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| Section | Weight | Objectives |
|---|---|---|
| Reporting | 15% | - Advanced Reports - Matrix and Transposed Reports - Report Writer Basics - Dashboards and Analytics |
| Business Processes | 15% | - Condition Rules - Step Types (Approval, Review, To Do) - Business Process Configuration - Business Process Framework |
| Staffing Setup | 20% | - Staffing Models - Position Management - Worker Types and Subtypes - Hiring Restrictions |
| Configuration Security | 15% | - Functional and Integration Security - Business Process Security - Domain Security Policies - Security Groups |
| Jobs and Positions | 15% | - Job Profiles and Management - Job Families - Position Setup and Restrictions - Compensation Grades and Plans |
| Organizations | 20% | - Location Hierarchy - Company and Region Setup - Supervisory Organization - Cost Center Organization - Organization Types |
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NEW QUESTION # 33
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
Explanation:
In Workday, position management and job management represent two different staffing models. In a position management organization, a worker is assigned to a specific position (a distinct headcount-controlled object with attributes like availability date, restrictions, and position details). When you initiate a job change that transfers the worker into a job management organization, the worker is no longer staffed against a position-managed role. Instead, the worker becomes staffed in a job management context, where staffing is generally based on the job/role and organization headcount rules rather than a discrete position object.
Because the worker is leaving a position-managed assignment, Workday treats the original position as vacated. The position itself typically remains in the position management organization (it does not "move" into job management), and it does not automatically cease to exist simply because the incumbent moved. As a result, the most accurate description is that the prior position becomes open and may be available for backfill
, depending on how your tenant is configured (for example, whether the position is frozen, closed, or otherwise restricted by staffing rules or business process conditions). This aligns with Workday's standard behavior: a worker transfer out of a filled position leaves an open position that can be recruited for and filled through normal staffing activities.
To meet seasonal demand, you need to hire cashiers, retail specialists, and customer service representatives.
NEW QUESTION # 34
What report listsall compensation componentsthat useany eligibility rule?
Answer: B
Explanation:
TheCompensation Rule Assignmentreport is designed to provide aconfiguration-level viewof compensation components and theeligibility rules assigned to them. This report lists all compensation plans-such as salary plans, allowance plans, bonus plans, and one-time payments-that reference an eligibility rule.
This report is especially useful for:
* Impact analysis before modifying eligibility rules
* Auditing which compensation components rely on shared rules
* Understanding eligibility dependencies across compensation configuration The Employee Compensation Audit focuses on worker assignments, not configuration. Compensation Changes tracks transactional history. Compensation Spreadsheets are manual tools and do not reflect rule usage.
Therefore, the correct report for identifying all compensation components using eligibility rules is Compensation Rule Assignment, making optionBcorrect.
NEW QUESTION # 35
What type of notifications does Workday deliver?
Answer: D
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 # 36
You must make a change to an employee'ssalarywithout changing any other worker details.
What task will you use to make thisad hocchange?
Answer: A
Explanation:
In Workday, when an organization needs to changeonly compensation details-such as base salary-without affecting job, position, organization, or other worker attributes, the correct task isRequest Compensation Change. This task is specifically designed forstandalone compensation updates.
The Transfer, Promote or Change Job task is used when job-related attributes change and should not be used for compensation-only updates. Request Grade Change modifies the employee's compensation grade but does not directly update salary amounts. Request One-Time Payment is limited to non-recurring payments and does not affect base pay.
Request Compensation Change ensures:
* No job or organizational data is altered
* Proper compensation validations and guidelines apply
* Accurate audit tracking and approvals are enforced
Therefore,Request Compensation Changeis the correct and Workday-recommended task for ad hoc salary changes.
NEW QUESTION # 37
You need to prevent Contingent Workers from accessing the Pay App (Delivered Worklet) on their Home landing page.
How do you accomplish this?
Answer: D
Explanation:
In Workday HCM, access to worklets, including delivered worklets such as the Pay App, is governed by domain security, not business process security. Worklets display data and provide navigation to reports, tasks, and applications, all of which rely on domain-level permissions to control visibility and access.
To prevent Contingent Workers from seeing or accessing the Pay App on their Home landing page, you must remove their associated security group from the domain security policy that grants access to pay- related data. Once domain access is removed, the Pay App will no longer appear for those users because Workday dynamically displays worklets based on the user's domain permissions.
Business process security policies control who can participate in transactional processes-such as initiating or approving a Hire, Change Job, or Termination-and do not influence whether a worklet appears on the Home page. Therefore, options B and D are incorrect because modifying business process security would not affect worklet visibility.
Option C is also incorrect because adding a security group to a domain security policy would grant access, not restrict it.
From a Workday Pro HCM best-practice perspective, restricting access to delivered worklets is always achieved through domain security policy configuration. This ensures consistent behavior across dashboards, reports, and applications tied to sensitive data such as compensation and payroll.
Therefore, the correct and Workday-verified way to prevent Contingent Workers from accessing the Pay App is to remove the security group from the domain security policy.
NEW QUESTION # 38
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