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

The correct answer isC – Compensation Grade.

In Workday, theCompensation Gradefield within theJob Profileconfiguration defines thedefault salary range or pay rangefor that profile. When a worker is hired, transferred, or promoted into a job that references a compensation grade, Workday automatically defaults the associatedminimum, midpoint, and maximum pay rangesinto the staffing or compensation event.

TheCompensation Gradeis typically tied toCompensation Grade Profiles, which further refine pay ranges based on factors such aslocation, job level, or eligibility rules. This ensures pay consistency and compliance with internal compensation structures.

Other fields such asJob CodeorJob Classificationare used primarily for external reporting or regulatory mapping (e.g., EEO, SOC codes) and do not control compensation defaults.

The correct answer isA – Job families and job family groups are optional, but they can help organize and group job profiles.

Job FamiliesandJob Family Groupsare optional configuration elements in Workday, but they serve a key purpose in maintaining astructured, organized job framework. They enable the grouping of similar jobs for streamlined management in areas such ascompensation,recruiting,reporting, andcareer development.

For instance, all technical roles (like Software Engineer, Systems Analyst, and Data Architect) might belong to theInformation Technology Job Family, which in turn is part of theTechnology Job Family Group.

While optional, using these structures provides consistency across departments, simplifies security and reporting filters, and supports analytics related to workforce planning and talent management.

In Workday, compensation plans remainactive through the Actual End Dateentered on the plan. The system removes the planthe day afterthe Actual End Date, ensuring the employee receives compensation through the final eligible day.

This behavior supports accurate payroll calculation and avoids prematurely ending compensation. Workday does not delay removal to the end of the pay period or month unless explicitly configured elsewhere.

Therefore, the plan is removedon the actual end date plus one day, making optionAcorrect.

Workday’sBusiness Process Notificationfunctionality enables administrators to configurecustom notificationsthat are automatically sent to users when specific BP events occur. The correct statement is thatyou 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, andmulti-status trigger support.

Reference (Paraphrased Source):

Workday Pro HCM Core – Business Process Configuration Guide (2023R2), Section: “Business Process Notifications,” and “Custom Message Configuration.”

In Workday, a configurable compensation basis is used when an organization needs to group multiple compensation plans—such as salary, commission, and bonus—for purposes of calculation, validation, guidelines, and reporting. This type of basis allows administrators to explicitly select which compensation plans are included and define how they interact.

For a sales team, compensation commonly consists of base salary, variable commission earnings, and incentive or bonus plans. A configurable compensation basis is the only option that supports combining these different plan types into a single, controlled compensation framework. It also allows ranking, eligibility rules, and advanced controls such as Manage Basis Total.

Compensation grades define pay ranges and are not used to aggregate compensation components. Calculated compensation bases derive values from formulas and are not appropriate when simply grouping plans. The delivered Total Salary and Allowances basis does not include commission plans and cannot be extended to meet this requirement.

Therefore, creating a configurable compensation basis that includes salary, commission, and bonus plans is the correct and Workday-recommended solution, making option A correct.

AWorkday standard reportrefers to adelivered, predefined reportthat is built and maintained by Workday. These reports are available out-of-the-box and are designed to support common and essential business processes and analytics across HCM, Finance, and other Workday modules. Users can run standard reports immediately without needing to create them from scratch, and they often serve as a base for custom reporting when further refinement or filtering is necessary.

Workday provides hundreds of these reports covering a broad range of functionality—examples include "Employee Roster", "All Positions", "Business Process Transactions", etc. These reports are typicallydomain-secured, which means access to them is governed by user security and data access permissions.

As per the Workday Pro HCM Reporting Study Guide, standard reports are also known as "delivered reports" and often include pre-configured prompts and formatting that align with Workday best practices.

Aunit salary planin Workday is specifically designed to support compensation that varies based on ameasurable unit of output, such as miles driven, items produced, or— in this case—kilometers flown. This plan type allows compensation to scale proportionally with the quantity of units, making it ideal for roles where pay increases directly with activity or performance volume.

For airplane pilots, compensation based on kilometers flown is not a fixed allowance or a one-time payment. Instead, it representsvariable earnings tied to ongoing work output, which aligns exactly with the purpose of a unit salary plan. Workday allows administrators to define arate per unit, and the system can calculate estimated compensation by multiplying the rate by the expected number of units. This calculated amount can then be displayed in offer letters, providing transparency and clarity to candidates.

Aperiod salary planis used for fixed salaries distributed over defined pay periods and cannot model variable, unit-driven earnings. Aone-time payment planis intended for bonuses or ad-hoc payments and does not support ongoing estimation. Aunit-based allowance planis typically used for reimbursements or allowances, not base compensation tied to work output.

Therefore, theunit salary planis the correct choice for modeling and presenting estimated wages based on kilometers flown, making option B the correct answer.

TheEmployee Compensation Auditreport is specifically designed to identifymismatches between compensation plan eligibility and actual plan assignment. It highlights situations where employees are assigned compensation plans theyshould not have, as well as cases where employees are eligible but not assigned.

In this scenario, the goal is to identify employees who areassigned to bonus plans despite not meeting eligibility rules. The Employee Compensation Audit report includes a dedicated section forAssigned Ineligible Compensation Components, making it the most accurate and efficient reporting tool for this requirement.

Other reports do not serve this purpose:

The Compensation Plan Rollout Process is transactional and informational only.

Employees Assigned Multiple Bonus Plans focuses on duplication, not eligibility.

Compensation Spreadsheets are manual and lack eligibility validation logic.

Therefore, the correct report isEmployee Compensation Audit, making optionDcorrect.

The correct answer isB – View Security for Securable Item.

In Workday, everytask,report,domain, andbusiness processis considered asecurable item. To analyze how access to a specific task (likeChange My Legal Name) is controlled, the system administrator uses theView Security for Securable Itemreport.

This report allows users to:

Identifywhich domain security policygoverns the securable item,

Seewhat security groupscurrently have access,

Determinethe type of accessgranted (View, Modify, Initiate, etc.), and

Understand thesecurity policy inheritanceassociated with the item.

For example, when you run this report and enter “Change My Legal Name” as the securable item, Workday returns the domain policy controlling it—typically within theWorker Data: Personal Informationdomain. From there, security administrators can update access via theMaintain Domain Security Policy for Functional Areatask if necessary.

This is thestandard and recommended Workday methodfor determining how any specific action, report, or task is secured.

In Workday HCM,compensation gradesare a foundational component of the compensation framework and are primarily used to definepay ranges(minimum, midpoint, and maximum) for roles within the organization. These grades are typically associated with job profiles, positions, or job families to ensure internal equity and market competitiveness.

From a transactional perspective, compensation gradesguide users with appropriate security access—such as HR Partners or Compensation Partners—when entering or proposing compensation amounts during staffing and compensation events. When a worker is hired, promoted, transferred, or receives a compensation change, the assigned compensation grade determines the acceptable pay range that can be entered in the transaction. This ensures consistency, compliance with company policy, and alignment with compensation strategy.

Compensation grades donotcalculate compensation basis, connect compensation to payroll earnings, or determine overtime eligibility. Those functions are handled by compensation basis rules, payroll mappings, and time tracking or FLSA status configurations, respectively. Instead, compensation grades act asreference structuresthat inform and constrain compensation entry, often working in conjunction with compensation plans and guidelines.

Additionally, compensation grades can be used in reporting and analytics to compare compensation across roles and to identify exceptions where pay falls outside the defined range. Overall, their primary purpose is toprovide guidance and controls for entering specific pay rates, making option D the correct answer according to Workday Pro HCM best practices.