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| Section | Weight | Objectives |
|---|---|---|
| Topic 1: Jobs and Positions | 15% | - Compensation Grades and Plans - Position Setup and Restrictions - Job Profiles and Management - Job Families |
| Topic 2: Organizations | 20% | - Organization Types - Location Hierarchy - Supervisory Organization - Cost Center Organization - Company and Region Setup |
| Topic 3: Business Processes | 15% | - Business Process Configuration - Condition Rules - Step Types (Approval, Review, To Do) - Business Process Framework |
| Topic 4: Reporting | 15% | - Report Writer Basics - Matrix and Transposed Reports - Advanced Reports - Dashboards and Analytics |
| Topic 5: Configuration Security | 15% | - Business Process Security - Functional and Integration Security - Domain Security Policies - Security Groups |
| Topic 6: Staffing Setup | 20% | - Hiring Restrictions - Position Management - Worker Types and Subtypes - Staffing Models |
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NEW QUESTION # 107
You need to prevent Contingent Workers from accessing the Pay App (Delivered Worklet) on their Home landing page. How do you accomplish this?
Answer: D
Explanation:
To prevent Contingent Workers from accessing thePay app (worklet), the correct action is toremove their associated security group from the domain security policythat governs access to the pay-related data.
Workday usesdomain security policiesto control access to data and reports, including worklets on the home page. The Pay worklet is driven by access to certain domains such as "View Payslip," "View Pay Results," and "Worker Pay." If Contingent Workers are part of a security group (e.g., Contingent Worker View Only) that is granted access to these domains, they will see the Pay worklet.
Byremovingthis group from the domain policy, you revoke their access to the data and thus remove the visibility of the worklet itself.
Workday Pro HCM -Core Security Fundamentals, "Domain Security Policies and Worklet Access" section.
NEW QUESTION # 108
An employee istransferring from one supervisory organization to anotherand is subject to acompensation change.
Whatcompensation business processwill theChange Jobtransaction trigger?
Answer: D
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 # 109
Refer to the following scenario to answer the question below. A position has the following restrictions: Job Profile: Staff HR Representative; Location: New York, San Francisco; Worker Type: Employee. All other optional values are blank. What Worker Subtype can the manager select when hiring into this position?
Answer: A
Explanation:
In Workday staffing, position restrictions define which values are allowed when a worker is hired into a position. In this scenario, Worker Type is restricted to Employee, but Worker Subtype is blank. A blank optional restriction does not mean the manager cannot select a value; it means the value is not restricted by that specific field. Because Worker Type is restricted to Employee, the available subtypes must be valid subtypes under the Employee worker type. The manager can therefore select any Worker Subtype that belongs to Employee, such as Regular or another configured employee subtype. The answer is not Employee because Employee is a worker type, not a worker subtype. Contingent Worker is incorrect because it is a different worker type and is excluded by the Employee restriction. Any subtype of the Contingent Worker worker type is also incorrect because contingent worker subtypes are not valid when the position is restricted to Employee. The restriction framework narrows subtype choices through the selected worker type. Therefore, any subtype of the Employee Worker Type is correct. Reference topics: Staffing, Position Restrictions, Worker Type, Worker Subtype, and position-based hiring controls.
NEW QUESTION # 110
Refer to the following scenario to answer the question below. You need to group members of multiple organizations to track and report on revenue and expense-related financial transactions. What report lets you view organization activities grouped by effective date?
Answer: B
Explanation:
The report used to view organization activities grouped by effective date is Reorganizations. In Workday, organization changes are effective-dated so that structural changes, hierarchy updates, included organization changes, and related organization activities can be tracked over time. Reorganization events provide a controlled way to group and review organization changes that share an effective date. This is especially important when organization structures are used for financial or workforce reporting because historical and future-dated changes must be auditable. Find Events can locate business process events, but it is not the best report for reviewing organization activities grouped by effective date. Org Chart provides a visual view of reporting or organization structure, not a grouped list of organization activities by effective date. Navigate Hierarchy supports browsing through hierarchy relationships but does not serve as the effective-dated organization activity report. Because the scenario asks specifically for viewing organization activities grouped by effective date, Reorganizations is the correct answer. Reference topics: Organizations, Reorganization Events, Effective Dating, Organization Activities, and hierarchy maintenance.
NEW QUESTION # 111
What task do you use to update job profiles?
Answer: C
Explanation:
In Workday HCM, job profiles are foundational configuration objects that define the structure of work across the organization, including job responsibilities, job family, job family group, management level, worker type eligibility, and other job architecture attributes. Because job profiles are shared across many workers, positions, and business processes, Workday strictly controls how they are updated to preserve data integrity and reporting accuracy.
The correct task used to update existing job profiles is Maintain Job Profile. This task is specifically designed to allow authorized users to modify job profile attributes in a controlled and auditable way. Using Maintain Job Profile ensures that updates-such as changes to job titles, job family assignments, compensation eligibility, or reporting attributes-are applied consistently across the system wherever the job profile is referenced.
The Create Job Profile task is only used to create new job profiles and cannot be used to update existing ones. Edit Job Profile is not a standard Workday-delivered task for job profile maintenance and is therefore not a valid option. View Job Profile provides read-only access and does not allow any changes to be made.
From a Workday Pro HCM best-practice perspective, separating creation, maintenance, and viewing tasks ensures proper governance, security role control, and auditability. The Maintain Job Profile task also supports effective job architecture management by enabling organizations to evolve roles over time without disrupting worker assignments or downstream processes.
Therefore, the correct and Workday-verified task used to update job profiles is Maintain Job Profile.
NEW QUESTION # 112
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