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

Topic	Details
Topic 1	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 2	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 3	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 4	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 5	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 6	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 7	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 8	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 9	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.

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Workday Pro HCM Core Certification Exam Sample Questions (Q25-Q30):

NEW QUESTION # 25
Your company would like to automatically increase pay after12 months of employment, butonly after 400 hours worked.
What configuration will achieve this oncompensation steps?

A. Set a progression rule that counts the number of hours worked.
B. Select theAssign First Step During Compensation Proposalcheckbox and set a progression rule that counts 12 months.
C. Set a duration of 12 months.
D. Set a duration of 12 months and a step progression rule that counts the number of hours worked.

Answer: D

Explanation:
Compensation steps in Workday are designed to support structured, automatic pay progression based ontime, service, or measurable criteria. To meet the requirement in this scenario, the configuration must enforcetwo separate conditionsbefore the employee progresses to the next step: completion of12 months of duration and accumulation of400 worked hours.
In Workday,durationdefines the minimum amount of time an employee must remain on a compensation step before becoming eligible for progression. Setting the duration to12 monthsensures the employee cannot advance earlier than one year of service. However, duration alone is insufficient when additional criteria- such as hours worked-must also be met.
This is wherestep progression rulesare used. A step progression rule allows administrators to define measurable thresholds, such as hours worked, that must be satisfied before progression occurs. By configuring a rule that counts400 hours worked, Workday ensures that employees who do not meet the hours requirement will not advance, even if they have completed 12 months.
Options A and B only configure one condition and do not satisfy the full requirement. Option C applies to initial step assignment, not progression eligibility.
Therefore, combining a12-month durationwith astep progression rule based on hours workedis the correct and Workday-supported configuration, making option D the correct answer.

NEW QUESTION # 26
What is a use case for a segment-based security group?

A. HR partners need to be able to view documents but only those assigned to the Performance Review category.
B. HR partners need to be able to approve performance reviews.
C. HR partners need to be able to create performance review templates.
D. HR partners need to be able to run performance reports.

Answer: A

Explanation:
The correct answer isD - HR partners need to be able to view documents but only those assigned to the Performance Review category.
Segment-based security groupsare used in Workday to grant access tospecific subsets of data within a domain, based on defined "segments" such as document category, location, or other defined dimensions.
Unlike role-based or organization-based groups, segment-based security providesfine-grained access control that limits visibility within a specific domain.
In this case, the HR partners should only be able toview documents categorized under "Performance Review", not all employee documents. A segment-based group is ideal here because it restricts access based on the document category segment defined in theDocument Review domain.
Reference:Workday Pro HCM -Security Configuration and Management, "Segment-Based Security Groups" section.

NEW QUESTION # 27
When hiring employees, you want Company 1000 to be the default, and you want Company 1000 to be the only company that can be selected.
How do you configure Company 1000 to accomplish this?

A. Configure it as the superior and subordinate organization.
B. Configure it as the default organization.
C. Configure it as the allowed organization.
D. Configure it as the default and allowed organization.

Answer: D

Explanation:
In Workday HCM, organizations such as Company are used extensively during hiring, job changes, and other staffing events. To control how an organization is presented and selected during these processes, Workday provides two important configuration concepts: default organizations and allowed organizations.
Understanding the distinction between these two is essential to achieving the desired behavior.
If Company 1000 needs to be both automatically selected and the only selectable option during the hiring process, it must be configured as both the default and allowed organization. Setting Company 1000 as the default organization ensures that it is pre-populated on the hire event, reducing data entry and minimizing user error. However, default alone does not restrict users from changing the value.
To ensure that Company 1000 is the only company that can be selected, it must also be configured as an allowed organization. Allowed organizations define which values are valid and selectable for a given organization type. By limiting the allowed organization list to Company 1000, Workday prevents users from selecting any other company during the hiring process.
Option A is incomplete because configuring an organization as default does not prevent other companies from being selected. Option D is also insufficient because allowed organization alone does not ensure the value defaults automatically. Option C is unrelated, as superior and subordinate relationships define hierarchy, not selection behavior.
From a Workday Pro HCM best-practice standpoint, combining default and allowed organization configuration provides both efficiency and control. Therefore, the correct and fully verified answer is Configure it as the default and allowed organization.

NEW QUESTION # 28
When terminating a worker, you want the HR Administrator to approve the termination details, the retiree status, and the services dates from the consolidated approval task. What business process security policy permissions do you add to the HR Administrator?

A. Add the HR Administrator to the Initiating Action section on: Termination; Add Retiree Status; Service Dates Change
B. Add the HR Administrator to the Approve section on: Termination; Add Retiree Status; Service Dates Change
C. Add the HR Administrator to the Ad Hoc Approve section on: Termination
D. Add the HR Administrator to the Ad Hoc Approve section on: Termination; Add Retiree Status; Service Dates Change

Answer: B

Explanation:
A consolidated approval task combines multiple approval actions into a single approval experience, but the user who receives that consolidated task still needs the correct business process security permissions for each underlying process being approved. In this scenario, the HR Administrator must approve the termination details, retiree status, and service date changes. Therefore, the HR Administrator must be added to the Approve section for each relevant business process security policy: Termination, Add Retiree Status, and Service Dates Change. Ad Hoc Approve is not correct because the requirement is not to allow ad hoc approval routing; it is to permit the HR Administrator to perform the standard approval actions included in the consolidated approval. Initiating Action is also incorrect because initiating a process and approving a process are separate security actions. Granting initiate access would not authorize the user to approve the consolidated approval step. The security must match the action presented in the consolidated task. Therefore, adding the HR Administrator to the Approve section on all three processes is correct. Reference topics: Security, Business Process Security Policies, Consolidated Approval, Approve Permissions, and Termination subprocess security.

NEW QUESTION # 29
A company pays its employees amonthly allowance. Plan targets are dependent onplan profile eligibility rules. There are100 different plan profiles, each with a specific target amount for the eligible population.
Sample eligibility criteria include:
* Job Family = Human Resources # $50 USD
* Job Family = Sales # $70 USD
* Job Family and Country = Human Resources / Australia # $78 AUD
* Job Family and Country = Sales / Australia # $110 AUD
A compensation administrator changes theeligibility rulefor theSales / Australiaplan profile and removes Sales employees.
What impact will changing this eligibility rule have?

A. Any Australian employee will have an allowance automatically added during a job change, and Sales employees will have their allowance automatically removed during a job change.
B. A system error will persist.
C. All Australian employees will automatically be enrolled in the plan.
D. Sales employees will automatically be removed from the plan.

Answer: D

Explanation:
In Workday,plan profile eligibility rulescontrol which employees qualify for a compensation planduring evaluation events, such as Hire, Job Change, or Compensation Change. When eligibility rules are updated, Workday doesnot immediately retroactively remove compensation. Instead, the system evaluates eligibility at thenext compensation-related business process.
In this scenario, Sales employees were explicitly removed from theSales / Australiaplan profile eligibility. As a result, those employees no longer qualify for the allowance. During the next eligible event-such as a job change or compensation review-Workday will automaticallyremove the allowancefrom employees who no longer meet the eligibility criteria.
Workday does not generate system errors due to eligibility rule changes, nor does it automatically enroll unrelated populations. Additionally, allowances are not mass-added or removed immediately without a triggering event unless a mass operation is run.
Therefore, the correct outcome is thatSales employees will automatically be removed from the plan, making optionDcorrect.

NEW QUESTION # 30
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