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

The correct answer isD – Change Job.

TheChange Jobbusiness process is used in Workday to update a worker’sjob-related detailswithin the same employment record. It applies to bothJob ManagementandPosition Managementstaffing models.

Common use cases forChange Jobinclude:

Promotions or demotions(e.g., Business Process Analyst → Senior Business Process Analyst),

Transfersto a different supervisory organization,

Lateral movesbetween departments, or

Changes to job profile, location, or business title.

The process maintains continuity of employment while updating the job attributes. In contrast,Hire Employeeis for new hires, andPropose Compensation Changeonly adjusts pay without changing the job attributes.

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.

In Workday,pay rate type(Salaried or Hourly) is a foundational attribute used across staffing, compensation, and eligibility logic. When a salary plan’s eligibility rule evaluatespay rate type, that value must beconsistently defined at the job profile levelto avoid mismatches or incorrect eligibility results.

Assigning pay rate types directly tojob profilesensures that employees hired into those roles inherit the correct classification automatically. This reduces reliance on manual data entry and prevents discrepancies during hire, job change, or compensation events.

Assigning salary plans to job profiles does not guarantee accurate eligibility if the pay rate type itself is not consistently defined. Modifying the eligibility rule weakens the control logic. Job requisitions may temporarily hold pay rate types, but job profiles are thesource of truthfor long-term configuration.

Therefore, assigningpay rate types to job profilesis the correct and Workday-recommended next step, making optionDcorrect.

In Workday,amount-based allowance plansare used when a fixed monetary value is paid on a recurring basis, independent of base pay, units worked, or expenses incurred. Since the requirement is aflat $500 monthly allowance, an amount-based allowance plan is the most appropriate and straightforward configuration.

This plan type allows administrators to define:

Afixed amount($500)

Apayment frequency(monthly)

Aneligibility rulelimiting the plan to employees in theSales job family

Percent-based plans fluctuate with base pay and are not suitable for flat allowances. Reimbursable plans are used for expense reimbursement and require submitted expenses. Unit-based plans are intended for variable, output-driven compensation and would unnecessarily complicate the configuration.

By combining anamount-based allowance planwith aSales job family eligibility rule, Workday ensures that only eligible employees receive the allowance and that it is paid consistently through payroll.

Therefore, optionBis the correct and Workday-recommended solution.

By default, when compensation is preconfigured on ajob requisition, Workday carries those values forward into theOfferevent without re-evaluating eligibility. This can cause issues when attributes such aslocationchange, because eligibility rules tied to country, location, or other organizational attributes may no longer be valid.

The tenant-level settingRun Eligibility Rules when there is Requisition Compensation, found inEdit Tenant Setup – HCM, instructs Workday tore-run compensation eligibility rules during the Offer process, even if compensation has already defaulted from the requisition. This ensures that compensation elements are validated against the candidate’s current attributes, including location.

The eligibility performance enhancement setting affects processing speed only and does not change evaluation behavior. Guideline defaulting settings impact guideline recalculation, not eligibility. Security policy edits do not control eligibility rule execution.

Therefore, enablingRun Eligibility Rules when there is Requisition Compensationis the correct configuration, making optionAcorrect.

To ensure the HR Partner reviews and updates a new hire’sCompanyandCost Center, you add theChange Organization Assignmentsaction step to theHirebusiness process.

This action allows the HR Partner (or assigned role) to validate and modify organizational assignments, such as Company, Cost Center, Region, or Location, before the Hire event is finalized. It is typically positionedafter the Review Employee Hire stepto confirm that all organization-level data aligns with the new worker’s role and supervisory org defaults.

Option A (Review Employee Hire) is a completion-type review step and does not update organization data.

Option B (Onboarding Setup) prepares onboarding tasks, not organizational details.

Option C (Edit Workday Account) deals with account credentials and system access.

Thus,Change Organization Assignmentsis the correct step for updating or confirming company and cost center information during the hiring process.

Reference (Paraphrased Source):

Workday Pro HCM Core – Business Process Configuration Guide (2023R2), Section: “Adding and Configuring Organization Assignment Steps in Staffing BPs.”

In Workday,condition rulesdetermine whether a step executes, routes, or triggers based on defined criteria such as job attributes, location, or organization. There are two primary ways to create or associate condition rules directly from a business process step:

Create Condition Rule (Option C)– allows a user to define a new condition rule directly from within the step configuration screen. This opens the condition rule editor where criteria can be defined using Workday attributes.

Maintain Step Conditions (Option D)– provides the option to assign existing condition rules or create new ones for the selected step. This is often used to ensure that certain steps run only when specific business conditions are met.

Options A and B are incorrect:

Maintain Advanced Routing Restrictions(A) is related to security routing and worktag-based participant logic, not condition rule creation.

Maintain Step Delay(B) controls timing (delaying execution by hours or days), unrelated to conditions.

Reference (Paraphrased Source):

Workday Pro HCM Core – Business Process Framework and Condition Rule Configuration Guide (2023R2) – Sections: “Creating and Maintaining Condition Rules” and “Step-Level Configuration.”

TheCompensation Rule Assignmentreport is designed to provide aconfiguration-level viewof compensation components and theeligibility rules assigned to them. This report lists all compensation plans—such as salary plans, allowance plans, bonus plans, and one-time payments—that reference an eligibility rule.

This report is especially useful for:

Impact analysis before modifying eligibility rules

Auditing which compensation components rely on shared rules

Understanding eligibility dependencies across compensation configuration

The Employee Compensation Audit focuses on worker assignments, not configuration. Compensation Changes tracks transactional history. Compensation Spreadsheets are manual tools and do not reflect rule usage.

Therefore, the correct report for identifying all compensation components using eligibility rules isCompensation Rule Assignment, making optionBcorrect.

Compensation elements in Workday serve as thecritical integration point between HCM compensation plans and Payroll earnings. To ensure that a car allowance plan is paid correctly through payroll, the compensation element must be createdbeforeit can be assigned to the allowance plan.

The correct process begins with theMaintain Compensation Elementstask, which is used to define the element itself, including its payroll characteristics and earning behavior. Once the compensation element is created, it can then be selected directly when creating thecar allowance plan, ensuring that the allowance is properly mapped to payroll.

Compensation Element Groups are used only to logically organize elements and do not create elements themselves. Additionally, administrators do not need to manually add elements to allowance plans through Edit Tenant Setup. Instead, elements are associated directly at the plan level during plan creation or configuration.

Options A, B, and C introduce unnecessary or incorrect steps that are not supported by Workday configuration best practices.

Therefore, the correct and efficient approach is tocreate the compensation element first using Maintain Compensation Elements, then create the allowance plan with that element, making option D the correct answer.

Default compensation on ajob requisitionallows organizations to predefine compensation plans and values that automatically flow into theOfferevent. The primary advantage isconsistency—every candidate hired from the same requisition starts with the same baseline compensation configuration.

This ensures fairness, reduces recruiter error, and accelerates the offer process by minimizing manual data entry. Default compensation on requisitions is especially valuable when hiring multiple candidates for the same role, location, and level.

Position-based compensation is configured separately and applies regardless of requisition. Viewing eligible plans is unrelated to default compensation. While employees hired into a position may share compensation, requisition defaulting specifically governsapplicant and offer behavior.

Therefore, optionBis the correct answer.