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Workday Workday-Pro-HCM-Core Exam Overview:

Certification Vendor:	Workday
Exam Name:	Workday Pro HCM Core Certification Exam
Exam Number:	Workday-Pro-HCM-Core
Related Certifications:	Workday Pro HCM Core Services
Exam Format:	Multiple Choice, Scenario-Based Items, Simulation-Style Questions
Available Languages:	English
Exam Price:	USD 800
Real Exam Qty:	50
Exam Duration:	120 minutes
Passing Score:	80%
Sample Questions:	Workday Workday-Pro-HCM-Core Sample Questions
Exam Way:	Online proctored exam (via Questionmark platform and Meazure Learning/ProctorU)
Pre Condition:	Optional preparatory courses: HCM Core for Administrators (4 days) and HCM Core Supplemental for Administrators (4 days).
Official Syllabus URL:	https://www.workday.com/en-us/why-workday/workday-certification.html

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Workday Workday-Pro-HCM-Core 시험요강:

주제	소개
주제 1	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.
주제 2	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.
주제 3	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.
주제 4	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.
주제 5	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.
주제 6	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.
주제 7	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.
주제 8	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.
주제 9	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.
주제 10	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.
주제 11	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.
주제 12	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.
주제 13	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.
주제 14	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.
주제 15	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.
주제 16	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.
주제 17	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.
주제 18	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.

최신 Human Capital Management Workday-Pro-HCM-Core 무료샘플문제 (Q131-Q136):

질문 # 131
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?

A. Add the removed plan using the Request Compensation Change task.
B. Assign the plan using the Roll Out Compensation Plans to Employees task.
C. Restore the removed plan using the Propose Compensation Change task.
D. Set up a Plan Adjustment using a default target.

정답：C

설명：
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.

질문 # 132
An end user is creating a new cost center. What determines the values that the user can select in the subtype field?

A. Subtypes that default based on the role of the end user.
B. Subtypes that Workday recommends be used for the Cost Center organization type.
C. Subtypes configured to be used for the Cost Center organization type.
D. Subtypes that default based on the location of the cost center.

정답：C

설명：
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."

질문 # 133
You want a report's results to be organized by the name of the worker's supervisory organization for any user running the report. What report configuration accomplishes this?

A. Sort
B. Share
C. Filter
D. Subfilter

정답：A

설명：
Comprehensive and Detailed Explanation (Paraphrased from Workday Pro HCM Core - Reporting and Analytics Guide, 2023R2):
In Workday Reporting, to organize or arrange the display of report results based on specific criteria - such as theSupervisory Organization Name- you use theSortconfiguration option.
Sorting determines the order in which records appear when the report is executed. In this case, by sorting on the Supervisory Organization Name field, all workers will be grouped together under their respective organization, making the output intuitive and structured for analysis.
Option B (Share) controls who has access to the report.
Option C (Filter) limits which records are included in the results.
Option D (Subfilter) refines filter logic but does not control display order.
Thus,Sortis the correct configuration feature to organize report results for any user running the report.
Reference (Paraphrased Source):
Workday Pro HCM Core - Reporting Configuration and Design Guide (2023R2), Section: "Sorting, Grouping, and Display Options in Custom Reports."

질문 # 134
Which statements about user-based security groups are true?(Select three correct answers.)

A. User-based security groups can either be constrained or unconstrained.
B. When a user is assigned as a member of a user-based security group, the user gets access to all security policies the group is assigned to.
C. User-based security groups are always unconstrained.
D. User-based security groups are typically used for administrators or specific individuals who need system-wide access.
E. Assigning a user to a user-based security group kicks off a business process.

정답：A,B,D

설명：
The correct answers areB,D, andE.
User-based security groupsare groups in which membership ismanually assignedto individual users. They are highly flexible and used primarily for administrative or elevated-access purposes.
* (B)These groupscan be either constrained or unconstrained. Constrained groups limit data access (for example, access only to workers in a particular supervisory org), while unconstrained groups provide broad system-wide visibility.
* (D)These groups are commonly used forsystem administrators, payroll admins, or HR system owners, who require full access across tenants.
* (E)Once a user is assigned to a user-based group, they automaticallyinherit access to all domains and business processesthat the security group has permissions for.
OptionAis incorrect because user-based groups are not always unconstrained; andCis incorrect because assigning users doesnot initiate a business process-it's a configuration action managed through the Maintain Security Group Memberstask.
Reference:Workday Pro HCM -Security Configuration and Administration, "User-Based Security Group Behavior and Permissions" section.

질문 # 135
A company has severalconfigurable compensation basesestablished:
* Total Cost (India):Includes salary plans, period salary plans, allowance plans, bonus plans, and retirement savings plans. Only50% of total compensationcan be used toward salary plans.
* Total Compensation Non-Sales
* Total Compensation Sales
* Total Pay (Mexico)
* Salary and Seniority(unranked)
Compensation Basis Ranking:
* Total Cost (India)
* Total Compensation Non-Sales
* Total Compensation Sales
* Total Pay (Mexico)
* Salary and Seniority (unranked)
You must ensureIndian employees keep their salary plans at 50% of their total compensation.
What should you configure on theTotal Cost (India)compensation basis?

A. Move the compensation basis ranking to 50.
B. Create and assign a fixed compensation basis.
C. Select theManage Basis Totalcheckbox and enter asalary plans maximum of 50.
D. Remove retirement plans from the compensation basis.

정답：C

설명：
In Workday,configurable compensation basesallow organizations to control how compensation plans relate to one another and to enforce limits or proportions within a total compensation structure. TheManage Basis Totaloption is specifically designed to impose constraints on how much certain plan types can contribute relative to the overall compensation basis.
In this scenario, the business requirement is to ensure thatsalary plans do not exceed 50% of the total compensationfor Indian employees. This requirement is achieved by enablingManage Basis Totalon the Total Cost (India)compensation basis and setting amaximum percentage of 50 for salary plans. This configuration enforces the rule automatically during compensation proposals and validations.
Changing the ranking of the compensation basis has no impact on percentage enforcement; rankings only determine precedence when multiple bases apply. Fixed compensation bases do not support proportional controls and would remove flexibility. Removing retirement plans would alter the total compensation calculation but would not guarantee the 50% salary cap.
Therefore, configuringManage Basis Total with a salary plan maximum of 50%is the correct and Workday-recommended solution to enforce this business rule, making option B the correct answer.

질문 # 136
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