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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

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 3

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 4

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 5

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 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

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 8

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 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 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 11

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 12

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 13

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 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.

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Workday Pro HCM Core Certification Exam Sample Questions (Q119-Q124):

NEW QUESTION # 119
You enter a date in theActual End Datefield of a compensation plan.
When will Workday remove the plan from the employee's record?

A. On the last day of the month plus one day.
B. On the actual end date.
C. On the actual end date plus one day.
D. On the last day of the pay period plus one day.

Answer: C

Explanation:
In Workday, compensation plans remainactive through the Actual End Dateentered on the plan. The system removes the planthe day afterthe Actual End Date, ensuring the employee receives compensation through the final eligible day.
This behavior supports accurate payroll calculation and avoids prematurely ending compensation. Workday does not delay removal to the end of the pay period or month unless explicitly configured elsewhere.
Therefore, the plan is removedon the actual end date plus one day, making optionAcorrect.

NEW QUESTION # 120
You are rolling out anew internet allowance planand notice thatmost employees receive the plan's zero default amount. The plan hasmultiple profilesthat usemanagement levelandlocationto determine eligibility.
Why are some employees receiving the zero default amount?

A. There is no eligibility rule on the plan.
B. The allowance plan is included in more than one compensation package.
C. The employees are eligible for more than one plan profile.
D. The employees have an in-progress compensation event.

Answer: C

Explanation:
In Workday,allowance plan profilesare designed to localize plan targets based on eligibility criteria.
However, a key rule is thateach employee can match only one profile. When an employee meets the eligibility criteria formultiple plan profiles, Workday cannot determine which profile amount to apply and therefore defaults to theplan's base default value, which in this case is zero.
In this scenario, the plan uses bothmanagement levelandlocationas eligibility criteria across multiple profiles. If these criteria overlap and are not mutually exclusive, employees may qualify for more than one profile simultaneously.
Workday does not throw an error in this situation; instead, it applies the plan's default value to avoid ambiguity. In-progress compensation events do not affect defaulting logic, and having multiple compensation packages does not cause zero defaulting. A missing eligibility rule would apply the default to everyone, not just some employees.
To resolve this issue, administrators must ensure that plan profile eligibility rules aremutually exclusiveso that each employee qualifies for exactly one profile.
Therefore, optionBis the correct answer.

NEW QUESTION # 121
You want a report's results to be organized by the name of the worker's supervisory organization for any user running the report. What report configuration accomplishes this?

A. Subfilter
B. Share
C. Sort
D. Filter

Answer: C

Explanation:
Comprehensive and Detailed Explanation (Paraphrased from Workday Pro HCM Core - Reporting and Analytics Guide, 2023R2):
In Workday Reporting, to organize or arrange the display of report results based on specific criteria - such as theSupervisory Organization Name- you use theSortconfiguration option.
Sorting determines the order in which records appear when the report is executed. In this case, by sorting on the Supervisory Organization Name field, all workers will be grouped together under their respective organization, making the output intuitive and structured for analysis.
Option B (Share) controls who has access to the report.
Option C (Filter) limits which records are included in the results.
Option D (Subfilter) refines filter logic but does not control display order.
Thus,Sortis the correct configuration feature to organize report results for any user running the report.
Reference (Paraphrased Source):
Workday Pro HCM Core - Reporting Configuration and Design Guide (2023R2), Section: "Sorting, Grouping, and Display Options in Custom Reports."

NEW QUESTION # 122
What type of notifications does Workday deliver?

A. Alert
B. System
C. Overdue
D. Custom

Answer: C

Explanation:
Workday deliversOverdue Notificationsautomatically to remind users that a step or task within a business process has not been completed within the expected time frame. These notifications are part of Workday's built-in process monitoring and are generated by the system based on defined due dates or completion delays.
Overdue notifications ensure accountability by alerting users when a step is pending beyond its due date, helping maintain compliance with HR and operational timelines.
Options A (Custom) and C (Alert) refer to user-configurable messages and rule-based triggers that administrators create, but they arenot delivered automatically by Workdayunless specifically configured.
Option D (System) refers to general system messages, not process-driven notifications.
Reference (Paraphrased Source):
Workday Pro HCM Core - Business Process Framework Configuration Guide (2023R2), Section: "Workday- Delivered Notifications and Overdue Task Alerts."

NEW QUESTION # 123
Airplane pilots receive a base salary as compensation. They also receive compensation based on thenumber of kilometers flown. The more they fly, the more they get paid.
You need to create a plan to showestimated wages based on kilometers flownto include in an offer letter.
What type of plan should you create?

A. Period salary plan
B. One-time payment plan
C. Unit salary plan
D. Unit-based allowance plan

Answer: C

Explanation:
Aunit salary planin Workday is specifically designed to support compensation that varies based on a measurable unit of output, such as miles driven, items produced, or- in this case-kilometers flown. This plan type allows compensation to scale proportionally with the quantity of units, making it ideal for roles where pay increases directly with activity or performance volume.
For airplane pilots, compensation based on kilometers flown is not a fixed allowance or a one-time payment.
Instead, it representsvariable earnings tied to ongoing work output, which aligns exactly with the purpose of a unit salary plan. Workday allows administrators to define arate per unit, and the system can calculate estimated compensation by multiplying the rate by the expected number of units. This calculated amount can then be displayed in offer letters, providing transparency and clarity to candidates.
Aperiod salary planis used for fixed salaries distributed over defined pay periods and cannot model variable, unit-driven earnings. Aone-time payment planis intended for bonuses or ad-hoc payments and does not support ongoing estimation. Aunit-based allowance planis typically used for reimbursements or allowances, not base compensation tied to work output.
Therefore, theunit salary planis the correct choice for modeling and presenting estimated wages based on kilometers flown, making option B the correct answer.

NEW QUESTION # 124
......

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