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Latest Workday-Pro-HCM-Core Test Questions - Workday-Pro-HCM-Core Latest Exam Notes

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

Topic
Details

Topic 1

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 2

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 3

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 4

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 5

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 6

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 7

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 8

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 9

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.

>> Latest Workday-Pro-HCM-Core Test Questions <<

Quiz Workday-Pro-HCM-Core - Workday Pro HCM Core Certification Exam –Professional Latest Test Questions

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Workday Pro HCM Core Certification Exam Sample Questions (Q53-Q58):

NEW QUESTION # 53
A member of the HR Partner Role-Based security group transfers to a different position on another team. What subprocess in Change Job will address their security group membership?

A. Manage Job History
B. Assign Roles
C. Assign Pay Group
D. Manage Business Processes for Worker

Answer: B

Explanation:
Comprehensive and Detailed Explanation (Paraphrased from Workday Pro HCM Core - Security and Business Process Framework Guide, 2023R2):
When a worker who is part of aRole-Based Security Group (RBSG)transfers to a different position, Workday automatically reviews the roles associated with theirsupervisory organizationthrough theAssign Rolessubprocess.
TheAssign Rolessubprocess within theChange Jobbusiness process ensures that role assignments (such as HR Partner, Manager, or Payroll Partner) are updated according to the new supervisory organization's configuration. This automation helps maintain proper security access and prevents users from retaining permissions tied to their previous role or organization.
Option A (Assign Pay Group) manages payroll assignment, not security.
Option B (Manage Job History) records past job data, unrelated to role security.
Option D (Manage Business Processes for Worker) handles process configurations, not security group updates.
Thus,Assign Rolesis the correct subprocess to maintain accurate security group membership during position changes.
Reference (Paraphrased Source):
Workday Pro HCM Core - Security and Business Process Configuration Guide (2023R2), Section: "Role Assignments in Staffing Events."

NEW QUESTION # 54
Why would you recommend a client to usejob familiesorjob family groups?

A. Job families and job family groups are optional, but they can help organize and group job profiles.
B. Job families can belong to one or more job family groups.
C. Job families and job family groups have a hierarchical structure with job families being the highest level.
D. Job families and job family groups can be assigned to compensation grade profiles.

Answer: A

Explanation:
The correct answer isA - Job families and job family groups are optional, but they can help organize and group job profiles.
Job FamiliesandJob Family Groupsare optional configuration elements in Workday, but they serve a key purpose in maintaining astructured, organized job framework. They enable the grouping of similar jobs for streamlined management in areas such ascompensation,recruiting,reporting, andcareer development.
For instance, all technical roles (like Software Engineer, Systems Analyst, and Data Architect) might belong to theInformation Technology Job Family, which in turn is part of theTechnology Job Family Group.
While optional, using these structures provides consistency across departments, simplifies security and reporting filters, and supports analytics related to workforce planning and talent management.
Reference:Workday Pro HCM -Job Profiles and Job Family Structures, "Benefits of Using Job Families and Job Family Groups."

NEW QUESTION # 55
You are creating a new security group to allow users responsible for security oversight to runSecurity reports across all organizations.
What type of security group should you create?

A. Role-based (Constrained)
B. Segment-based
C. User-based
D. Rule-based

Answer: C

Explanation:
The correct answer isD - User-based.
User-based security groupsare manually assigned to specific users and are typically used foradministrative or audit-level access. They can be configured asunconstrained, granting full visibility across all organizations and data in the tenant.
For users responsible forsecurity oversight or auditing, auser-based group(such asSecurity Administratoror Security Auditor) is appropriate. This group can be assigned to the necessarydomain and business process security policiesthat control access tosecurity reportsand configuration data.
Other group types (e.g., role-based or segment-based) depend on organizational context and cannot provide unrestricted system-wide visibility, making a user-based group the correct option for full security monitoring.
Reference:Workday Pro HCM -Security Administration and Oversight, "User-Based Security Groups for Security Auditors and Administrators" section.

NEW QUESTION # 56
What statement describes business process notification functionality?

A. You can only select one status as the notification trigger.
B. You can only send custom notifications to internal employees.
C. You can use text and fields in the body of the notification message.
D. You can create your own notification triggers.

Answer: C

Explanation:
Workday'sBusiness Process Notificationfunctionality enables administrators to configurecustom notificationsthat are automatically sent to users when specific BP events occur. The correct statement is that you can use text and fields in the body of the notification message(Option B).
Notification templates support the insertion ofbusiness process fields, allowing dynamic content such as worker names, event types, or effective dates to be automatically populated in the message. This helps personalize communications and provide clear, actionable context.
Option A is incorrect because notifications can be sent toboth internal users and external participants(such as vendors or contingent workers) if appropriately configured.
Option C is incorrect - you can configuremultiple status triggers(e.g., In Progress, Denied, Completed).
Option D is incorrect since notification triggers arepredefined by Workday, and while you can configure their messages and recipients, you cannot create entirely new trigger types.
Therefore, the main strength of this feature lies in itscustomizable content,dynamic field integration, and multi-status trigger support.
Reference (Paraphrased Source):
Workday Pro HCM Core - Business Process Configuration Guide (2023R2), Section: "Business Process Notifications," and "Custom Message Configuration."

NEW QUESTION # 57
Your client wants to select a staffing model that will allow them totrack the time to fill a position.
What staffing model should they use?

A. Customer-defined staffing model
B. Position Management
C. Job Management
D. A hybrid staffing model

Answer: B

Explanation:
The correct answer isC - Position Management.
In Workday,Position Managementis the staffing model used when an organization needs totrack headcount, vacancies, and time-to-fillfor each position individually. Each position represents a distinct job slot that must be filled by a worker, providing clear visibility into when a position is open, filled, or closed.
This model is ideal for organizations that require detailed tracking of resource allocation, workforce planning, and recruiting metrics such as"time to fill". Because each position must exist before a hire can occur, Workday automatically records thedate the position is openedand thedate it is filled, allowing accurate reporting on recruitment cycle times.
In contrast,Job Managementgroups workers under jobs rather than individual positions and does not provide vacancy-level tracking, making it unsuitable for time-to-fill analysis.
Reference:Workday Pro HCM -Staffing Models and Position Management Guide, "Comparing Position Management and Job Management Models."

NEW QUESTION # 58
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