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| Section | Weight | Objectives |
|---|---|---|
| Reporting | 15% | - Advanced Reports - Dashboards and Analytics - Report Writer Basics - Matrix and Transposed Reports |
| Configuration Security | 15% | - Functional and Integration Security - Domain Security Policies - Security Groups - Business Process Security |
| Organizations | 20% | - Supervisory Organization - Company and Region Setup - Location Hierarchy - Organization Types - Cost Center Organization |
| Staffing Setup | 20% | - Worker Types and Subtypes - Staffing Models - Position Management - Hiring Restrictions |
| Jobs and Positions | 15% | - Compensation Grades and Plans - Job Families - Position Setup and Restrictions - Job Profiles and Management |
| Business Processes | 15% | - Business Process Framework - Business Process Configuration - Step Types (Approval, Review, To Do) - Condition Rules |
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NEW QUESTION # 98
An end user is creating a new cost center. What determines the values that the user can select in the subtype field?
Answer: C
Explanation:
Comprehensive and Detailed Explanation (Paraphrased from Workday Pro HCM Core - Organizations Configuration and Setup Guide, 2023R2):
The values available in theSubtype fieldwhen creating a newCost Centerare determined by thesubtypes configured for that specific organization type. Each organization type (e.g., Company, Cost Center, Region, or Supervisory) can have one or more associated subtypes that define additional categorization or behavior.
During configuration, administrators define which subtypes are valid for each organization type. Hence, when an end user creates a Cost Center, only thesubtypes associated with the "Cost Center" organization type will appear in the selection list.
Options A, C, and D are incorrect because subtypes arenot influenced by location, user role, or system recommendations- they are strictly defined in the configuration setup.
Reference (Paraphrased Source):
Workday Pro HCM Core - Organizations Configuration Guide (2023R2), Section: "Defining Organization Types and Subtypes."
NEW QUESTION # 99
What statement describes how to configure job families and job family groups?
Answer: D
Explanation:
Job families and job family groups provide a controlled hierarchy for organizing job profiles. In this structure, a job family is associated with a job family group, and the relationship supports consistent reporting and classification of jobs across the tenant. The correct statement is that you can associate a job family with only one job family group. This maintains a clean parent-child relationship and prevents the same job family from rolling up inconsistently into multiple higher-level groupings. The option stating that a job profile belongs to only one job family group is not the best configuration statement because job profiles are organized through job families rather than directly through family groups in this context. The option that a job family can be associated with multiple job family groups conflicts with the single-parent rollup behavior needed for consistent hierarchy reporting. The option that a job profile can be associated into only one job family is also not the correct statement being tested here. The key rule is the relationship between job family and job family group. Therefore, option A is correct. Reference topics: Staffing, Job Profiles, Job Families, Job Family Groups, and job architecture hierarchy configuration.
NEW QUESTION # 100
Managers need to view their direct reports' data.
What setting in the Maintain Assignable Roles task grants them this access?
Answer: A
Explanation:
In Workday HCM, access to direct reports' data is primarily driven by managerial relationships within the supervisory organization hierarchy. The Maintain Assignable Roles task is used to define how role-based security groups can be assigned and how access is derived from organizational relationships.
The setting that grants managers access to their direct reports' data is Is Leader. When a role-based security group is configured with the Is Leader designation, Workday evaluates the worker's role as a manager (leader) of a supervisory organization. This enables leader-based security access, allowing managers to view and act on data for workers who report directly to them (and, depending on configuration, potentially their subordinates).
This setting is foundational for manager self-service and manager insights, such as viewing team profiles, compensation, performance data, and other worker-related information tied to reporting relationships. Without the Is Leader setting, Workday would not recognize the user as having leader-based authority over the workers in the supervisory organization.
The other options do not provide this access. Enabled for Location Hierarchy grants access based on location structure, not reporting relationships. Is Supporting is used for roles like HR Partners or Finance Partners who support an organization but are not managers. Enabled for Supervisory Organization controls where a role can be assigned, not whether it confers manager-level access.
From a Workday Pro HCM best-practice perspective, Is Leader is the critical configuration that ensures managers can view and manage their direct reports' data appropriately. Therefore, the correct and Workday- verified answer is Is Leader.
NEW QUESTION # 101
You created aRole-Based (Constrained)security group and aUser-Basedsecurity group. Both security groups have access to approve compensation changes.
What access will members of each group have?
Answer: A
Explanation:
The correct answer isA - Role-Based (Constrained) can approve compensation of workers they are assigned to support. User-Based can approve compensation of all workers.
In Workday,Role-Based (Constrained)security groups restrict access based on an assigned organization or supervisory hierarchy. Members of a constrained role (such asCompensation Partner) can perform actions- like approving compensation changes-only for workers within their assigned supervisory organizations.
Conversely,User-Basedsecurity groups arenot tied to an organizationunless specifically constrained, and typically haveunconstrained, tenant-wide access. When both security groups have access to the same domain or business process (e.g., "Approve Compensation Change"), theUser-Basedgroup can approve changes for all workers, while theRole-Based (Constrained)group's access is limited by their assigned scope.
Reference:Workday Pro HCM -Security Fundamentals, "Constrained vs. Unconstrained Access in Role- Based and User-Based Security Groups."
NEW QUESTION # 102
You edited a business process security policy to grant access to initiate a business process event.
Without further action, what is the status of the business process security policy changes?
Answer: A
Explanation:
In Workday HCM, changes made to security policies, including business process security policies, follow a two-step lifecycle: save and activate. When you edit a business process security policy-such as granting a security group permission to initiate a business process event-those changes are initially saved only. At this stage, the changes exist in the tenant but are not yet active or enforced.
Workday requires administrators to explicitly run the Activate Pending Security Policy Changes task to make any saved security updates effective. This design ensures controlled deployment of security changes and allows administrators to review, bundle, and activate multiple security updates at once. Until activation occurs, users will not experience any change in access or behavior.
Option B is incorrect because Workday does not automatically activate security policy changes. Option A is incorrect because saving a security policy does not generate an error; it simply leaves the changes inactive.
Option D is incorrect because Security Evaluation Moments are system-defined events used by Workday to re-evaluate security, but they are not created automatically as a result of editing a policy.
From a Workday Pro HCM best-practice standpoint, administrators should always validate security updates by confirming that pending changes are activated and tested. Failing to activate pending changes is a common reason why expected access updates do not take effect.
Therefore, without further action, the correct and Workday-verified status is that your changes are saved, but not in effect until they are activated.
NEW QUESTION # 103
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