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

TopicDetails
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
  • 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 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.
Topic 4
  • 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 5
  • 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 6
  • 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 7
  • 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 8
  • 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 9
  • 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 10
  • 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 11
  • 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.
Topic 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.
Topic 13
  • 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 14
  • 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 15
  • 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.

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Workday Pro HCM Core Certification Exam Sample Questions (Q90-Q95):

NEW QUESTION # 90
You have aseniority dynamic calculated planthat increases the amount of the plan everythree yearsof an employee's employment.
An employee reaches theirsixth anniversary.
What do you need to do to make sure this employee's plan updates with the new amount?

Answer: D

Explanation:
Dynamic calculated compensation plans in Workday are designed toautomatically recalculate compensation amountsbased on predefined criteria, such asseniority, service dates, or anniversaries.
When a plan is configured as aseniority dynamic calculated plan, Workday continuously evaluates the employee's service milestones without requiring manual intervention.
In this scenario, the plan is configured to increase everythree years of employment. When the employee reaches theirsixth anniversary, the condition for the next increase is automatically met. Workday recalculates the plan amount based on the updated seniority value and applies the new amount accordingly.
There isno requirementto run a compensation adjustment process, mass operation, or manual compensation change. These tools are typically used for fixed or manual compensation updates, not for plans driven by dynamic calculations. Workday evaluates dynamic plans as part of its standard processing, ensuring values remain accurate over time.
Options A and B introduce unnecessary administrative effort and are not required for dynamic plans. Option D incorrectly assumes manual intervention is needed, which defeats the purpose of a dynamic calculated plan.
Therefore, no action is required-the system updates the amount automatically-making option C the correct answer.


NEW QUESTION # 91
You need to create acar allowance plan. In order for your compensation plan to be paid by payroll, you determine that you need to create acompensation element.
Which steps should an administrator follow to set up the compensation element?

Answer: B

Explanation:
Compensation elements in Workday serve as thecritical integration point between HCM compensation plans and Payroll earnings. To ensure that a car allowance plan is paid correctly through payroll, the compensation element must be createdbeforeit can be assigned to the allowance plan.
The correct process begins with theMaintain Compensation Elementstask, which is used to define the element itself, including its payroll characteristics and earning behavior. Once the compensation element is created, it can then be selected directly when creating thecar allowance plan, ensuring that the allowance is properly mapped to payroll.
Compensation Element Groups are used only to logically organize elements and do not create elements themselves. Additionally, administrators do not need to manually add elements to allowance plans through Edit Tenant Setup. Instead, elements are associated directly at the plan level during plan creation or configuration.
Options A, B, and C introduce unnecessary or incorrect steps that are not supported by Workday configuration best practices.
Therefore, the correct and efficient approach is tocreate the compensation element first using Maintain Compensation Elements, then create the allowance plan with that element, making option D the correct answer.


NEW QUESTION # 92
OnMarch 5, you need to award a group of employees anequity adjustment base pay increaseeffective March 1. Payroll will process the change onMarch 31, and managers will communicate the increase by March 20.
How can you ensure the increase isnot visible to employees in Workday until March 21?

Answer: B

Explanation:
In Workday, theEffective Datecontrols when the compensation change islegally and payroll-effective, while theEmployee Visibility Datedetermines when employees cansee the changein Workday.
In this scenario:
* The increase must beeffective March 1for equity and payroll accuracy.
* Employees should not see the change untilafter March 20, when managers communicate it.
By setting:
* Effective Date = March 1
* Employee Visibility Date = March 21
Workday ensures the increase is included in payroll and historical records while remaining hidden from employees until the specified visibility date.
Using the transaction date or delaying the effective date would create payroll inaccuracies. Setting both dates to March 21 would make the increase effective too late.
Therefore, optionDis the correct and compliant solution.


NEW QUESTION # 93
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 # 94
Refer to the following scenario to answer the question below. A position has the following restrictions: Job Profile: Staff HR Representative; Location: New York, San Francisco; Worker Type: Employee. All other optional values are blank. A recruiter wants to make this position temporarily unavailable to fill. What task do they use?

Answer: D

Explanation:
In Position Management, a position can be made temporarily unavailable for staffing without permanently closing or deleting the position. The task designed for this purpose is Manage Position Freeze. A position freeze prevents the position from being filled while preserving the position record, restrictions, and future availability for planning purposes. This is useful when hiring is paused for budget, approval, or timing reasons but the organization does not want to remove the position from the structure. Edit Position Restrictions is used to change allowed staffing values such as job profile, location, worker type, time type, or worker subtype; it does not freeze staffing availability. Edit Position changes position details, but it is not the specific task for temporarily blocking hiring. Close Position is a stronger and more permanent action that removes the position from availability because the position is no longer needed. The scenario clearly says temporarily unavailable to fill, which matches a freeze, not a close. Therefore, Manage Position Freeze is correct. Reference topics:
Staffing, Position Management, Position Restrictions, Position Status, and Manage Position Freeze.


NEW QUESTION # 95
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