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

TopicDetails
Topic 1
  • 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 2
  • 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 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
  • 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 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: 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 7
  • 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 8
  • 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 9
  • 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.

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Workday Pro HCM Core Certification Exam Sample Questions (Q116-Q121):

NEW QUESTION # 116
You want to displayonly relevant compensation plan sectionsduring thePropose Compensation Change step of theChange Jobbusiness process, for both internal job changes and internal hires.
What setting enables Workday to determine which plan sections to display based onworker eligibilityand user security permissions?

Answer: B

Explanation:
TheDynamic Display for Compensation Plan Sectionssetting allows Workday to intelligently show or hide compensation plan sections during compensation events based onplan eligibilityandsecurity permissionsof the user performing the transaction.
When enabled, Workday evaluates:
* Whether the worker is eligible for a plan
* Whether the user has security access to view or edit the plan
This results in a cleaner, more relevant user experience and reduces errors during compensation proposals.
Segment security controls access but does not dynamically hide sections. Eligibility performance enhancements affect rule evaluation speed, not UI behavior. Hiding Total Salary & Allowances is cosmetic and does not control plan section logic.
Therefore, optionBis the correct and recommended configuration.


NEW QUESTION # 117
When employees request a one-time payment for themselves, they can currently view and update the Gross Up and Send to Payroll checkboxes, which could impact payment results.
How can you prevent employees from updating these options?

Answer: B

Explanation:
In Workday, field-level visibility during business processes-especially for self-service events-is controlled through Optional Fields configuration, not security domains. The Request One-Time Payment for Self process has its own optional field settings that allow administrators to show or hide specific fields for employees.
To prevent employees from modifying sensitive options such as Gross Up and Send to Payroll, administrators must configure Optional Fields specifically for the Request One-Time Payment for Self process and hide those checkboxes. This preserves the self-service capability while enforcing governance and preventing unintended financial impact.
Removing security domain access would block employees from initiating the process entirely, which does not meet the requirement. Configuring optional fields on the administrator-driven Request One-Time Payment process would not affect self-service behavior.
Therefore, the correct and precise solution is to configure Optional Fields for Request One-Time Payment for Self and hide the fields, making option D correct.


NEW QUESTION # 118
What statement describes how to configure job families and job family groups?

Answer: A

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 # 119
An employee is eligible for the following compensation bases:
* International Compensation (ranking 2)
* Management Compensation (ranking 1)
* Sales Compensation (ranking 3)
What compensation basis will display as the employee's primary compensation basis?

Answer: D

Explanation:
In Workday, when an employee qualifies for multiple compensation bases, the system determines the primary compensation basis using the ranking value. The rule is straightforward and consistently tested:
the compensation basis with the lowest numerical ranking takes precedence.
In this scenario, the employee is eligible for three ranked compensation bases:
* Management Compensation (ranking 1)
* International Compensation (ranking 2)
* Sales Compensation (ranking 3)
Because ranking 1 has the highest priority, Management Compensation is selected as the employee's primary compensation basis. This primary basis is used for compensation calculations, validations, guideline enforcement, and display during compensation events.
Delivered bases such as Total Base Pay are irrelevant unless explicitly eligible and ranked. Workday does not average or combine ranked bases-only one primary basis is selected based on ranking precedence.
Therefore, Management Compensation will display as the primary compensation basis, making option C correct.


NEW QUESTION # 120
You initiate a job change for a worker to transfer them from a position management organization to a job management organization.
What statement describes the worker ' s previous position?

Answer: A


NEW QUESTION # 121
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