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| Section | Weight | Objectives |
|---|---|---|
| Topic 1: Jobs and Positions | 15% | - Position Setup and Restrictions - Job Profiles and Management - Compensation Grades and Plans - Job Families |
| Topic 2: Staffing Setup | 20% | - Position Management - Worker Types and Subtypes - Staffing Models - Hiring Restrictions |
| Topic 3: Configuration Security | 15% | - Functional and Integration Security - Security Groups - Business Process Security - Domain Security Policies |
| Topic 4: Business Processes | 15% | - Business Process Configuration - Business Process Framework - Step Types (Approval, Review, To Do) - Condition Rules |
| Topic 5: Organizations | 20% | - Location Hierarchy - Supervisory Organization - Company and Region Setup - Cost Center Organization - Organization Types |
| Topic 6: Reporting | 15% | - Matrix and Transposed Reports - Dashboards and Analytics - Advanced Reports - Report Writer Basics |
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NEW QUESTION # 15
You are not able to select the security group needed on a review step in a business process definition.
What do you need to update to provide permissions to the review step?
Answer: A
Explanation:
In Workday HCM, business process security controls which security groups can participate in specific steps within a business process definition. Each step type-such as approval, review, or To Do-requires explicit permission for a security group to be eligible for selection. If a security group does not appear as an option when configuring a review step, it means the group has not been granted permission to act on that type of step.
To resolve this issue, you must update Who Can Do Action Steps in the Business Process. This section of the business process security policy defines which security groups are authorized to perform step-level actions
, including review, approve, or to-do actions. Once the appropriate security group is added here and the changes are activated, the group becomes available for selection on the review step.
The other options do not address this requirement. Policy Restrictions control conditional logic and constraints, not step eligibility. Who Can Start the Business Process governs initiation permissions only and does not affect step assignment. Who Can Do Actions on Entire Business Process grants high-level actions such as cancel or rescind but does not authorize participation in individual steps like reviews.
From a Workday Pro HCM best-practice perspective, configuring Who Can Do Action Steps in the Business Process ensures precise control over step participation while maintaining separation of duties. After updating this section, administrators must remember to run Activate Pending Security Policy Changes for the update to take effect.
Therefore, the correct and Workday-verified answer is Who Can Do Action Steps in the Business Process.
NEW QUESTION # 16
You created a newone-time payment planand enabled employees to request payments for themselves.
During testing, you notice that an existingcustom validationfor theRequest One-Time Paymentbusiness process also applies to theRequest One-Time Payment for Selfprocess.
How can you ensure these validationsdo not runfor employees requesting one-time payments for themselves?
Answer: D
Explanation:
In Workday,custom validationsare evaluated based onbusiness process context, including theevent typethat triggered the process. The Request One-Time Payment and Request One-Time Payment for Self are separate event types, even though they share similar functionality.
To prevent existing validations from running for employee self-service requests, administrators mustexplicitly exclude the self-service event typewithin the validation logic. This is done using theMaintain Custom Validationstask, where conditions can be added to evaluate theOne-Time Payment Event for Selffield.
Security changes are not appropriate because the requirement is to allow the process but exclude validations.
Optional field configuration does not control validation execution. Creating additional validations does not stop existing ones from firing.
By excluding theOne-Time Payment Event for Selfevent type within the validation, Workday ensures validations continue to apply to administrator-initiated requests but not to employee self-service requests.
Therefore, optionCis the correct and Workday-supported solution.
NEW QUESTION # 17
A worker can run the Compensation Package report but cannot access the Create Compensation Package task.
What type of security permissions does the worker have?
Answer: C
Explanation:
In Workday HCM, it is essential to distinguish between domain security and business process security, as each controls different aspects of system access. Domain security governs data visibility, such as whether a user can view compensation information or run reports. Business process security, on the other hand, controls transactional actions, such as initiating or completing tasks like Create Compensation Package.
In this scenario, the worker is able to run the Compensation Package report, which indicates they have permission to view compensation-related data. However, they cannot access the Create Compensation Package task, which is a transactional action within a business process. This clearly shows the worker has view-only access to the domain but does not have business process initiation permissions.
The correct permission type is View on a domain security policy. This level of access allows users to view data and run reports associated with that domain, but it does not allow them to modify data or initiate related business processes.
Option A is incorrect because Initiate permissions on a business process security policy would allow the worker to start the Create Compensation Package task. Option B is incorrect because View and Modify domain access would allow data changes, which is not supported by the scenario. Option C is incorrect because View All on a business process security policy would relate to visibility within business processes, not report execution.
From a Workday Pro HCM security design perspective, this scenario demonstrates the separation of duties principle: reporting access is granted through domain security, while transactional authority is tightly controlled through business process security. Therefore, the correct and Workday-verified answer is View on a domain security policy.
NEW QUESTION # 18
What field is stored on a Job profile?
Answer: D
Explanation:
In Workday HCM, a Job Profile stores the common job architecture attributes that describe the nature and level of work performed. Management Level is one of the fields maintained on the Job Profile because it classifies the organizational level of the role, such as individual contributor, manager, director, or executive.
This value supports staffing, reporting, compensation eligibility, business process routing, and job catalog consistency. Location is not stored as a fixed Job Profile attribute because workers or positions using the same Job Profile may exist in different locations. Compensation Package is not the correct answer because compensation eligibility is configured through compensation plans, grades, eligibility rules, and related compensation structures rather than as a core Job Profile field in this context. Worker Type is also not stored on the Job Profile; it is selected or constrained during staffing and position/hiring restrictions. Therefore, Management Level is the field stored on the Job Profile. Reference topics: Staffing, Job Profiles, Job Profile Attributes, and Job Architecture configuration.
NEW QUESTION # 19
What report listsall compensation componentsthat useany eligibility rule?
Answer: D
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 # 20
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