Pass the Workday Human Capital Management Workday-Pro-HCM-Core Questions and answers with CertsForce

Comprehensive and Detailed Explanation (Paraphrased from Workday Pro HCM Core – Organizations and Hierarchies Configuration Guide, 2023R2):

TheOrg Chart Reportin Workday provides avisual hierarchical diagramdisplayingsuperior and subordinate supervisory organizations. It allows users to navigate through organizational layers, view reporting relationships, and understand the structure of the workforce within each supervisory organization.

This report is especially useful for HR and managers to visualize team structures, identify open positions, and confirm reporting lines.

Option A (All Jobs Report) lists worker job data, not organizational hierarchy.

Option B (Reorganization Report) provides details about reorganization events, not a visual hierarchy.

Option C (Workday Touchpoints Kit) is a set of integration and configuration tools, not a report.

Thus,Org Chart Reportis the correct option, as it visually represents the hierarchical structure of supervisory organizations and their relationships.

Reference (Paraphrased Source):

Workday Pro HCM Core – Organizations Configuration Guide (2023R2), Section: “Viewing Organizational Hierarchies and Using the Org Chart Report.”

In Workday HCM,grade profilesdefine how total base pay is calculated and evaluated for employees by specifying whichcompensation elementsare included in the base pay range. TheBase Pay Elementsfield on the grade profile is the authoritative configuration that determines which compensation elements contribute to total base pay minimums, midpoints, and maximums.

In this scenario, Mexico employees already have a grade profile that includesBase Payand13th Monthcompensation elements. To ensure thefamily allowanceis included in total base pay—and therefore considered when validating pay ranges and equity—the family allowance compensation element must be explicitly added to theBase Pay Elementsfield on the Mexico grade profiles.

Compensation element groups are used primarily for reporting and do not affect how base pay is calculated. EIBs are data load tools and do not control structural compensation logic. Compensation bases are used for plan calculations and eligibility, not for defining what counts toward base pay in a grade profile.

By updating the Base Pay Elements field, Workday automatically includes the family allowance in base pay comparisons, validations, and reporting for Mexico employees. This is the correct and Workday-supported approach.

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.”

TheDynamic Display for Compensation Plan Sectionssetting allows Workday to intelligently show or hide compensation plan sections during compensation events based onplan eligibilityandsecurity permissionsof the user performing the transaction.

When enabled, Workday evaluates:

Whether the worker is eligible for a plan

Whether the user has security access to view or edit the plan

This results in a cleaner, more relevant user experience and reduces errors during compensation proposals.

Segment security controls access but does not dynamically hide sections. Eligibility performance enhancements affect rule evaluation speed, not UI behavior. Hiding Total Salary & Allowances is cosmetic and does not control plan section logic.

Therefore, optionBis the correct and recommended configuration.

TheEmployee Compensation Auditreport in Workday is designed to identify discrepancies betweeneligibilityandactual plan assignment. It compares whether employeesshouldbe assigned to compensation plans based on eligibility rules versus whether theyarecurrently assigned.

In this scenario, theSales Analystjob profile was newly added to theSales job family. As a result, Sales Analysts now meet theeligibility criteriafor the Sales allowance plan. However, unless a compensation event (such as Hire, Job Change, or Compensation Change) has occurred, the allowance plan maynot yet be assigned.

When an employee iseligible for a plan but not currently assigned, Workday flags this discrepancy underUnassigned Eligible Compensation Components. This column highlights compensation plans that should be assigned based on current eligibility but are missing.

Assigned Ineligible Compensation Components would only apply if the employee had the plan but no longer qualified. The plan will appear on the report because eligibility exists.

Therefore, the correct column isUnassigned Eligible Compensation Components, making optionAcorrect.

In Workday, asubprocessis a step type used within a business process definition toinitiate another, independent business process. The purpose of a subprocess is to trigger a set of predefined steps from a separate process that runs as part of the main (parent) process. This provides modularity and reusability across multiple BPs.

For example, when configuring aHireprocess, you might add aRequest Compensation Change subprocessto automatically launch once the hire is initiated. This avoids duplicating configuration work and ensures consistency in how related actions are handled across events.

Option A is incorrect because approvals are managed throughApproval Steps, not subprocesses.

Option C is incorrect — background processes are system-managed and not user-configured through subprocesses.

Option D refers toTo-Do or Notification Steps, which are informational, not subprocess-driven.

Thus, subprocesses are a way toembed or chain additional processesinto an event flow, promoting flexibility and maintainability.

Reference (Paraphrased Source):

Workday Pro HCM Core – Business Process Configuration Guide (2023R2), Section: “Subprocess Step Type and Configuration Best Practices.”

In Workday, field-level visibility during business processes—especially for self-service events—is controlled through Optional Fields configuration, not security domains. The Request One-Time Payment for Self process has its own optional field settings that allow administrators to show or hide specific fields for employees.

To prevent employees from modifying sensitive options such as Gross Up and Send to Payroll, administrators must configure Optional Fields specifically for the Request One-Time Payment for Self process and hide those checkboxes. This preserves the self-service capability while enforcing governance and preventing unintended financial impact.

Removing security domain access would block employees from initiating the process entirely, which does not meet the requirement. Configuring optional fields on the administrator-driven Request One-Time Payment process would not affect self-service behavior.

Therefore, the correct and precise solution is to configure Optional Fields for Request One-Time Payment for Self and hide the fields, making option D correct.

Comprehensive and Detailed Explanation (Paraphrased from Workday Pro HCM Core – Organizations Setup and Management Guide 2023R2):

When creating a new supervisory organization that shouldinherit attributessuch as staffing model, company, and cost center from an existing organization, you use theCreate Subordinatetask.

This task creates the new subordinate organization directly under a superior supervisory organization. It automatically copies inherited settings such as visibility, organization assignments, and staffing model, ensuring hierarchical alignment and simplifying setup.

Option B (Create Supervisory Organization) creates a brand-new top-level supervisory org without inheritance.

Option A (Assign Roles) only assigns role-based permissions after creation.

Option C (Assign Included Organizations) is used for related org relationships, not for hierarchical creation.

Thus,Create Subordinateis the correct task when the new org must inherit settings from a superior one.

Reference (Paraphrased Source):

Workday Pro HCM Core – Organizations Configuration Guide (2023R2), Section: “Creating Subordinate Supervisory Organizations and Inherited Attributes.”

The correct answer isA – Employee-as-Self.

Employee-as-Selfis adelivered Workday user-based security groupautomatically assigned to all active workers within the tenant. This group allows employees toview and update their own personal data, such ashome address, phone number, emergency contacts, and other self-service information.

The permissions for this group are defined indomain security policiesrelated to personal data, such asWorker Data: Personal InformationandWorker Data: Home Contact Information. Employees only have access to modify their own records, not those of others.

This self-service model is central to Workday’s HCM design, empowering employees to maintain accurate personal information without administrator intervention.

In Workday,step-based gradesuse progression logic to control movementfrom one step to the next. Conditional logic is appliedonly to steps that an employee progresses through, not to the final step in the sequence.

In this scenario, the business requirement is to allow progressiononly if the employee does not have a poor performance rating (value 1). This condition must be evaluated when the employee attempts to move from:

Step 1 → Step 2

Step 2 → Step 3

There isno progression after Step 3, so conditional logic isnot requiredfor that step.

Conditional logic for step progression is configured at thestep level, not at the grade profile level. The logic must explicitly evaluate that theperformance review rating is not equal to selection list value 1.

Options B and D are incorrect because grade profiles do not control step-level progression logic. Option C incorrectly allows progression only when performance is poor, which is the opposite of the requirement.

Therefore, conditional logic should be applied toStep 1 and Step 2, evaluating that the rating isnot in selection list value 1, makingOption Athe correct answer.