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| Section | Weight | Objectives |
|---|---|---|
| Business Processes | 15% | - Business Process Configuration - Condition Rules - Step Types (Approval, Review, To Do) - Business Process Framework |
| Reporting | 15% | - Dashboards and Analytics - Report Writer Basics - Matrix and Transposed Reports - Advanced Reports |
| Jobs and Positions | 15% | - Job Profiles and Management - Compensation Grades and Plans - Position Setup and Restrictions - Job Families |
| Organizations | 20% | - Location Hierarchy - Company and Region Setup - Organization Types - Cost Center Organization - Supervisory Organization |
| Staffing Setup | 20% | - Hiring Restrictions - Worker Types and Subtypes - Staffing Models - Position Management |
| Configuration Security | 15% | - Functional and Integration Security - Domain Security Policies - Security Groups - Business Process Security |
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NEW QUESTION # 87
What security group does Workday deliver that allows employees to change theirhome address?
Answer: C
Explanation:
The correct answer isA - Employee-as-Self.
Employee-as-Selfis adelivered Workday user-based security groupautomatically assigned to all active workers within the tenant. This group allows employees toview and update their own personal data, such as home address, phone number, emergency contacts, and other self-service information.
The permissions for this group are defined indomain security policiesrelated to personal data, such asWorker Data: Personal InformationandWorker Data: Home Contact Information. Employees only have access to modify their own records, not those of others.
This self-service model is central to Workday's HCM design, empowering employees to maintain accurate personal information without administrator intervention.
Reference:Workday Pro HCM -Security and Self-Service Fundamentals, "Employee-as-Self Delivered Security Group" section.
NEW QUESTION # 88
Airplane pilots receive a base salary as compensation. They also receive compensation based on the number of kilometers flown . The more they fly, the more they get paid.
You need to create a plan to show estimated wages based on kilometers flown to include in an offer letter.
What type of plan should you create?
Answer: C
Explanation:
A unit salary plan in 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 represents variable earnings tied to ongoing work output , which aligns exactly with the purpose of a unit salary plan. Workday allows administrators to define a rate 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.
A period salary plan is used for fixed salaries distributed over defined pay periods and cannot model variable, unit-driven earnings. A one-time payment plan is intended for bonuses or ad-hoc payments and does not support ongoing estimation. A unit-based allowance plan is typically used for reimbursements or allowances, not base compensation tied to work output.
Therefore, the unit salary plan is the correct choice for modeling and presenting estimated wages based on kilometers flown, making option B the correct answer.
NEW QUESTION # 89
A company is in the process of introducing pay ranges for specific job profiles to ensure fair and competitive compensation. These pay ranges are implemented ascompensation gradesin Workday.
What role do compensation grades fulfill within the Workday compensation framework?
Answer: A
Explanation:
In Workday HCM,compensation gradesare a foundational component of the compensation framework and are primarily used to definepay ranges(minimum, midpoint, and maximum) for roles within the organization.
These grades are typically associated with job profiles, positions, or job families to ensure internal equity and market competitiveness.
From a transactional perspective, compensation gradesguide users with appropriate security access-such as HR Partners or Compensation Partners-when entering or proposing compensation amounts during staffing and compensation events. When a worker is hired, promoted, transferred, or receives a compensation change, the assigned compensation grade determines the acceptable pay range that can be entered in the transaction. This ensures consistency, compliance with company policy, and alignment with compensation strategy.
Compensation grades donotcalculate compensation basis, connect compensation to payroll earnings, or determine overtime eligibility. Those functions are handled by compensation basis rules, payroll mappings, and time tracking or FLSA status configurations, respectively. Instead, compensation grades act asreference structuresthat inform and constrain compensation entry, often working in conjunction with compensation plans and guidelines.
Additionally, compensation grades can be used in reporting and analytics to compare compensation across roles and to identify exceptions where pay falls outside the defined range. Overall, their primary purpose is to provide guidance and controls for entering specific pay rates, making option D the correct answer according to Workday Pro HCM best practices.
NEW QUESTION # 90
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 # 91
You want a report's results to be organized by the name of the worker's supervisory organization for any user running the report. What report configuration accomplishes this?
Answer: A
Explanation:
Comprehensive and Detailed Explanation (Paraphrased from Workday Pro HCM Core - Reporting and Analytics Guide, 2023R2):
In Workday Reporting, to organize or arrange the display of report results based on specific criteria - such as theSupervisory Organization Name- you use theSortconfiguration option.
Sorting determines the order in which records appear when the report is executed. In this case, by sorting on the Supervisory Organization Name field, all workers will be grouped together under their respective organization, making the output intuitive and structured for analysis.
Option B (Share) controls who has access to the report.
Option C (Filter) limits which records are included in the results.
Option D (Subfilter) refines filter logic but does not control display order.
Thus,Sortis the correct configuration feature to organize report results for any user running the report.
Reference (Paraphrased Source):
Workday Pro HCM Core - Reporting Configuration and Design Guide (2023R2), Section: "Sorting, Grouping, and Display Options in Custom Reports."
NEW QUESTION # 92
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