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

Topic	Details
Topic 1	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 2	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 3	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 4	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 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	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 7	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 8	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 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	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 (Q36-Q41):

NEW QUESTION # 36
You need to hire new workers into a new job management supervisory organization. You want to hire workers across multiple locations and with different job profiles.
How do you set hiring restrictions to ensure you can hire employees with maximum flexibility?

A. Update the organization's hiring restrictions each time you hire a new worker.
B. When you set the organization's hiring restrictions, select the No Job Restrictions checkbox.
C. Update each position's hiring restrictions as you hire workers.
D. When you create the positions, select all locations and job profiles in the hiring restrictions.

Answer: B

Explanation:
In Workday HCM, job management supervisory organizations rely on hiring restrictions to control which workers can be hired. These restrictions can be set at the organization level to govern hiring eligibility based on attributes such as job profile, location, worker type, and time type. When an organization anticipates hiring workers across multiple locations and multiple job profiles, Workday Pro HCM best practices emphasize configuring hiring restrictions to allow the greatest flexibility while avoiding unnecessary administrative maintenance.
Selecting the No Job Restrictions checkbox when setting the organization's hiring restrictions is the most effective approach in this scenario. This option removes job-based limitations, allowing the organization to hire workers into any job profile and location without repeatedly updating restrictions. It is especially appropriate for new or growing organizations where hiring needs are expected to change frequently.
The other options introduce inefficiency and risk. Updating each position's hiring restrictions is not applicable in job management, as job management does not use discrete position objects. Selecting all locations and job profiles during position creation is both impractical and restrictive, as it requires constant updates when new jobs or locations are added. Updating the organization's hiring restrictions every time a new worker is hired increases administrative overhead and raises the likelihood of errors or delayed hires.
From a Workday Pro HCM perspective, the No Job Restrictions setting is designed specifically to support broad, flexible hiring needs while still allowing downstream processes-such as recruiting, compensation, and reporting-to function correctly. Therefore, choosing this option ensures maximum hiring flexibility and aligns with Workday's recommended configuration approach for job management organizations.

NEW QUESTION # 37
A customer requires anadditional month of payto be provided due tocountry-specific legislative requirements.
How do you configure this in Workday?

A. Create a period salary plan with a multiplier of one month.
B. Create a percent-based merit plan.
C. Create an amount-based allowance plan with plan profiles for each month.
D. Create a one-time payment plan.

Answer: A

Explanation:
In Workday,period salary plansare specifically designed to support countries where employees are legally entitled toadditional salary payments, such as a 13th or 14th month salary. These plans allow organizations to define compensation based on anumber of salary periods, rather than assuming a standard 12-month structure.
By configuring aperiod salary plan with an additional month, Workday can correctly calculate and distribute base pay across the required number of periods while still maintaining accurate annualized compensation values. This approach ensures compliance with local legislation while preserving consistent reporting and budgeting.
Percent-based merit plans are used for increases and do not address structural pay requirements. Allowance plans are not considered base pay and are not appropriate for statutory salary obligations. One-time payment plans are ad hoc and do not satisfy recurring legislative requirements.
Period salary plans integrate seamlessly with payroll, compensation bases, and grade profiles, making them the correct and compliant solution for legislated additional pay months.
Therefore, optionAis the correct answer.

NEW QUESTION # 38
A company is in the process of introducing pay ranges for specific job profiles to ensure fair and competitive compensation. These pay ranges are implemented as compensation grades in Workday.
What role do compensation grades fulfill within the Workday compensation framework?

A. To provide guidance to any security group who has the ability to determine the employee's eligibility for overtime pay.
B. To provide guidance to any security group who has the ability to enter specific pay rates during a transaction.
C. To provide guidance to any security group in order to calculate which compensation basis is required for each employee.
D. To provide guidance to any security group so they can connect a salary amount to payroll earnings.

Answer: B

Explanation:
In Workday HCM, compensation grades are a foundational component of the compensation framework and are primarily used to define pay ranges (minimum, midpoint, and maximum) for roles within the organization. These grades are typically associated with job profiles, positions, or job families to ensure internal equity and market competitiveness.
From a transactional perspective, compensation grades guide users with appropriate security access-such as HR Partners or Compensation Partners-when entering or proposing compensation amounts during staffing and compensation events. When a worker is hired, promoted, transferred, or receives a compensation change, the assigned compensation grade determines the acceptable pay range that can be entered in the transaction. This ensures consistency, compliance with company policy, and alignment with compensation strategy.
Compensation grades do not calculate compensation basis, connect compensation to payroll earnings, or determine overtime eligibility. Those functions are handled by compensation basis rules, payroll mappings, and time tracking or FLSA status configurations, respectively. Instead, compensation grades act as reference structures that inform and constrain compensation entry, often working in conjunction with compensation plans and guidelines.
Additionally, compensation grades can be used in reporting and analytics to compare compensation across roles and to identify exceptions where pay falls outside the defined range. Overall, their primary purpose is to provide guidance and controls for entering specific pay rates, making option D the correct answer according to Workday Pro HCM best practices.

NEW QUESTION # 39
Which staffing models are available for supervisory organizations? (Select two correct answers.)

A. Job Management
B. Position Management
C. Customer Defined Staffing Model
D. Headcount Management

Answer: A,B

Explanation:
The correct answers are C - Position Management and D - Job Management.
In Workday, supervisory organizations can only use one of two delivered staffing models:
* Position Management: Each position is a distinct entity that must be created and approved before hiring. It supports detailed tracking of vacancies and headcount.
* Job Management: Hiring is managed at the job level, allowing multiple workers to be hired under a single job requisition without individual position control.
Workday does not deliver "Headcount Management" or "Customer Defined Staffing Models" as valid options. The staffing model is selected when creating or editing a supervisory organization and determines how headcount, hiring, and reporting are managed.
Reference: Workday Pro HCM - Staffing Models Overview, "Position Management vs. Job Management."

NEW QUESTION # 40
What task allows you to edit the staffing model for multiple supervisory organizations at one time?

A. Maintain Staffing Models
B. Create Supervisory Organizations
C. Supervisory Orgs by Staffing Model
D. Edit Staffing Model

Answer: A

Explanation:
The correct answer isC - Maintain Staffing Models.
In Workday, theMaintain Staffing Modelstask enables administrators toupdate or modify the staffing model assignments for multiple supervisory organizations simultaneously.This task provides a consolidated interface to review which organizations usePosition ManagementorJob Management, and allows bulk updates where necessary.
While theEdit Staffing Modeltask is used to change the staffing model for a single supervisory organization, Maintain Staffing Modelsis the correct and efficient method for multi-org updates-especially during tenant configuration or large-scale reorganizations.
Reference:Workday Pro HCM -Staffing Model Configuration Guide, "Maintain Staffing Models - Bulk Updates Across Organizations."

NEW QUESTION # 41
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