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| Certification Vendor: | Workday |
|---|---|
| Exam Name: | Workday Pro HCM Core Certification Exam |
| Exam Number: | Workday-Pro-HCM-Core |
| Exam Format: | Multiple choice, Proctored exam |
| Related Certifications: | Workday HCM Core |
| Available Languages: | English |
| Recommended Training: | Workday HCM Training Courses |
| Exam Registration: | Workday Certification Portal |
| Sample Questions: | Workday Workday-Pro-HCM-Core Sample Questions |
| Exam Way: | Online proctored exam delivered through Workday certification platform |
| Pre Condition: | Recommended familiarity with Workday HCM fundamentals or Workday introductory training courses. |
| Official Syllabus URL: | https://www.workday.com/en-us/services/education.html |
>> Workday-Pro-HCM-Core復習範囲 <<
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質問 # 92
When hiring a worker, you want the HR Partner to receive a task to review and update the company and cost center assigned to the new hire. What action do you add to the Hire business process to accomplish this?
正解：D
解説：
To ensure the HR Partner reviews and updates a new hire'sCompanyandCost Center, you add theChange Organization Assignmentsaction step to theHirebusiness process.
This action allows the HR Partner (or assigned role) to validate and modify organizational assignments, such as Company, Cost Center, Region, or Location, before the Hire event is finalized. It is typically positioned after the Review Employee Hire stepto confirm that all organization-level data aligns with the new worker's role and supervisory org defaults.
Option A (Review Employee Hire) is a completion-type review step and does not update organization data.
Option B (Onboarding Setup) prepares onboarding tasks, not organizational details.
Option C (Edit Workday Account) deals with account credentials and system access.
Thus,Change Organization Assignmentsis the correct step for updating or confirming company and cost center information during the hiring process.
Reference (Paraphrased Source):
Workday Pro HCM Core - Business Process Configuration Guide (2023R2), Section: "Adding and Configuring Organization Assignment Steps in Staffing BPs."
質問 # 93
A company wants to create a compensation basis for their sales team. This basis should include:
Base salary
Monthly commission earnings
Quarterly bonus plan
How should they configure this compensation basis?
正解：C
解説：
In Workday, a configurable compensation basis is used when an organization needs to group multiple compensation plans-such as salary, commission, and bonus-for purposes of calculation, validation, guidelines, and reporting. This type of basis allows administrators to explicitly select which compensation plans are included and define how they interact.
For a sales team, compensation commonly consists of base salary, variable commission earnings, and incentive or bonus plans. A configurable compensation basis is the only option that supports combining these different plan types into a single, controlled compensation framework. It also allows ranking, eligibility rules, and advanced controls such as Manage Basis Total.
Compensation grades define pay ranges and are not used to aggregate compensation components. Calculated compensation bases derive values from formulas and are not appropriate when simply grouping plans. The delivered Total Salary and Allowances basis does not include commission plans and cannot be extended to meet this requirement.
Therefore, creating a configurable compensation basis that includes salary, commission, and bonus plans is the correct and Workday-recommended solution, making option A correct.
質問 # 94
You must add an approval by the HR executive on the Hire business process. To reduce the number of tasks sent to the HR executive, you want to group the steps to approve the hire details, compensation, and organization assignment details.
After you add a step to group all approvals, what additional task must you complete?
正解：A
解説：
In Workday HCM, consolidated approvals are used within business process definitions to reduce approval fatigue by grouping multiple related approval steps into a single task for the approver. This is especially useful for senior leaders, such as HR executives, who otherwise might receive several separate approval tasks for the same transaction-such as hire details, compensation, and organization assignments.
When you add a Consolidated Approval step to a business process, that step alone does not define what information is presented to the approver. To complete the configuration and make the consolidated approval functional, you must also complete the Configure Consolidated Template task. This task defines the approval layout and content, specifying which sections, fields, and business process steps are grouped and displayed together in the single approval task.
Without configuring the consolidated template, Workday does not know how to combine the approval content, and the consolidation will not behave as intended. The template controls the user experience for the approver and ensures all required information is reviewed in one place.
The other options do not meet this requirement. Maintain Step Conditions controls when a step runs but does not define consolidation behavior. Configure Consolidated Approval is not a delivered standalone task; consolidation is driven by the step and its template. Maintain Step Delay controls timing, not task grouping.
From a Workday Pro HCM best-practice perspective, adding a consolidated approval step must always be paired with Configure Consolidated Template to complete the setup. Therefore, the correct and Workday- verified answer is Configure Consolidated Template.
質問 # 95
While creating an Offer, you notice that default compensation configured on the job requisition is defaulting onto the offer. The location is changing, which may impact the candidate's eligibility for certain compensation elements.
How can you ensure that Workday runs eligibility rules during the Offer business process, even when default compensation exists on the job requisition?
正解：A
解説：
By default, when compensation is preconfigured on a job requisition, Workday carries those values forward into the Offer event without re-evaluating eligibility. This can cause issues when attributes such as location change, because eligibility rules tied to country, location, or other organizational attributes may no longer be valid.
The tenant-level setting Run Eligibility Rules when there is Requisition Compensation, found in Edit Tenant Setup - HCM, instructs Workday to re-run compensation eligibility rules during the Offer process, even if compensation has already defaulted from the requisition. This ensures that compensation elements are validated against the candidate's current attributes, including location.
The eligibility performance enhancement setting affects processing speed only and does not change evaluation behavior. Guideline defaulting settings impact guideline recalculation, not eligibility. Security policy edits do not control eligibility rule execution.
Therefore, enabling Run Eligibility Rules when there is Requisition Compensation is the correct configuration, making option A correct.
質問 # 96
A supervisory organization has two unfilled positions. Management has decided that they now want to use the Job Management staffing model. What is the first action you should take to change the staffing model?
正解：C
解説：
In Workday, a supervisory organization using Position Management cannot simply be changed to Job Management while open positions still exist. Position Management is position-driven, meaning positions are created as separate staffing objects and remain available for hiring until filled, closed, or otherwise removed.
If the supervisory organization has two unfilled positions and management wants to move to Job Management, the first action is to remove the position records created by the completed Create Position events. Because those position events have already produced active unfilled positions, the proper corrective action is to rescind the Create Position events rather than cancel them. Cancel applies to an in-progress business process, not to a completed event that already created a position. Editing position restrictions would only change position attributes and would not remove the position-management dependency. Setting hiring restrictions is required for Job Management, but it comes after the position records no longer block the staffing model change. Therefore, rescinding the Create Position events is the correct first step. Reference topics: Staffing, Position Management, Job Management, Create Position, and staffing model conversion rules.
質問 # 97
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