最新上傳的Workday-Pro-HCM-Core考古題&Workday-Pro-HCM-Core：Workday Pro HCM Core Certification Exam

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Workday-Pro-HCM-Core考古題：Workday Pro HCM Core Certification Exam考試即時下載|更新的Workday Workday-Pro-HCM-Core

Workday-Pro-HCM-Core 認證是互聯網界具有極大聲望的網路技能認證，在全球，通過IBM認證考試的工程師，平均年薪在10萬元以上。通過 HP 認證考試的工程師，平均年薪在30萬元以上。獲得 Workday 的 Workday-Pro-HCM-Core 認證的工程師，平均年薪也不低於20萬人民幣。據說，這還只是基本工資，不包括獎金，紅利和其他非工資性補貼。難怪美國副總統戈爾曾把 Workday Workday-Pro-HCM-Core 認證恰當而幽默地稱為“獲得高技術，高薪水的頭等艙船票”。

Workday Workday-Pro-HCM-Core 考試大綱：

主題	簡介
主題 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.
主題 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.
主題 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.
主題 4	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.
主題 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.
主題 6	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.
主題 7	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.
主題 8	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.
主題 9	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.
主題 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.
主題 11	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.
主題 12	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.
主題 13	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.
主題 14	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.
主題 15	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.
主題 16	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.
主題 17	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.

最新的 Human Capital Management Workday-Pro-HCM-Core 免費考試真題 (Q33-Q38):

問題 #33
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. Create Position
C. Assign Roles
D. Edit Name/Code

答案：A

解題說明：
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."

問題 #34
Scenario:
A new supervisory organization has been created. The staffing model has been assigned so that there isno limit on the number of jobs that are filled.
TheWorker Typeavailable for staffing in this organization is for workers who arepaid by a third party.
What business process do you use to staff for this worker type?

A. Contract Contingent Worker
B. End Additional Job
C. End Contingent Worker Contract
D. Hire Employee

答案：A

解題說明：
The correct answer isB - Contract Contingent Worker.
In Workday,Contingent Workersare individuals who perform services for the organization but arenot on the organization's payroll(they are paid by a third party). To bring a contingent worker into the system, the appropriate business process isContract Contingent Worker.
This business process mirrors theHire Employeeprocess but is designed for contingent workforce management. It captures key details such asvendor, contract dates, location, job profile, and supervisory organization. The process is typically initiated when the organization wants to assign contingent workers under a supervisory org for project or temporary work.
TheHire Employeeprocess (option A) is used for direct employees only, while optionsCandDare termination or ending processes, not staffing ones.
Reference:Workday Pro HCM -Staffing Models and Contingent Worker Management, "Contracting and Managing Contingent Workers."

問題 #35
What is the primary benefit of using aPosition Managementstaffing model?

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

答案：A

解題說明：
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."

問題 #36
You need to prevent Contingent Workers from accessing the Pay App (Delivered Worklet) on their Home landing page. How do you accomplish this?

A. Remove the security group from the business process security policy.
B. Add the security group to the domain security policy.
C. Remove the security group from the domain security policy.
D. Add the security group to the business process security policy.

答案：C

解題說明：
To prevent Contingent Workers from accessing thePay app (worklet), the correct action is toremove their associated security group from the domain security policythat governs access to the pay-related data.
Workday usesdomain security policiesto control access to data and reports, including worklets on the home page. The Pay worklet is driven by access to certain domains such as "View Payslip," "View Pay Results," and "Worker Pay." If Contingent Workers are part of a security group (e.g., Contingent Worker View Only) that is granted access to these domains, they will see the Pay worklet.
Byremovingthis group from the domain policy, you revoke their access to the data and thus remove the visibility of the worklet itself.
Workday Pro HCM -Core Security Fundamentals, "Domain Security Policies and Worklet Access" section.

問題 #37
You created aRole-Based (Constrained)security group and aUser-Basedsecurity group. Both security groups have access to approve compensation changes.
What access will members of each group have?

A. Both security groups can approve compensation of all workers.
B. Both security groups can approve compensation of all workers they are assigned to support.
C. Role-Based (Constrained) can approve the compensation of all workers. User-Based can approve the compensation of workers they are assigned to support.
D. Role-Based (Constrained) can approve compensation of workers they are assigned to support. User- Based can approve compensation of all workers.

答案：D

解題說明：
The correct answer isA - Role-Based (Constrained) can approve compensation of workers they are assigned to support. User-Based can approve compensation of all workers.
In Workday,Role-Based (Constrained)security groups restrict access based on an assigned organization or supervisory hierarchy. Members of a constrained role (such asCompensation Partner) can perform actions- like approving compensation changes-only for workers within their assigned supervisory organizations.
Conversely,User-Basedsecurity groups arenot tied to an organizationunless specifically constrained, and typically haveunconstrained, tenant-wide access. When both security groups have access to the same domain or business process (e.g., "Approve Compensation Change"), theUser-Basedgroup can approve changes for all workers, while theRole-Based (Constrained)group's access is limited by their assigned scope.
Reference:Workday Pro HCM -Security Fundamentals, "Constrained vs. Unconstrained Access in Role- Based and User-Based Security Groups."

問題 #38
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最新上傳的Workday-Pro-HCM-Core考古題&Workday-Pro-HCM-Core：Workday Pro HCM Core Certification Exam

Workday-Pro-HCM-Core考古題：Workday Pro HCM Core Certification Exam考試即時下載|更新的Workday Workday-Pro-HCM-Core

Workday Workday-Pro-HCM-Core 考試大綱：

最新的 Human Capital Management Workday-Pro-HCM-Core 免費考試真題 (Q33-Q38):

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