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

Topic	Details
Topic 1	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 2	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 3	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 4	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 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	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 7	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 8	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 9	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 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.
Topic 11	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 12	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 13	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 14	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 15	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 16	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.

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Workday Pro HCM Core Certification Exam Sample Questions (Q33-Q38):

NEW QUESTION # 33
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 create your own notification triggers.
D. You can use text and fields in the body of the notification message.

Answer: D

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 # 34
An end user is creating a new cost center. What determines the values that the user can select in the subtype field?

A. Subtypes that default based on the role of the end user.
B. Subtypes configured to be used for the Cost Center organization type.
C. Subtypes that Workday recommends be used for the Cost Center organization type.
D. Subtypes that default based on the location of the cost center.

Answer: B

Explanation:
Comprehensive and Detailed Explanation (Paraphrased from Workday Pro HCM Core - Organizations Configuration and Setup Guide, 2023R2):
The values available in theSubtype fieldwhen creating a newCost Centerare determined by thesubtypes configured for that specific organization type. Each organization type (e.g., Company, Cost Center, Region, or Supervisory) can have one or more associated subtypes that define additional categorization or behavior.
During configuration, administrators define which subtypes are valid for each organization type. Hence, when an end user creates a Cost Center, only thesubtypes associated with the "Cost Center" organization type will appear in the selection list.
Options A, C, and D are incorrect because subtypes arenot influenced by location, user role, or system recommendations- they are strictly defined in the configuration setup.
Reference (Paraphrased Source):
Workday Pro HCM Core - Organizations Configuration Guide (2023R2), Section: "Defining Organization Types and Subtypes."

NEW QUESTION # 35
Your client wants to group job profiles by departments (such as Human Resources, Accounting, Supply Chain). What field should the client use when creating a job profile?

A. Job Family/Job Family Group
B. Job Classification
C. Job Category
D. Job Profile Name

Answer: A

Explanation:
The correct answer isA - Job Family/Job Family Group.
In Workday,Job FamiliesandJob Family Groupsare used to organizeJob Profilesinto logical categories for reporting, analysis, and security. This structure helps organizations group related roles, such as "HR Generalist" and "HR Business Partner" under theHuman Resources Job Family, and all HR-related families under theCorporate Services Job Family Group.
When creating or editing a Job Profile, assigning aJob Familyallows Workday to automatically associate it with the correspondingJob Family Group. These relationships are vital for talent management, compensation structures, and reporting purposes (for example, grouping compensation grades by department).
Reference:Workday Pro HCM -Job Profiles, Job Families, and Job Family Groups, "Organizing Job Profiles into Hierarchical Structures."

NEW QUESTION # 36
What must your client do before they can start hiring within aposition managementstaffing model supervisory organization?

A. Have at least one member hired into the supervisory organization.
B. Have an open, approved position.
C. Use the Edit Staffing Model task to select the staffing model.
D. Set hiring restrictions on the supervisory organization.

Answer: B

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 # 37
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.
The organization is now ready for staffing. You want to limit theWorker TypeandLocationsthat are available.
What business process accomplishes this?

A. Edit Position
B. Edit Position Restrictions
C. Edit Hiring Restrictions
D. Edit Job

Answer: C

Explanation:
The correct answer isD - Edit Hiring Restrictions.
In this scenario, the supervisory organization uses theJob Managementstaffing model ("no limit on the number of jobs"). Because there are no discrete positions, you control staffing limits throughHiring Restrictionsrather than position-level restrictions.
TheEdit Hiring Restrictionstask allows administrators to specify criteria such as:
* Worker Type(Employee, Contingent Worker)
* Location
* Job Family / Job Profile
* Time Type(Full-time, Part-time)
This ensures that hiring aligns with organizational policy even when positions are not individually managed.
For organizations usingPosition Management, the corresponding task would beEdit Position Restrictions instead.
Reference:Workday Pro HCM -Hiring and Staffing Models Guide, "Using Hiring Restrictions in Job Management Organizations."

NEW QUESTION # 38
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New Workday-Pro-HCM-Core Dumps Questions - Workday-Pro-HCM-Core Valid Real Test

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

Workday-Pro-HCM-Core Valid Real Test & Workday-Pro-HCM-Core Training Solutions

Workday Pro HCM Core Certification Exam Sample Questions (Q33-Q38):

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