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

The correct option is Routing Modifier.

In Workday, Routing Modifiers are used to dynamically adjust the routing of approval or review steps within a business process based on contextual changes, such as whether a worker’s supervisory organization or manager is changing. This configuration allows the system to intelligently determine whether the approval or notification step should go to the current manager (before the change) or the proposed manager (after the change).

For example, in the Job Change business process, when an employee is transferring to a new organization or manager, a routing modifier ensures that pre-transfer approvals route to the current manager, while post-transfer approvals route to the new (proposed) manager. This ensures accurate accountability and process flow alignment.

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

When creating anew supervisory organization, Workday allows the subordinate organization toinherit key structural and configuration attributesfrom its superior organization. These inherited elements include:

Visibility (A):Determines who can view the organization and its members, inherited to maintain consistent access control.

Organization Assignments (B):Such as company, cost center, region, and custom organizations, ensuring hierarchical alignment.

Staffing Model (D):The staffing model (Position Management or Job Management) is inherited to ensure consistency in hiring and staffing control.

Subtype (C)andName (E)are not inherited; they must be defined at the time of creation. Subtype determines the organization’s classification, while the name uniquely identifies it.

Reference (Paraphrased Source):

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

"Subordinate supervisory organizations inherit configuration from their superior supervisory organization, including attributes such as the staffing model, organization assignments, and visibility settings. This ensures consistency and reduces administrative overhead."

– Workday Module 2 Binder, Supervisory Organizations Section

The correct answers areBandC.

Organization-based security groupsderive membership automatically from an organizational structure in Workday—such assupervisory,cost center,region, orlocation hierarchies. Users are included in the group based on their association with that organization or hierarchy.

B.If a user is part of theEurope Location Hierarchy, they automatically gain access assigned to that organization-based security group.

C.Similarly, users belonging to theInformation Technology cost center hierarchyare included in the corresponding cost center-based security group.

OptionsAandDare incorrect because location membership alone (without organizational hierarchy) or job family assignment does not control membership in an organization-based group.

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.

Comprehensive and Detailed Explanation (Paraphrased from Workday Pro HCM Core – Reporting and Analytics Guide, 2023R2):

In Workday Reporting, to organize or arrange the display of report results based on specific criteria — such as theSupervisory Organization Name— you use theSortconfiguration option.

Sorting determines the order in which records appear when the report is executed. In this case, by sorting on the Supervisory Organization Name field, all workers will be grouped together under their respective organization, making the output intuitive and structured for analysis.

Option B (Share) controls who has access to the report.

Option C (Filter) limits which records are included in the results.

Option D (Subfilter) refines filter logic but does not control display order.

Thus,Sortis the correct configuration feature to organize report results for any user running the report.

Reference (Paraphrased Source):

Workday Pro HCM Core – Reporting Configuration and Design Guide (2023R2), Section: “Sorting, Grouping, and Display Options in Custom Reports.”

Comprehensive and Detailed Explanation (Paraphrased from Workday Pro HCM Core – Organization Types and Structures Guide, 2023R2):

The correct organization type for managingtemporary project-based teamsis aMatrix Organization. Matrix organizations are designed to group employees from different supervisory organizations to work together on a temporary or functional basis, such as projects or task forces.

This structure allows the assignment of atemporary manager (Matrix Manager)who oversees project-related activities without changing employees’ primary supervisory reporting relationships. The matrix manager gains visibility into all assigned members, enabling effective project oversight.

Options A (Location Hierarchy) manages physical work locations, not project teams.

Option B (Supervisory) defines permanent reporting structures.

Option D (Pay Group) organizes workers for payroll purposes only.

Thus,Matrix Organizationprovides the flexibility and visibility required for cross-functional, project-based staffing.

Reference (Paraphrased Source):

Workday Pro HCM Core – Organizations Configuration Guide (2023R2), Section: “Matrix Organizations and Project-Based Management.”

In Workday, aBusiness Process (BP)defines how specific business events are executed within the system. The true statement among the options is thatyou can create business process definitions based on rules. Workday allows you to maintainrule-based BP definitions, meaning that a single BP can have multiple versions triggered under different conditions (for example, based on supervisory organization, company, location, or job profile).

This functionality enhances configuration flexibility by allowing organizations to adapt process flow depending on contextual attributes — without duplicating processes. Each version operates under a definedcondition rule, evaluated at runtime to determine which BP definition applies.

Options A, B, and C are incorrect:

Ais false because not every action step can be added to every process — the available step types depend on the BP template (for example, Hire, Change Job, or Request Compensation Change).

Bis false since condition rules can only be applied to specific steps where the system allows configuration (for instance, approvals and to-dos).

Cis false because only a designatedCompletion Stepmarks the end of the process, and it cannot be assigned arbitrarily to any step.

Reference (Paraphrased Source):

Workday Pro HCM Core – Business Process Framework and Configuration Guide (2023R2, Workday Learning).

Sections: “Rule-Based Business Process Definitions,” “Business Process Configuration Best Practices,” and “Condition Rule Framework.”

The correct answer isFilter.

In Workday reporting,filtersare used to narrow down report results based on specific data criteria, such as location, supervisory organization, or worker type. By applying afilter conditionto include only workers whose location equalsTorontoorMontreal, the report output dynamically restricts data to meet those parameters.

Filters can be added to bothcustomandadvanced reportsand can include multiple conditions combined with logical operators (AND/OR). UnlikeSort(which arranges results in a specific order) orShare(which defines who can view or edit the report), aFilterdirectly controls which data rows appear in the report output, ensuring that only relevant workers are displayed.

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.”

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).