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| Section | Weight | Objectives |
|---|---|---|
| Topic 1: Reporting | 15% | - Matrix and Transposed Reports - Advanced Reports - Dashboards and Analytics - Report Writer Basics |
| Topic 2: Business Processes | 15% | - Business Process Framework - Condition Rules - Step Types (Approval, Review, To Do) - Business Process Configuration |
| Topic 3: Configuration Security | 15% | - Domain Security Policies - Security Groups - Business Process Security - Functional and Integration Security |
| Topic 4: Jobs and Positions | 15% | - Job Profiles and Management - Job Families - Compensation Grades and Plans - Position Setup and Restrictions |
| Topic 5: Staffing Setup | 20% | - Position Management - Hiring Restrictions - Staffing Models - Worker Types and Subtypes |
| Topic 6: Organizations | 20% | - Company and Region Setup - Organization Types - Location Hierarchy - Cost Center Organization - Supervisory Organization |
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問題 #125
An employee istransferring from one supervisory organization to anotherand is subject to acompensation change.
Whatcompensation business processwill theChange Jobtransaction trigger?
答案：D
解題說明：
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.
問題 #126
A compensation partner runs theEmployee Compensation Step Progression Auditreport and noticesseven employeeslisted on the report.
What should you do?
答案：A
解題說明：
TheEmployee Compensation Step Progression Auditreport identifies employees who areeligible for step progressionbut havenot yet been progressed. When employees appear on this report, it indicates that step progression logic is configured correctly, but the progression has not yet been executed.
The appropriate action is to run theSchedule Automatic Step Progressiontask. This task evaluates eligibility rules, durations, and progression criteria, and then automatically moves eligible employees to the next compensation step.
Modifying compensation steps or grades is unnecessary and incorrect if progression logic already exists.
Change Job events should not be used for step progression, and grade job profile adjustments are unrelated.
Therefore, the correct action is toschedule automatic step progression, making optionDcorrect.
問題 #127
Your client frequently has special projects their employees work on. These projects are temporary and are staffed with existing employees. Your client needs a way to assign a temporary manager for each project and be able to see all the team members in the tenant. What organization type will allow them to accomplish this?
答案：C
解題說明：
Comprehensive and Detailed Explanation (Paraphrased from Workday Pro HCM Core - Organization Types and Structures Guide, 2023R2):
The correct organization type for managingtemporary project-based teamsis aMatrix Organization.
Matrix organizations are designed to group employees from different supervisory organizations to work together on a temporary or functional basis, such as projects or task forces.
This structure allows the assignment of atemporary manager (Matrix Manager)who oversees project- related activities without changing employees' primary supervisory reporting relationships. The matrix manager gains visibility into all assigned members, enabling effective project oversight.
Options A (Location Hierarchy) manages physical work locations, not project teams.
Option B (Supervisory) defines permanent reporting structures.
Option D (Pay Group) organizes workers for payroll purposes only.
Thus,Matrix Organizationprovides the flexibility and visibility required for cross-functional, project-based staffing.
Reference (Paraphrased Source):
Workday Pro HCM Core - Organizations Configuration Guide (2023R2), Section: "Matrix Organizations and Project-Based Management."
問題 #128
What report allows you to view compensation components that a worker is:
* Assigned and eligible for
* Unassigned and eligible for
* Assigned and ineligible for?
答案：B
解題說明：
TheEmployee Compensation Auditreport is the primary Workday-delivered report designed to analyze the relationship betweencompensation eligibility rulesandactual plan assignments. It explicitly categorizes compensation components into three critical groupings:
* Assigned Eligible Compensation Components
* Unassigned Eligible Compensation Components
* Assigned Ineligible Compensation Components
This makes the report uniquely suited for identifying configuration gaps, data integrity issues, and compliance risks. Compensation administrators commonly use this report to validate allowance, bonus, and salary plan assignments after eligibility rule changes, organizational updates, or mass events.
Other reports do not provide this level of eligibility comparison. Compensation Summary focuses on current compensation amounts only. Employee Compensation Details by Job Profile provides structural views without eligibility analysis. Compensation Rule Assignment lists rules, not worker-level assignment outcomes.
Therefore, the correct answer isEmployee Compensation Audit, making optionCcorrect.
問題 #129
An allowance plan has adefault value of $100 USD. The plan has three profiles:
* $110 CAD - all Toronto employees are eligible
* €80 EUR - all Paris employees are eligible
* $120 AUD - all Sydney employees are eligible
You want to give employees inDublin, Ireland €90 EURin the allowance.
How can you ensure employees in Ireland receive the correct localized amount during hirewithout affecting employees in the US?
答案：C
解題說明：
The correct way to localize allowance amounts in Workday without impacting other populations is through the use ofplan profiles. Plan profiles allow administrators to definecountry-specific or location-specific valuesusing eligibility rules, ensuring that employees automatically receive the correct amount during hire and other staffing events.
In this scenario, adding anew plan profile for Irelandwith a value of€90 EURensures that employees hired in Ireland automatically receive the correct allowance. This approach preserves the existing default value of
$100 USD for employees in the US and avoids unintended downstream impacts.
Updating the default value would affect all employees who do not meet profile eligibility, including US employees. Allowance Plan Adjustments are used to update existing assignments, not to control defaulting logic during hire. Manual compensation changes are inefficient, error-prone, and contradict Workday best practices for scalable configuration.
Therefore, adding anew allowance plan profile for Irelandis the correct, controlled, and Workday- recommended solution, making option C the correct answer.
問題 #130
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2026 KaoGuTi最新的Workday-Pro-HCM-Core PDF版考試題庫和Workday-Pro-HCM-Core考試問題和答案免費分享：https://drive.google.com/open?id=1lZMK6HxJhy1qJ0faTsgmpRo9J7MDIu9k