Workday-Pro-HCM-Core Workday Pro HCM Core Certification Exam Questions and Answers

The correct answers areC – Position ManagementandD – Job Management.

In Workday,supervisory organizationscan only use one of two delivered staffing models:

Position Management: Each position is a distinct entity that must be created and approved before hiring. It supports detailed tracking of vacancies and headcount.

Job Management: Hiring is managed at the job level, allowing multiple workers to be hired under a single job requisition without individual position control.

Workday doesnotdeliver “Headcount Management” or “Customer Defined Staffing Models” as valid options. The staffing model is selected when creating or editing a supervisory organization and determines how headcount, hiring, and reporting are managed.

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.”

The correct answer isC – Domain Security Policy.

In Workday,reports and data accessare controlled bydomain security policies, whereasbusiness process security policiescontrol who can initiate or act on transactions. TheFind Workersreport accesses worker data fields that are part of theWorker Data: Public, Personal, and Employmentdomains.

To restrict theHR Partnersecurity group from accessing theFind Workersreport, you must update thedomain security policythat governs the worker data used by that report. By removing the HR Partner group from theView permissionsof the relevant domains, you effectively prevent them from retrieving worker information through that report.

The correct answer isC – All Employees.

Workday delivers theAll Employeessecurity group as apredefined (delivered) user-based security groupthat automatically includes every active worker within the tenant. This group grants broad access to non-sensitive information that all workers should be able to view—such asorganizational structure, reporting relationships, job profiles, and public worker details(like name, title, and location).

TheAll Employeesgroup is fundamental for system usability and transparency, ensuring employees can navigate the org chart, identify colleagues, and understand reporting hierarchies without compromising confidential data.

Workday recommends maintaining this group’s configuration in its default state to avoid restricting essential information visibility. Security administrators may, however, further refine domain policies to exclude sensitive data while preserving general organization structure access.

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

AConsolidated Approval Chain Stepallows multiple approval actions within a business process to be combined into a single, streamlined approval task. However, this stepmust be the final step before the completion stepin a business process.

If the Consolidated Approval Chain appearsafter the completion step, Workday will trigger acritical errorbecause the step order violates the BP framework rules. The system expects the consolidated approval to act as the last step to ensure that all approvals are received before the event finalizes.

Therefore, Option C is correct — acritical erroroccurs because the Consolidated Approval Chain Step must immediately precede the completion step, not follow it.

Reference (Paraphrased Source):

Workday Pro HCM Core – Business Process Configuration Guide (2023R2), Section: “Consolidated Approval Chains and Step Sequence Rules.”

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.

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 Restrictionsinstead.

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, when you need totrigger system events or sub-actions, such as initiatingcompensation eligibility rules for a newly hired worker, you use theAction Steptype. The Action step executes a system-defined function or event automatically, without requiring manual user intervention.

In this case, adding anAction Stepto the Hire Business Process (BP) can initiate the “Request Compensation Change” or run the “Determine Eligibility” process to assess compensation plans and eligibility rules for the new employee. This ensures that the worker’s pay components are properly configured based on eligibility criteria immediately upon hire completion.

Option A (Complete Questionnaire) is used to collect additional data; Option B (Service) is for integration or automated system services; and Option C (To Do) is used for manual informational or procedural tasks. OnlyAction Stepsdirectly invoke system logic or secondary processes.

Reference (Paraphrased Source):

Workday Pro HCM Core – Business Process Configuration Guide (2023R2), Section: “Action Step Configuration and Functional Usage.”

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.”

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.”

When configuring a business process, if the requirement is toexclude the initiator from completing a step, the correct configuration point is withinMaintain Advanced Routing. This task allows administrators to control and customizerouting restrictionsand participant logic for each step.

Using theMaintain Advanced Routingtask, you can define whether the initiator should be included or excluded as a potential assignee for the step. This ensures segregation of duties and compliance — for example, preventing an employee who initiated a Change Job event from approving or reviewing their own transaction.

Options A, B, and D are incorrect:

Maintain Step Conditions (A)is used to apply condition rules to control whether a step executes but not who performs it.

Maintain Step Help-Text (B)is used only to provide user instructions within the BP interface.

Maintain Step Delay (D)controls timing between steps, not participant assignment.

Reference (Paraphrased Source):

Workday Pro HCM Core – Business Process Configuration Guide (2023R2), Section: “Advanced Routing and Participant Restrictions” and “Business Process Step Configuration Options.”

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.