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Free Workday-Pro-HCM-Core valid vce, Latest Workday-Pro-HCM-Core exam pdf, Workday-Pro-HCM-Core valid test

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Workday Workday-Pro-HCM-Core Exam Syllabus Topics:

Topic
Details

Topic 1

Business Process Configuration: Step-Level: This section of the exam measures the skills of Business Process Developers and focuses on customizing workflows. It includes creating condition rules, configuring advanced routing, customizing notifications, and adding help text to enhance user experience and control workflow behavior.

Topic 2

Sorting and Filtering: This section of the exam measures the skills of Workday Report Developers and focuses on improving data presentation. Candidates are evaluated on their ability to apply effective sorting, filtering, and logic-building techniques to generate accurate results.

Topic 3

Prompting: This section of the exam measures the skills of Report Designers and focuses on configuring prompts in report definitions. It involves identifying built-in prompts and optimizing their use to create interactive reports.

Topic 4

Report Security: This section of the exam measures the skills of Workday Access Control Specialists and focuses on implementing security controls in report design. It covers sharing options, user access considerations, and transferring ownership responsibly.

Topic 5

Security: This section of the exam measures the skills of Workday Security Administrators and covers maintaining secure access within Workday. It includes managing functional areas, domains, and security policies; distinguishing between user-based and role-based groups; and updating permissions. Candidates demonstrate how to maintain domain and business process security effectively.

Topic 6

Organizations: This section of the exam measures the skills of HR System Administrators and covers managing organizational structures in Workday. It includes creating and maintaining organization types such as supervisory and cost center hierarchies, configuring reporting structures, and defining locations. Candidates also demonstrate the ability to assign workers, establish leadership roles, and manage the relationships between organizations and employees.

Topic 7

Compensation: This section of the exam measures the skills of Compensation and Benefits Managers and involves building and maintaining compensation frameworks. It includes defining eligibility rules, configuring compensation packages, salary plans, and allowance plans. Candidates must understand compensation defaulting, manage worker compensation events, and ensure alignment with organizational pay structures.

Topic 8

Business Process Steps: This section of the exam measures the skills of Workday Implementation Consultants and focuses on executing tasks, approvals, and subprocesses within business workflows. Candidates demonstrate managing approvals and maintaining approval chains for accurate process tracking.

Topic 9

Scheduling Reports: This section of the exam measures the skills of Report Administrators and covers running, scheduling, and configuring reports with dynamic criteria. It emphasizes automation and time-based execution for reporting efficiency.

Topic 10

Business Process Security: This section of the exam measures the skills of System Security Analysts and focuses on how business process security interacts with overall configurable security in Workday. Candidates ensure secure process execution through appropriate role and domain control.

Topic 11

Business Process Framework: This section of the exam measures the skills of Business Process Designers and focuses on how organizations, security, and processes interact. It includes identifying rule-based and organization-specific process definitions and understanding key business process concepts such as events, steps, and types.

Topic 12

Business Process Management: This section of the exam measures the skills of HRIS Administrators and covers managing both mass and individual business processes. It emphasizes handling multiple workflow tasks efficiently and ensuring accuracy in execution.

Topic 13

Reporting Overview: This section of the exam measures the skills of Workday Reporting Analysts and introduces candidates to standard report modification. It focuses on copying, editing, and adapting reports to meet organizational requirements.

Topic 14

Staffing Models: This section of the exam measures the skills of Workday Functional Consultants and focuses on understanding staffing models used in Workday. It includes identifying the characteristics of position management and job management models, setting position restrictions, and applying them when creating positions. Candidates must understand how staffing models support workforce planning and organizational efficiency.

Topic 15

Navigation, Finding Data, and Business Objects: This section of the exam measures the skills of Workday HCM Analysts and focuses on navigating the Workday interface efficiently, finding relevant data, and understanding how business objects function. Candidates are tested on their ability to apply navigation techniques, recognize the structure and purpose of Workday business objects, and link them to organizational data management processes.

Topic 16

Business Process Configuration: Definition-Level: This section of the exam measures the skills of Workflow Configuration Specialists and focuses on defining and validating business process steps. Candidates apply validation conditions, set process rules, and order steps efficiently to improve workflow accuracy.

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Workday Pro HCM Core Certification Exam Sample Questions (Q39-Q44):

NEW QUESTION # 39
What options are available when configuring a business process notification?

A. Recipient based on Workday Account
B. Trigger on In Progress
C. On exit
D. Sender based on Workday Account

Answer: A

Explanation:
When configuringBusiness Process Notificationsin Workday, administrators can define therecipientbased on a specificWorkday Account. This allows precise targeting of individuals or security groups (e.g., HR Partner, Manager, or specific role-based accounts) who should receive the notification.
Option D is correct because"Recipient based on Workday Account"ensures the system routes the notification to the appropriate user or group dynamically, based on the context of the business event. This is essential for process transparency and timely action.
Option A (Sender based on Workday Account) is incorrect - the sender is system-defined ("Workday Notification"), not configurable by user account.
Option B (On exit) and Option C (Trigger on In Progress) are not valid notification configuration options; triggers are defined by processstatus changessuch as "Awaiting Action," "Completed," or "Denied." Reference (Paraphrased Source):
Workday Pro HCM Core - Business Process Configuration Guide (2023R2), Section: "Business Process Notifications and Recipient Configuration."

NEW QUESTION # 40
You need to determine which tasks in your business process must occur after the completion step. What report will you run?

A. Business Process Definitions for Business Object
B. Business Process Definitions
C. Business Process Compare
D. Business Process Configuration Options

Answer: B

Explanation:
The correct report to determine which tasks occur after the Completion Step in a business process is the
"Business Process Definitions" report.
In Workday, the Business Process Definitions report provides a comprehensive view of all steps, conditions, and routing rules configured within a specific business process definition. This includes identifying the sequence of steps, whether they occur before or after the completion step, and the associated responsible roles or security groups.
This report is critical for administrators and Workday Pro users to validate workflow sequencing, especially when troubleshooting process behavior or verifying compliance with organizational approval structures. Other reports, such as Business Process Definitions for Business Object, are broader and list all business processes tied to a given object, but they do not detail the post-completion steps.
Reference: Workday Pro HCM - Business Process Fundamentals, "Analyzing Business Process Definitions" section; Workday Report: Business Process Definitions.

NEW QUESTION # 41
You need to trigger compensation eligibility for a newly hired worker. What step type should you use?

A. Service
B. To Do
C. Complete Questionnaire
D. Action

Answer: D

Explanation:
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. Only Action 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."

NEW QUESTION # 42
Your client wants to group job profiles by departments (such as Human Resources, Accounting, Supply Chain). What field should the client use when creating a job profile?

A. Job Category
B. Job Family/Job Family Group
C. Job Profile Name
D. Job Classification

Answer: B

Explanation:
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).
Reference:Workday Pro HCM -Job Profiles, Job Families, and Job Family Groups, "Organizing Job Profiles into Hierarchical Structures."

NEW QUESTION # 43
Why would you recommend a client to usejob familiesorjob family groups?

A. Job families and job family groups are optional, but they can help organize and group job profiles.
B. Job families and job family groups can be assigned to compensation grade profiles.
C. Job families can belong to one or more job family groups.
D. Job families and job family groups have a hierarchical structure with job families being the highest level.

Answer: A

Explanation:
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.
Reference:Workday Pro HCM -Job Profiles and Job Family Structures, "Benefits of Using Job Families and Job Family Groups."

NEW QUESTION # 44
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