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Latest Workday-Pro-HCM-Core Exam Duration, Workday-Pro-HCM-Core Exam Guide Materials

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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

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 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

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

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 6

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 7

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 8

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 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.

Topic 10

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 11

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 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

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 14

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 15

Organizations: This section of the exam measures the skills of HR System Administrators and covers managing organizational structures in Workday. It includes creating and maintaining organization types such as supervisory and cost center hierarchies, configuring reporting structures, and defining locations. Candidates also demonstrate the ability to assign workers, establish leadership roles, and manage the relationships between organizations and employees.

Topic 16

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 17

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 18

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.

Workday Pro HCM Core Certification Exam Sample Questions (Q33-Q38):

NEW QUESTION # 33
What is the primary benefit of using aPosition Managementstaffing model?

A. Allows a company to hire an unlimited number of employees for a single position.
B. Offers greater control on each position open within an organization.
C. Allows for greater flexibility when hiring.
D. Offers reporting capabilities on filled positions only.

Answer: B

Explanation:
The correct answer isC - Offers greater control on each position open within an organization.
ThePosition Managementstaffing model is designed for organizations that requireprecise headcount control and visibility into staffing levels. Each position represents a discrete role that must becreated, approved, and trackedbefore a hire occurs.
This model provides a high degree of control over:
* Vacancies and filled positions
* Position attributes (FTE, job profile, location, etc.)
* Time-to-fill metrics for open roles
Because every hire is linked to a specific position, administrators can effectively monitor workforce planning, budgeting, and resource allocation.
Reference:Workday Pro HCM -Staffing Model Fundamentals, "Benefits of Position Management."

NEW QUESTION # 34
You want a report's results to display only workers located in Toronto and Montreal. What report configuration accomplishes this?

A. Filter
B. Sub Level Sort
C. Share
D. Sort

Answer: A

Explanation:
The correct answer isFilter.
In Workday reporting,filtersare used to narrow down report results based on specific data criteria, such as location, supervisory organization, or worker type. By applying afilter conditionto include only workers whose location equalsTorontoorMontreal, the report output dynamically restricts data to meet those parameters.
Filters can be added to bothcustomandadvanced reportsand can include multiple conditions combined with logical operators (AND/OR). UnlikeSort(which arranges results in a specific order) orShare(which defines who can view or edit the report), aFilterdirectly controls which data rows appear in the report output, ensuring that only relevant workers are displayed.
Reference:Workday Pro HCM -Reporting Fundamentals, "Using Filters to Refine Report Results" section.

NEW QUESTION # 35
What must your client do before they can start hiring within aposition managementstaffing model supervisory organization?

A. Use the Edit Staffing Model task to select the staffing model.
B. Set hiring restrictions on the supervisory organization.
C. Have at least one member hired into the supervisory organization.
D. Have an open, approved position.

Answer: D

Explanation:
The correct answer isB - Have an open, approved position.
In Workday'sPosition Managementstaffing model, each hire is tied to aspecific position. Before a worker can be hired, a position must exist, be opened, and be approved through the appropriate business process.
Once a position is approved, it becomes available for theHireorAdd Jobprocess. Without an approved position, no worker can be assigned under that supervisory organization. The position serves as the structural foundation for trackingheadcount, job details, and time-to-fill metrics.
OptionsAandCrefer to configuration prerequisites, but the question specifically focuses on the operational readiness to hire. OptionDis incorrect because a hire cannot occur until after a position exists.
Reference:Workday Pro HCM -Staffing Models and Hiring Processes, "Position Management Model - Creating and Approving Positions."

NEW QUESTION # 36
An end user is creating a new cost center. What determines the values that the user can select in the subtype field?

A. Subtypes that default based on the role of the end user.
B. Subtypes that default based on the location of the cost center.
C. Subtypes configured to be used for the Cost Center organization type.
D. Subtypes that Workday recommends be used for the Cost Center organization type.

Answer: C

Explanation:
Comprehensive and Detailed Explanation (Paraphrased from Workday Pro HCM Core - Organizations Configuration and Setup Guide, 2023R2):
The values available in theSubtype fieldwhen creating a newCost Centerare determined by thesubtypes configured for that specific organization type. Each organization type (e.g., Company, Cost Center, Region, or Supervisory) can have one or more associated subtypes that define additional categorization or behavior.
During configuration, administrators define which subtypes are valid for each organization type. Hence, when an end user creates a Cost Center, only thesubtypes associated with the "Cost Center" organization type will appear in the selection list.
Options A, C, and D are incorrect because subtypes arenot influenced by location, user role, or system recommendations- they are strictly defined in the configuration setup.
Reference (Paraphrased Source):
Workday Pro HCM Core - Organizations Configuration Guide (2023R2), Section: "Defining Organization Types and Subtypes."

NEW QUESTION # 37
You want the company organization to default in when you hire workers. What task should you run from the supervisory organization to accomplish this?

A. Edit Supervisory Organization
B. Assign Roles
C. Create Position
D. Edit Name/Code

Answer: A

Explanation:
Comprehensive and Detailed Explanation (Paraphrased from Workday Pro HCM Core - Organizations Configuration Guide, 2023R2):
To have theCompany Organizationautomatically default when hiring workers into a supervisory organization, you must update the organization settings through theEdit Supervisory Organizationtask.
This task allows you to definedefault organization assignments, includingCompany,Cost Center,Region, andCustom Organizations. Once these defaults are set, Workday automatically populates these values during staffing events such asHireorAdd Job, reducing manual entry and ensuring consistent data alignment across the hierarchy.
Option B (Create Position) is used to define positions within the supervisory org, not defaults.
Option C (Edit Name/Code) modifies identifiers only.
Option D (Assign Roles) relates to security role assignments.
Therefore,Edit Supervisory Organizationis the correct task to establish the default Company for new hires.
Reference (Paraphrased Source):
Workday Pro HCM Core - Organizations Configuration Guide (2023R2), Section: "Defining Default Organization Assignments."

NEW QUESTION # 38
......

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