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Workday Workday-Pro-HCM-Core Prüfungsplan:

Thema
Einzelheiten

Thema 1

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.

Thema 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.

Thema 3

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.

Thema 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.

Thema 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.

Thema 6

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.

Thema 7

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.

Thema 8

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.

Thema 9

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.

Thema 10

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.

Thema 11

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.

Thema 12

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.

Thema 13

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.

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Workday Pro HCM Core Certification Exam Workday-Pro-HCM-Core Prüfungsfragen mit Lösungen (Q147-Q152):

147. Frage
You are creating acompensation package.
What can you add to the compensation package?

A. Retirement plan
B. One-time payment plan
C. Calculated plan
D. Future payment plan

Antwort: B

Begründung:
In Workday,compensation packagesare used to groupcompensation plans that are presented and assigned during staffing events, such as Hire or Change Job. These packages are designed to include plans that are transactionally assignedand visible during compensation proposals.
Aone-time payment planis explicitly supported within compensation packages and is commonly used for sign-on bonuses, relocation payments, or other ad hoc payments offered during hiring.
Calculated plans and retirement plans are not assigned directly through compensation packages. Calculated plans are system-derived and depend on other plans, while retirement plans are managed through Benefits configuration. Future payment plans are handled separately and are not eligible for inclusion in compensation packages.
Therefore, the only valid option isOne-time payment plan, making optionDcorrect.

148. Frage
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 has theNo Overridecheckbox selected.
C. The candidate is eligible for more than one allowance plan.
D. The allowance plan is not included in the compensation package.

Antwort: B

Begründung:
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.

149. Frage
Asalary planuses an eligibility rule that evaluates whether thepay rate type is Salaried.
To minimize data discrepancies, what configuration should you complete next?

A. Assign a pay rate type to job requisitions.
B. Assign the salary plan to job profiles.
C. Modify the eligibility rule to evaluate all job profiles.
D. Assign pay rate types to job profiles.

Antwort: D

Begründung:
In Workday,pay rate type(Salaried or Hourly) is a foundational attribute used across staffing, compensation, and eligibility logic. When a salary plan's eligibility rule evaluatespay rate type, that value must be consistently defined at the job profile levelto avoid mismatches or incorrect eligibility results.
Assigning pay rate types directly tojob profilesensures that employees hired into those roles inherit the correct classification automatically. This reduces reliance on manual data entry and prevents discrepancies during hire, job change, or compensation events.
Assigning salary plans to job profiles does not guarantee accurate eligibility if the pay rate type itself is not consistently defined. Modifying the eligibility rule weakens the control logic. Job requisitions may temporarily hold pay rate types, but job profiles are thesource of truthfor long-term configuration.
Therefore, assigningpay rate types to job profilesis the correct and Workday-recommended next step, making optionDcorrect.

150. Frage
A company pays its employees amonthly allowance. Plan targets are dependent onplan profile eligibility rules. There are100 different plan profiles, each with a specific target amount for the eligible population.
Sample eligibility criteria include:
* Job Family = Human Resources # $50 USD
* Job Family = Sales # $70 USD
* Job Family and Country = Human Resources / Australia # $78 AUD
* Job Family and Country = Sales / Australia # $110 AUD
A compensation administrator changes theeligibility rulefor theSales / Australiaplan profile and removes Sales employees.
What impact will changing this eligibility rule have?

A. A system error will persist.
B. Any Australian employee will have an allowance automatically added during a job change, and Sales employees will have their allowance automatically removed during a job change.
C. Sales employees will automatically be removed from the plan.
D. All Australian employees will automatically be enrolled in the plan.

Antwort: C

Begründung:
In Workday,plan profile eligibility rulescontrol which employees qualify for a compensation planduring evaluation events, such as Hire, Job Change, or Compensation Change. When eligibility rules are updated, Workday doesnot immediately retroactively remove compensation. Instead, the system evaluates eligibility at thenext compensation-related business process.
In this scenario, Sales employees were explicitly removed from theSales / Australiaplan profile eligibility. As a result, those employees no longer qualify for the allowance. During the next eligible event-such as a job change or compensation review-Workday will automaticallyremove the allowancefrom employees who no longer meet the eligibility criteria.
Workday does not generate system errors due to eligibility rule changes, nor does it automatically enroll unrelated populations. Additionally, allowances are not mass-added or removed immediately without a triggering event unless a mass operation is run.
Therefore, the correct outcome is thatSales employees will automatically be removed from the plan, making optionDcorrect.

151. Frage
You are updating a business process and need to exclude the initiator from completing a step. What task do you use?

A. Maintain Advanced Routing
B. Maintain Step Conditions
C. Maintain Step Help-Text
D. Maintain Step Delay

Antwort: A

Begründung:
When configuring a business process, if the requirement is toexclude the initiator from completing a step, the correct configuration point is withinMaintain Advanced Routing. This task allows administrators to control and customizerouting restrictionsand participant logic for each step.
Using theMaintain Advanced Routingtask, you can define whether the initiator should be included or excluded as a potential assignee for the step. This ensures segregation of duties and compliance - for example, preventing an employee who initiated a Change Job event from approving or reviewing their own transaction.
Options A, B, and D are incorrect:
* Maintain Step Conditions (A)is used to apply condition rules to control whether a step executes but not who performs it.
* Maintain Step Help-Text (B)is used only to provide user instructions within the BP interface.
* Maintain Step Delay (D)controls timing between steps, not participant assignment.
Reference (Paraphrased Source):
Workday Pro HCM Core - Business Process Configuration Guide (2023R2), Section: "Advanced Routing and Participant Restrictions" and "Business Process Step Configuration Options."

152. Frage
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