
Topic 5	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 6	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 7	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 8	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 9	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 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	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 12	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 13	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.

Workday Pro HCM Core Certification Exam Sample Questions (Q33-Q38):

NEW QUESTION # 33
You recently created asupervisory organizationthat uses thePosition Managementstaffing model. Before you can hire into the organization, what business process must you execute first?

A. Edit Position
B. Hiring Restrictions
C. Create Position
D. Change Job

Answer: C

Explanation:
The correct answer isB - Create Position.
In Workday, when a supervisory organization uses thePosition Managementstaffing model, each hire must be associated with aspecific position. Before initiating a hire, an administrator or HR partner must execute the Create Positionbusiness process to establish that position record.
This process defines critical attributes such as:
* Job Profile(e.g., HR Analyst, Accountant),
* Location,
* Time Type(Full-time/Part-time),
* Worker Type(Employee or Contingent Worker),
* Availability DateandEarliest Hire Date, and
* Position Restrictionsthat control who and how hiring can occur.
Once the position is created and approved through the configured workflow, it becomes available for hiring via theHire Employeebusiness process. Without an open, approved position, the system will not allow a hire in Position Management organizations.
Reference:Workday Pro HCM -Staffing Model Fundamentals, "Creating Positions and Hiring within Position Management Supervisory Organizations."

NEW QUESTION # 34
When employees request a one-time payment for themselves, they can currently view and update the Gross Up and Send to Payroll checkboxes, which could impact payment results.
How can you prevent employees from updating these options?

A. Configure Optional Fields for Request One-Time Payment for Self to hide the fields.
B. Remove Employee as Self from the Self-Service: Payroll security domain.
C. Remove Employee as Self from the Self-Service: Request One-Time Payment security domain.
D. Configure Optional Fields for Request One-Time Payment to hide the fields.

Answer: A

Explanation:
In Workday, field-level visibility during business processes-especially for self-service events-is controlled through Optional Fields configuration, not security domains. The Request One-Time Payment for Self process has its own optional field settings that allow administrators to show or hide specific fields for employees.
To prevent employees from modifying sensitive options such as Gross Up and Send to Payroll, administrators must configure Optional Fields specifically for the Request One-Time Payment for Self process and hide those checkboxes. This preserves the self-service capability while enforcing governance and preventing unintended financial impact.
Removing security domain access would block employees from initiating the process entirely, which does not meet the requirement. Configuring optional fields on the administrator-driven Request One-Time Payment process would not affect self-service behavior.
Therefore, the correct and precise solution is to configure Optional Fields for Request One-Time Payment for Self and hide the fields, making option D correct.

NEW QUESTION # 35
Your client wants to select a staffing model that will allow them totrack the time to fill a position.
What staffing model should they use?

A. Customer-defined staffing model
B. Position Management
C. Job Management
D. A hybrid staffing model

Answer: B

NEW QUESTION # 36
Airplane pilots receive a base salary as compensation. They also receive compensation based on thenumber of kilometers flown. The more they fly, the more they get paid.
You need to create a plan to showestimated wages based on kilometers flownto include in an offer letter.
What type of plan should you create?

A. Period salary plan
B. One-time payment plan
C. Unit salary plan
D. Unit-based allowance plan

Answer: C

Explanation:
Aunit salary planin Workday is specifically designed to support compensation that varies based on a measurable unit of output, such as miles driven, items produced, or- in this case-kilometers flown. This plan type allows compensation to scale proportionally with the quantity of units, making it ideal for roles where pay increases directly with activity or performance volume.
For airplane pilots, compensation based on kilometers flown is not a fixed allowance or a one-time payment.
Instead, it representsvariable earnings tied to ongoing work output, which aligns exactly with the purpose of a unit salary plan. Workday allows administrators to define arate per unit, and the system can calculate estimated compensation by multiplying the rate by the expected number of units. This calculated amount can then be displayed in offer letters, providing transparency and clarity to candidates.
Aperiod salary planis used for fixed salaries distributed over defined pay periods and cannot model variable, unit-driven earnings. Aone-time payment planis intended for bonuses or ad-hoc payments and does not support ongoing estimation. Aunit-based allowance planis typically used for reimbursements or allowances, not base compensation tied to work output.
Therefore, theunit salary planis the correct choice for modeling and presenting estimated wages based on kilometers flown, making option B the correct answer.

NEW QUESTION # 37
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. Every applicant hired using the same job requisition receivesconsistent compensation values.
D. You can view the eligible plans when proposing compensation using the By Compensation Package and Rule options.

Answer: C

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 # 38
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