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

Topic	Details
Topic 1	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 2	Jobs and Positions: This section of the exam measures the skills of HR Operations Specialists and focuses on managing positions and employee life cycle processes. It includes creating positions, applying hiring restrictions, performing job changes, managing staffing movements, and handling employee terminations. The section also covers contingent worker management and contract administration.
Topic 3	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 4	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 5	Reporting Overview: This section of the exam measures the skills of Workday Reporting Analysts and introduces candidates to standard report modification. It focuses on copying, editing, and adapting reports to meet organizational requirements.
Topic 6	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 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	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 9	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.
Topic 10	Job Profiles: This section of the exam measures the skills of Talent Management Specialists and includes creating, editing, and managing job profiles. It also covers understanding the relationship between job profiles, jobs, positions, and workers. Candidates are expected to create job family groups, build job requisitions, and ensure job structures align with workforce needs.
Topic 11	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 12	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 13	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 14	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.

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Workday Pro HCM Core Certification Exam Sample Questions (Q36-Q41):

NEW QUESTION # 36
What location usage defines the worker's physical location?

A. Business Asset
B. Campus
C. Business Site
D. Job Posting

Answer: C

Explanation:
In Workday HCM, location usage determines how a location is used across business processes such as staffing, reporting, payroll, and compliance. Each location can have one or more usage types, and selecting the correct usage is critical to ensure accurate worker records and downstream processing.
The location usage that defines a worker's physical work location is Business Site. A Business Site represents the actual, physical place where a worker performs their job duties, such as an office, plant, store, or warehouse. This usage is foundational in Workday and is commonly associated with employment details, including work address, tax reporting, payroll processing, and regulatory compliance. When a worker is hired or changes jobs, the Business Site is typically the location tied directly to the worker's position or job assignment.
The other options do not fulfill this purpose. Campus is used to group multiple business sites together, often for reporting or organizational purposes, but it does not directly represent where an individual worker physically works. Job Posting locations are used exclusively in recruiting to indicate where a job is advertised and may not reflect the worker's actual work location. Business Asset is used to associate physical assets, such as equipment or facilities, with a location and is not intended for worker assignment.
From a Workday Pro HCM perspective, correctly identifying the Business Site as the worker's physical location ensures consistency across staffing, payroll, benefits, and compliance processes. It supports accurate reporting and enables Workday to apply location-based rules and calculations correctly.
Therefore, the correct and Workday-verified answer is Business Site.

NEW QUESTION # 37
You want the company organization to default in when you hire workers. What task should you run from the supervisory organization to accomplish this?

A. Edit Supervisory Organization
B. Edit Name/Code
C. Create Position
D. Assign Roles

Answer: A

Explanation:
Comprehensive and Detailed Explanation (Paraphrased from Workday Pro HCM Core - Organizations Configuration Guide, 2023R2):
To have the Company Organization automatically default when hiring workers into a supervisory organization, you must update the organization settings through the Edit Supervisory Organization task.
This task allows you to define default organization assignments, including Company, Cost Center, Region
, and Custom Organizations. Once these defaults are set, Workday automatically populates these values during staffing events such as Hire or Add Job, reducing manual entry and ensuring consistent data alignment across the hierarchy.
Option B (Create Position) is used to define positions within the supervisory org, not defaults.
Option C (Edit Name/Code) modifies identifiers only.
Option D (Assign Roles) relates to security role assignments.
Therefore, Edit Supervisory Organization is the correct task to establish the default Company for new hires.
Reference (Paraphrased Source):
Workday Pro HCM Core - Organizations Configuration Guide (2023R2), Section: "Defining Default Organization Assignments."

NEW QUESTION # 38
You need to prevent Contingent Workers from accessing the Pay App (Delivered Worklet) on their Home landing page. How do you accomplish this?

A. Remove the security group from the business process security policy.
B. Add the security group to the business process security policy.
C. Add the security group to the domain security policy.
D. Remove the security group from the domain security policy.

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 # 39
What action can you take after a business process completes?

A. Delegate
B. Rescind
C. Reassign
D. Cancel

Answer: B

Explanation:
After a business process completes in Workday, the valid corrective action that can be taken is toRescindthe process. TheRescindaction allows an authorized user (typically with HR Partner or BP Administrator access) to reverse the completed business process, effectively undoing the transaction and restoring the system to its prior state.
This is often used when incorrect data was entered, or when the transaction was completed prematurely.
Rescinding a process automatically generates related rescind events and notifications, ensuring system integrity.
Option A (Cancel) applies toin-progressbusiness processes only - it stops a process before completion.
Option B (Reassign) allows task ownership changes while a process is active but not after completion.
Option D (Delegate) is a security feature for work delegation, not a post-completion action.
Thus,Rescindis the only valid corrective action once a BP is finalized.
Reference (Paraphrased Source):
Workday Pro HCM Core - Business Process Framework and Transaction Correction Guide (2023R2), Section: "Rescind and Cancel Business Processes."

NEW QUESTION # 40
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 not restricted.
A manager wants to hire someone with the following details:
* Job Profile: Staff HR Representative
* Location: London
* Time Type: Full Time
Why is the manager unable to complete the hire?

A. The manager cannot specify the Hire Reason.
B. The manager cannot select London because it is not in the list of hiring restrictions for location.
C. The manager cannot specify more requirements than there are hiring restrictions.
D. The manager cannot select Full Time because time type is not a hiring restriction.

Answer: B

Explanation:
In Workday HCM, hiring restrictions define the allowable values a manager can select when hiring into a position or job management organization. These restrictions are enforced strictly to ensure governance, compliance, and consistency in staffing decisions. When a value is explicitly restricted, only the values defined in the restriction are valid during the hire process.
In this scenario, the position has hiring restrictions configured for Location, allowing only New York and San Francisco. Although other attributes such as time type are not restricted and therefore remain flexible, location is explicitly constrained. When the manager attempts to hire a worker with the location set to London
, Workday prevents the transaction from continuing because London is not included in the allowed location values for the position.
The job profile requirement is met, as both the position and the hire specify Staff HR Representative, and the worker type also aligns with the restriction of Employee. The Time Type: Full Time does not cause an issue because time type is not restricted, meaning any valid time type can be selected.
Option A is incorrect because managers are allowed to specify values beyond the restricted fields, as long as they comply with any existing restrictions. Option B is unrelated to the scenario, as the issue is not related to hire reason configuration. Option D is incorrect because unrestricted fields do not block hiring.
From a Workday Pro HCM perspective, this scenario reinforces the importance of reviewing position hiring restrictions carefully. Any attempt to select a value outside a defined restriction-such as an unauthorized location-will result in the hire being blocked. Therefore, the correct answer is the manager cannot select London because it is not in the list of hiring restrictions for location.

NEW QUESTION # 41
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