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

TopicDetails
Topic 1
  • 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 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
  • 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 4
  • 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 5
  • 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 6
  • 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 7
  • 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 8
  • Business Process Framework: This section of the exam measures the skills of Business Process Designers and focuses on how organizations, security, and processes interact. It includes identifying rule-based and organization-specific process definitions and understanding key business process concepts such as events, steps, and types.
Topic 9
  • Business Process Steps: This section of the exam measures the skills of Workday Implementation Consultants and focuses on executing tasks, approvals, and subprocesses within business workflows. Candidates demonstrate managing approvals and maintaining approval chains for accurate process tracking.
Topic 10
  • 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 11
  • 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.
Topic 12
  • Prompting: This section of the exam measures the skills of Report Designers and focuses on configuring prompts in report definitions. It involves identifying built-in prompts and optimizing their use to create interactive reports.
Topic 13
  • 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 14
  • 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 15
  • 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 16
  • Business Process Management: This section of the exam measures the skills of HRIS Administrators and covers managing both mass and individual business processes. It emphasizes handling multiple workflow tasks efficiently and ensuring accuracy in execution.
Topic 17
  • 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.

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Workday Pro HCM Core Certification Exam Sample Questions (Q121-Q126):

NEW QUESTION # 121
What Workday-delivered standard report type does not allow copy access?

Answer: C

Explanation:
In Workday HCM, standard reports are delivered in several formats, each designed for different reporting needs and levels of complexity. Common Workday-delivered report types include Advanced, Report Writer
, Matrix, and XpressO. While most standard reports allow users to create a copy and modify it to meet business-specific requirements, XpressO reports are the exception.
XpressO reports do not allow copy access. These reports are system-delivered, predefined reports designed for quick access to commonly needed information. They are optimized for performance and usability and are typically used as-is without customization. Because of their underlying structure and system dependencies, Workday restricts users from copying XpressO reports into custom reports.
In contrast, Advanced, Report Writer, and Matrix reports all allow copy access, provided the user has the appropriate security permissions. This capability enables report writers to duplicate delivered reports, adjust fields, filters, prompts, and layouts, and create tenant-specific reporting solutions while preserving the original delivered report.
From a Workday Pro HCM best-practice perspective, understanding which report types can be copied is important for efficient reporting design. When customization is required, report developers should start with a copyable report type rather than attempting to modify or replicate XpressO functionality. If similar data is needed, report writers can build a new Advanced or Report Writer report using the same data sources.
Therefore, the correct and Workday-verified answer is XpressO, as it is the only Workday-delivered standard report type that does not allow copy access.


NEW QUESTION # 122
You added asigning bonusduring theOfferevent, but the signing bonus didnot carry forwardinto theHire event.
What is missing from your configuration?

Answer: A

Explanation:
In Workday, compensation entered during theOfferevent only carries forward to theHireevent if it is part of thecompensation packageassociated with the job or position. Compensation packages define which plans- such as salary plans, allowance plans, andone-time payment plans-are eligible to flow through staffing events.
If a signing bonus is entered during Offer but not included in the compensation package, Workday treats it as an isolated entry that does not persist into Hire. This behavior is by design to ensure consistency and control over compensation structures.
Security policies, approval steps, and subprocess configuration do not control whether compensation carries forward between Offer and Hire. The determining factor is inclusion in the compensation package.
Therefore, to ensure the signing bonus carries forward, theSigning Bonus one-time payment plan must be included in the compensation package, making optionAcorrect.


NEW QUESTION # 123
What options are available when configuring a business process notification?

Answer: C

Explanation:
When configuring Business Process Notifications in Workday, administrators can define the recipient based on a specific Workday Account . This allows precise targeting of individuals or security groups (e.g., HR Partner, Manager, or specific role-based accounts) who should receive the notification.
Option D is correct because "Recipient based on Workday Account" ensures the system routes the notification to the appropriate user or group dynamically, based on the context of the business event. This is essential for process transparency and timely action.
Option A ( Sender based on Workday Account ) is incorrect - the sender is system-defined ("Workday Notification"), not configurable by user account.
Option B ( On exit ) and Option C ( Trigger on In Progress ) are not valid notification configuration options; triggers are defined by process status changes such as "Awaiting Action," "Completed," or
"Denied."
Reference (Paraphrased Source):
Workday Pro HCM Core - Business Process Configuration Guide (2023R2), Section: "Business Process Notifications and Recipient Configuration."


NEW QUESTION # 124
What report allows you to view compensation components that a worker is:
* Assigned and eligible for
* Unassigned and eligible for
* Assigned and ineligible for?

Answer: C

Explanation:
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.


NEW QUESTION # 125
A manager proposes compensation for an employee and can only assign thecar allowance. When the compensation partnerapproves the change, they can assignany allowance planconfigured in the tenant, even if the employee isnot eligiblefor those plans.
Whatsecurity domainallows the compensation partner to assign allowance plans the employee is not eligible for?

Answer: C

Explanation:
In Workday, the ability to assign compensation plans-regardless of employee eligibility-is controlled by security domains, not by business process steps or guidelines. TheWorker Data: Compensation Plan Type security domain governs access to specific types of compensation plans, such as allowance plans, salary plans, or one-time payments.
When a user (such as a compensation partner) has broader access through this domain, they canassign compensation plans even when eligibility rules are not met. This is commonly granted to advanced compensation roles to allow exceptions, corrections, or special cases during approvals.
Manager roles are typically restricted by eligibility, which is why the manager can only assign the car allowance. The compensation partner's elevated security allows them to override eligibility.
The "Select Any Compensation Package" option controls package selection, not plan-level overrides.
Guidelines and manager domains do not grant override capability.
Therefore, the correct security domain isWorker Data: Compensation Plan Type, making optionDcorrect.


NEW QUESTION # 126
......

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