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

TopicDetails
Topic 1
  • 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 2
  • 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 3
  • 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 4
  • 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 5
  • 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 6
  • 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 7
  • 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 8
  • 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 9
  • Sorting and Filtering: This section of the exam measures the skills of Workday Report Developers and focuses on improving data presentation. Candidates are evaluated on their ability to apply effective sorting, filtering, and logic-building techniques to generate accurate results.
Topic 10
  • 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 11
  • 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 12
  • 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 13
  • 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 14
  • 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 15
  • 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 16
  • 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.

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Workday Pro HCM Core Certification Exam Sample Questions (Q50-Q55):

NEW QUESTION # 50
Refer to the following scenario to answer the question below. You need to group members of multiple organizations to track and report on revenue and expense-related financial transactions. What organization type do you create to meet this requirement?

Answer: A

Explanation:
Revenue and expense-related financial transactions in Workday are normally tracked through financial organization structures such as cost centers. When a business needs to group members of multiple organizations for reporting on revenue and expense activity, a Cost Center Hierarchy is the correct organization type. Cost centers identify where costs, expenses, and financial accountability are assigned. A hierarchy allows multiple cost centers to be rolled up for consolidated reporting, financial analysis, budgeting, and management review. A Region Hierarchy can group geographic regions, but geography is not the primary driver for revenue and expense reporting in this scenario. A Supervisory Organization Hierarchy is used for worker reporting relationships and staffing, not financial transaction grouping. A Location Hierarchy groups physical locations and may support workforce or facilities reporting, but it is not the appropriate structure for tracking financial transactions by revenue and expense. Therefore, the correct organization type is Cost Center Hierarchy. Reference topics: Organizations, Cost Centers, Cost Center Hierarchies, Organization Assignments, and financial transaction reporting.


NEW QUESTION # 51
What type of notifications does Workday deliver?

Answer: A

Explanation:
Workday deliversOverdue Notificationsautomatically to remind users that a step or task within a business process has not been completed within the expected time frame. These notifications are part of Workday's built-in process monitoring and are generated by the system based on defined due dates or completion delays.
Overdue notifications ensure accountability by alerting users when a step is pending beyond its due date, helping maintain compliance with HR and operational timelines.
Options A (Custom) and C (Alert) refer to user-configurable messages and rule-based triggers that administrators create, but they arenot delivered automatically by Workdayunless specifically configured.
Option D (System) refers to general system messages, not process-driven notifications.
Reference (Paraphrased Source):
Workday Pro HCM Core - Business Process Framework Configuration Guide (2023R2), Section: "Workday- Delivered Notifications and Overdue Task Alerts."


NEW QUESTION # 52
Which tasks can be executed from a business process step to create a new condition rule? (Select two correct answers.)

Answer: A,D

Explanation:
In Workday,condition rulesdetermine whether a step executes, routes, or triggers based on defined criteria such as job attributes, location, or organization. There are two primary ways to create or associate condition rules directly from a business process step:
* Create Condition Rule (Option C)- allows a user to define a new condition rule directly from within the step configuration screen. This opens the condition rule editor where criteria can be defined using Workday attributes.
* Maintain Step Conditions (Option D)- provides the option to assign existing condition rules or create new ones for the selected step. This is often used to ensure that certain steps run only when specific business conditions are met.
Options A and B are incorrect:
* Maintain Advanced Routing Restrictions(A) is related to security routing and worktag-based participant logic, not condition rule creation.
* Maintain Step Delay(B) controls timing (delaying execution by hours or days), unrelated to conditions.
Reference (Paraphrased Source):
Workday Pro HCM Core - Business Process Framework and Condition Rule Configuration Guide (2023R2)
- Sections: "Creating and Maintaining Condition Rules" and "Step-Level Configuration."


NEW QUESTION # 53
The Total Rewards team inLATAMnotices that the13th-month period salary planfor employees inRio de Janeiroisnot included in total base pay. All eligible employees are assigned a period salary plan with a compensation element namedBrazil Holiday Pay.
How can you include this plan inBrazil employees' total base pay?

Answer: B

Explanation:
In Workday,total base paycalculations are controlled bygrade profiles, specifically through theBase Pay Elementsfield. This field determines which compensation elements are included when evaluating base pay ranges such as minimum, midpoint, and maximum.
In this scenario, employees are correctly assigned aperiod salary planwith theBrazil Holiday Pay compensation element, but that element is not included in total base pay. This indicates that the grade profiles for Brazil do not currently include this element in the Base Pay Elements configuration.
Compensation bases are used for plan calculations and validations, not for defining base pay composition.
Compensation elements must be included in the grade profile to affect base pay ranges. Salary plans and period salary plans reference compensation elements but do not control base pay inclusion.
By addingBrazil Holiday Payto theBase Pay Elementsfield on theBrazil grade profiles, Workday will include the 13th-month payment in total base pay calculations for employees in Brazil.
Therefore, optionDis the correct and Workday-supported solution.


NEW QUESTION # 54
What location usage defines the worker's physical location?

Answer: B

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 # 55
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