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- Workday Workday-Pro-HCM-Core Exam Syllabus Topics:
- Topic Details
- Topic 1
- 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 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
- 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 4
- 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 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 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 7
- 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 8
- 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 9
- 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 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.
- Topic 11
- 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 12
- 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 13
- 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 14
- 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 15
- 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 16
- 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.
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- Workday Pro HCM Core Certification Exam Sample Questions (Q82-Q87):
- NEW QUESTION # 82
- In the Create Position task, what does the Number of Openings field allow you to do?
- A. Create unique positions with different characteristics.
- B. Create multiple positions with the same characteristics.
- C. Create multiple requisitions for the position.
- D. Place multiple workers in the same position.
- Answer: B
- Explanation:
- In Workday HCM, the Create Position task is used within the position management staffing model to establish discrete position records that represent headcount within an organization. One of the key fields in this task is Number of Openings, which is often misunderstood. This field does not indicate how many workers can occupy a single position; instead, it determines how many separate position records Workday will create at one time.
- When you enter a value greater than one in the Number of Openings field, Workday automatically creates multiple positions with identical attributes. These attributes include job profile, location, time type, supervisory organization, and other position characteristics defined during the Create Position process. This functionality is designed to streamline administrative work when an organization needs several similar positions, such as during large-scale hiring or seasonal staffing initiatives.
- Each position created is its own unique position object in the system, with its own position ID, lifecycle, and staffing history, even though the characteristics are the same. This ensures accurate tracking of headcount, budgeting, and reporting while minimizing repetitive data entry.
- The field does not allow multiple workers to be placed into the same position, as position management enforces one worker per position at any given time. It also does not create multiple requisitions automatically; requisitions are created through a separate recruiting process. Additionally, it cannot be used to create positions with different characteristics, as all positions generated from a single Create Position event share the same configuration.
- Therefore, the correct and Workday-verified purpose of the Number of Openings field is to create multiple positions with the same characteristics efficiently and consistently.
- NEW QUESTION # 83
- In what step type can you add a validation condition rule?
- A. Service step
- B. Integration step
- C. Approval step
- D. Initiation step
- Answer: C
- Explanation:
- As per the Workday Module 2 Binder:
- "Validation condition rules are used in approval steps to determine whether the step should occur or be skipped based on specific conditions."
- Workday Module 2 Binder, Business Processes Section
- Situation:In a business process in Workday, organizations want certain steps (like approvals) to occur only if specific conditions are met-for example, skipping approval if the amount is under a certain threshold.
- Task:Implement logic that dynamically controls the flow of a business process based on conditions.
- Action:You apply avalidation condition rulewithin anapproval step. This rule evaluates defined criteria and determines if the step should be executed or bypassed.
- Result:This enhances automation, improves efficiency, and reduces manual intervention in workflow execution.
- Hence,approval stepsare the specific step type in whichvalidation condition rulescan be added.
- NEW QUESTION # 84
- What must your client do before they can start hiring within aposition managementstaffing model supervisory organization?
- A. Have an open, approved position.
- B. Have at least one member hired into the supervisory organization.
- C. Set hiring restrictions on the supervisory organization.
- D. Use the Edit Staffing Model task to select the staffing model.
- Answer: A
- 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 # 85
- 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 reporting capabilities on filled positions only.
- C. Allows for greater flexibility when hiring.
- D. Offers greater control on each position open within an organization.
- Answer: D
- 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 # 86
- A recruiter is proposing compensation for a candidate during theOfferstage. The recruiter wants to change the home internet allowancefrom$50 AUD to $100 AUD, but is unable to do so.
- Why is the recruiter unable to change the amount?
- A. The candidate is not eligible for a plan profile.
- B. The allowance plan is not included in the compensation package.
- C. The candidate is eligible for more than one allowance plan.
- D. The allowance plan has theNo Overridecheckbox selected.
- Answer: D
- Explanation:
- In Workday, allowance plans include aNo Overrideconfiguration option that prevents users from manually changing the plan amount during staffing or compensation events. When this checkbox is selected, the plan amount is strictly controlled by the plan default or plan profile value.
- Even if a recruiter has appropriate security and the candidate is eligible for the allowance, the presence ofNo Overrideenforces compensation governance and prevents deviations from defined policy.
- Ineligibility would prevent the plan from appearing at all, and multiple plan profiles would cause defaulting issues-not override restrictions. If the plan were not included in the compensation package, it would not be visible.
- Therefore, the recruiter cannot change the amount because theNo Overridecheckbox is selected, making optionAcorrect.
- NEW QUESTION # 87
- .....
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