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| Section | Weight | Objectives |
|---|---|---|
| Business Process Fundamentals | 20% | - Business Process Framework - Validation and Process Rules - Workflow Configuration and Steps |
| HCM Fundamentals | 60% | - Compensation Framework Basics - Worker Data Management - Navigation and System Basics - Job Profiles, Positions and Job Families - Organizations and Staffing Models |
| Security Fundamentals | - Groups and Role-Based Access - Security Domains and Policies | |
| Report Writer Fundamentals | 20% | - Standard Reports vs Matrix Reports - Report Creation and Customization - Data Sources and Fields |
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NEW QUESTION # 64
You added asigning bonusduring theOfferevent, but the signing bonus didnot carry forwardinto theHire event.
What is missing from your configuration?
Answer: C
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 # 65
You want a consolidated approval chain step to execute only if the worker is moving to a new country and the management level is vice president or above. What type of condition rule accomplishes this?
Answer: D
Explanation:
An Entry condition rule controls whether a business process step should run when Workday reaches that step.
In this scenario, the consolidated approval chain should execute only when two criteria are true: the worker is moving to a new country and the worker's management level is vice president or above. That is a gatekeeping requirement for the step itself. The system must evaluate the rule before the step launches, and if the rule is false, the step should be skipped. A While Running condition is evaluated during execution and is not the standard mechanism for deciding whether a step should initially be included. An Exit condition controls whether the process can leave a step or continue after a step, not whether the step should start. A Validation condition is used to enforce data-entry requirements or prevent submission when values are invalid, not to conditionally route an approval chain. Because the requirement is to make the consolidated approval chain appear only when specific transaction facts are true, the correct rule type is Entry. Reference topics: Business Processes, Step Conditions, Entry Condition Rules, Consolidated Approval Chains, and conditional routing.
NEW QUESTION # 66
An employee is transferring to a new location using the Change Job business process. Prior to the transfer, they were intentionally assigned an allowance plan with no eligibility criteria, and they must retain this plan after the transfer.
The compensation partner is responsible for ensuring the plan assignment remains unchanged.
What should the compensation partner do?
Answer: B
Explanation:
During a Change Job event, Workday re-evaluates compensation plan eligibility based on the employee's updated attributes, such as location. Even if an allowance plan has no eligibility rules, it can still be removed during the Propose Compensation Change step if not explicitly retained.
The correct way to ensure that an intentionally assigned allowance plan remains on the employee's record is for the compensation partner to restore or re-add the plan during the Propose Compensation Change subprocess of the Change Job transaction. This keeps the correction within the same business process and ensures accurate audit tracking.
Request Compensation Change is a standalone process and should not be used mid-transaction. Plan adjustments and rollouts are bulk tools and are not appropriate for correcting a single employee during an in- flight job change.
Therefore, restoring the plan during Propose Compensation Change is the correct and Workday-supported approach, making option D correct.
NEW QUESTION # 67
Scenario:
A new supervisory organization has been created. The staffing model has been assigned so that there isno limit on the number of jobs that are filled.
The organization is now ready for staffing. You want to limit theWorker TypeandLocationsthat are available.
What business process accomplishes this?
Answer: C
Explanation:
The correct answer isD - Edit Hiring Restrictions.
In this scenario, the supervisory organization uses theJob Managementstaffing model ("no limit on the number of jobs"). Because there are no discrete positions, you control staffing limits throughHiring Restrictionsrather than position-level restrictions.
TheEdit Hiring Restrictionstask allows administrators to specify criteria such as:
* Worker Type(Employee, Contingent Worker)
* Location
* Job Family / Job Profile
* Time Type(Full-time, Part-time)
This ensures that hiring aligns with organizational policy even when positions are not individually managed.
For organizations usingPosition Management, the corresponding task would beEdit Position Restrictions instead.
Reference:Workday Pro HCM -Hiring and Staffing Models Guide, "Using Hiring Restrictions in Job Management Organizations."
NEW QUESTION # 68
Your client wants to select a staffing model that will allow them totrack the time to fill a position.
What staffing model should they use?
Answer: D
NEW QUESTION # 69
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