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

Topic	Details
Topic 1	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 2	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.
Topic 3	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.
Topic 4	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 5	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.
Topic 6	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.
Topic 7	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.
Topic 8	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.
Topic 9	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.
Topic 10	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.
Topic 11	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 12	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 13	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.

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Workday Pro HCM Core Certification Exam Sample Questions (Q34-Q39):

NEW QUESTION # 34
An employee is eligible for the followingcompensation bases:
* International Compensation(ranking 2)
* Management Compensation(ranking 1)
* Sales Compensation(ranking 3)
What compensation basis will display as the employee'sprimary compensation basis?

A. Sales Compensation
B. Total Base Pay
C. Management Compensation
D. International Compensation

Answer: C

Explanation:
In Workday, when an employee qualifies formultiple compensation bases, the system determines the primary compensation basisusing theranking value. The rule is straightforward and consistently tested:the compensation basis with the lowest numerical ranking takes precedence.
In this scenario, the employee is eligible for three ranked compensation bases:
* Management Compensation (ranking1)
* International Compensation (ranking 2)
* Sales Compensation (ranking 3)
Becauseranking 1has the highest priority,Management Compensationis selected as the employee's primary compensation basis. This primary basis is used for compensation calculations, validations, guideline enforcement, and display during compensation events.
Delivered bases such as Total Base Pay are irrelevant unless explicitly eligible and ranked. Workday does not average or combine ranked bases-only one primary basis is selected based on ranking precedence.
Therefore,Management Compensationwill display as the primary compensation basis, making optionC correct.

NEW QUESTION # 35
A compensation partner runs theEmployee Compensation Step Progression Auditreport and noticesseven employeeslisted on the report.
What should you do?

A. Use the Set Up Grade Job Profile Adjustment task to update grades.
B. Use the Maintain Compensation Steps task and add a progression rule to the steps.
C. Use the Change Job business process to move the employees to a new grade and step.
D. Use the Schedule Automatic Step Progression task to move eligible employees to the next step.

Answer: D

Explanation:
TheEmployee Compensation Step Progression Auditreport identifies employees who areeligible for step progressionbut havenot yet been progressed. When employees appear on this report, it indicates that step progression logic is configured correctly, but the progression has not yet been executed.
The appropriate action is to run theSchedule Automatic Step Progressiontask. This task evaluates eligibility rules, durations, and progression criteria, and then automatically moves eligible employees to the next compensation step.
Modifying compensation steps or grades is unnecessary and incorrect if progression logic already exists.
Change Job events should not be used for step progression, and grade job profile adjustments are unrelated.
Therefore, the correct action is toschedule automatic step progression, making optionDcorrect.

NEW QUESTION # 36
The Total Rewards team inLATAMnotices that the13th-month period salary planfor employees inRio de Janeiroisnot included in total base pay. All eligible employees are assigned a period salary plan with a compensation element namedBrazil Holiday Pay.
How can you include this plan inBrazil employees' total base pay?

A. In the Maintain Compensation Basis task, create a configurable compensation basis for Brazil.
B. In the period salary plan, select Total Base Pay as the compensation basis.
C. In theBrazil grade profiles, add theBrazil Holiday Payelement to theBase Pay Elementsfield.
D. In the salary plan, add Brazil Holiday Pay to the Compensation Element field.

Answer: C

Explanation:
In Workday,total base paycalculations are controlled bygrade profiles, specifically through theBase Pay Elementsfield. This field determines which compensation elements are included when evaluating base pay ranges such as minimum, midpoint, and maximum.
In this scenario, employees are correctly assigned aperiod salary planwith theBrazil Holiday Pay compensation element, but that element is not included in total base pay. This indicates that the grade profiles for Brazil do not currently include this element in the Base Pay Elements configuration.
Compensation bases are used for plan calculations and validations, not for defining base pay composition.
Compensation elements must be included in the grade profile to affect base pay ranges. Salary plans and period salary plans reference compensation elements but do not control base pay inclusion.
By addingBrazil Holiday Payto theBase Pay Elementsfield on theBrazil grade profiles, Workday will include the 13th-month payment in total base pay calculations for employees in Brazil.
Therefore, optionDis the correct and Workday-supported solution.

NEW QUESTION # 37
You want to displayonly relevant compensation plan sectionsduring thePropose Compensation Change step of theChange Jobbusiness process, for both internal job changes and internal hires.
What setting enables Workday to determine which plan sections to display based onworker eligibilityand user security permissions?

A. Enable Compensation Setup Segment Security
B. Hide Total Salary & Allowances
C. EnableDynamic Display for Compensation Plan Sections
D. Enable Eligibility Rule Performance Enhancement for Compensation Plan Profiles

Answer: C

Explanation:
TheDynamic Display for Compensation Plan Sectionssetting allows Workday to intelligently show or hide compensation plan sections during compensation events based onplan eligibilityandsecurity permissionsof the user performing the transaction.
When enabled, Workday evaluates:
* Whether the worker is eligible for a plan
* Whether the user has security access to view or edit the plan
This results in a cleaner, more relevant user experience and reduces errors during compensation proposals.
Segment security controls access but does not dynamically hide sections. Eligibility performance enhancements affect rule evaluation speed, not UI behavior. Hiding Total Salary & Allowances is cosmetic and does not control plan section logic.
Therefore, optionBis the correct and recommended configuration.

NEW QUESTION # 38
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?

A. Use Configure Optional Fields for Request One-Time Payment for Self to exclude the fields triggering the validations.
B. Use Maintain Custom Validations and add new validations that apply only to employee self-requests.
C. Remove Employee as Self from the Worker Data: Request One-Time Payment security domain.
D. UseMaintain Custom Validationsand use theOne-Time Payment Event for Selffield to exclude these event types.

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 # 39
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