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

The correct report is View Security for Securable Item.

In Workday, each task, report, or domain is considered a securable item that is protected by one or more security policies. When an administrator needs to identify which policy governs access to a particular task—such as Change My Photo—they use the View Security for Securable Item report.

This report provides detailed insight into:

The domain or business process associated with the securable item,

The related security policies,

Which security groups currently have access, and

The permissions (view, modify, initiate, etc.) assigned.

Using this report helps determine the correct security domain to update when granting or revoking access.

The Compensation Spreadsheet is a powerful Workday reporting and analysis tool that allows managers and HR partners to view detailed compensation information for employees across one or more organizations they manage or support. It supports side-by-side viewing of key metrics, including:

Total base pay

Compensation package

Compa-ratio

Position in range

Allowances and bonuses

The spreadsheet format is specifically designed for managerial review, planning, and analysis, with optional inclusion of subordinate organizations. It is widely used during compensation review cycles and off-cycle analysis.

Other reports have more limited scope:

Employee Compensation Audit focuses on eligibility mismatches

Job Profile reports focus on structure, not worker-level pay

Total Rewards is employee-facing and not manager-analytic

Therefore, the correct answer is Compensation Spreadsheet, making option D correct.

The correct answers are B and C.

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

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

C. Similarly, users belonging to the Information Technology cost center hierarchy are included in the corresponding cost center-based security group.

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

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

In Workday, every worker must belong to exactly one Supervisory Organization. The Supervisory Organization defines the management hierarchy and reporting structure for workers and positions. It serves as the foundation for staffing, business process routing, security role assignment, and approval workflows.

When hiring or transferring a worker, assigning them to a supervisory organization ensures that the worker’s manager, HR partner, and other role-based participants are correctly identified. Without this relationship, the worker cannot be successfully staffed or managed within the tenant.

Options B (Matrix), C (Cost Center), and D (Company) may also be required for organizational reporting or accounting, but only Supervisory Organizations are mandatory for all workers because they define managerial oversight and operational hierarchy.

Reference (Paraphrased Source):

Workday Pro HCM Core – Organizations Configuration Guide (2023R2), Section: “Supervisory Organizations as the Basis of Staffing Structure.”

Workday provides a wide range of standard delivered reports to support workforce analysis, job architecture review, and organizational planning. When the requirement is to view job profile details, the correct Workday-delivered standard report is the Job Catalog. The Job Catalog report is specifically designed to display detailed information about job profiles that exist in the tenant.

The Job Catalog report presents comprehensive job profile attributes such as job title, job family, job family group, job category, management level, worker type eligibility, and other job architecture–related fields. This report is commonly used by HR administrators, compensation teams, and organizational design partners to review and validate job structures across the enterprise. Because job profiles are foundational objects in Workday HCM, the Job Catalog serves as the primary reporting tool to analyze and audit these profiles.

Other options do not meet this requirement. Find Workers focuses on worker data and employment details, not job profile configuration. Job History reports historical job changes for workers and does not display standalone job profile definitions. All Jobs typically reflects jobs held by workers or staffing data rather than the underlying job profile setup.

From a Workday Pro HCM perspective, understanding the distinction between job profiles and worker job assignments is critical. The Job Catalog report aligns directly with job architecture governance and supports reporting needs related to job design, standardization, and compliance. Therefore, the correct and fully Workday-verified answer is Job Catalog, as it is the standard report that displays detailed job profile information.

In Workday, compensation packages are used to group compensation plans that are presented and assigned during staffing events, such as Hire or Change Job. These packages are designed to include plans that are transactionally assigned and visible during compensation proposals.

A one-time payment plan is explicitly supported within compensation packages and is commonly used for sign-on bonuses, relocation payments, or other ad hoc payments offered during hiring.

Calculated plans and retirement plans are not assigned directly through compensation packages. Calculated plans are system-derived and depend on other plans, while retirement plans are managed through Benefits configuration. Future payment plans are handled separately and are not eligible for inclusion in compensation packages.

Therefore, the only valid option is One-time payment plan, making option D correct.

The correct answer is B – View Security for Securable Item.

In Workday, every task, report, domain, and business process is considered a securable item. To analyze how access to a specific task (like Change My Legal Name) is controlled, the system administrator uses the View Security for Securable Item report.

This report allows users to:

Identify which domain security policy governs the securable item,

See what security groups currently have access,

Determine the type of access granted (View, Modify, Initiate, etc.), and

Understand the security policy inheritance associated 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 the Worker Data: Personal Information domain. From there, security administrators can update access via the Maintain Domain Security Policy for Functional Area task if necessary.

This is the standard and recommended Workday method for determining how any specific action, report, or task is secured.

The Set Up Allowance Plan Adjustment task is specifically designed to update allowance plan amounts for existing employee assignments when plan targets change. Simply editing the allowance plan amount ensures new employees receive the updated value, but it does not automatically update existing employees already assigned to the plan.

By running the Allowance Plan Adjustment task and selecting Adjust to New Defaults, Workday evaluates all employees assigned to the plan and updates their allowance amounts to match the new default value of $3,500.

Manually updating employees through Request Compensation Change is inefficient and error-prone. Creating a new plan introduces unnecessary complexity and disrupts reporting continuity.

Therefore, the correct and Workday-recommended approach is to run Set Up Allowance Plan Adjustment and adjust to new defaults, making option D correct.

In Workday HCM, standard reports are delivered in several formats, each designed for different reporting needs and levels of complexity. Common Workday-delivered report types include Advanced, Report Writer, Matrix, and XpressO. While most standard reports allow users to create a copy and modify it to meet business-specific requirements, XpressO reports are the exception.

XpressO reports do not allow copy access. These reports are system-delivered, predefined reports designed for quick access to commonly needed information. They are optimized for performance and usability and are typically used as-is without customization. Because of their underlying structure and system dependencies, Workday restricts users from copying XpressO reports into custom reports.

In contrast, Advanced, Report Writer, and Matrix reports all allow copy access, provided the user has the appropriate security permissions. This capability enables report writers to duplicate delivered reports, adjust fields, filters, prompts, and layouts, and create tenant-specific reporting solutions while preserving the original delivered report.

From a Workday Pro HCM best-practice perspective, understanding which report types can be copied is important for efficient reporting design. When customization is required, report developers should start with a copyable report type rather than attempting to modify or replicate XpressO functionality. If similar data is needed, report writers can build a new Advanced or Report Writer report using the same data sources.

Therefore, the correct and Workday-verified answer is XpressO, as it is the only Workday-delivered standard report type that does not allow copy access.

In Workday HCM, when security access must follow a position rather than a specific individual, the correct solution is to use a role-based constrained security group. This is especially important when the position is vacant, as assigning security to a person would not meet the requirement and would require reconfiguration once the role is filled.

The first step is to run the Maintain Assignable Roles task. This task enables administrators to define which role-based security groups can be assigned to organizations. Without completing this step, the role cannot be attached to an organization or used in an organizational context.

Next, a role-based constrained security group is created. Constrained security groups restrict access based on organizational assignments, allowing the role to support a specific organization and its subordinate organizations. This aligns precisely with the requirement for the HR Generalist position to support a new organization hierarchy while maintaining proper security boundaries.

Finally, the position is assigned to the new role on the organization. Assigning the role to the position—not the worker—ensures that security access automatically transfers to whoever occupies the HR Generalist position in the future. This supports scalability, reduces administrative effort, and follows Workday’s security best practices.

The other options are incorrect because user-based security groups require an incumbent and do not support vacant positions, while unconstrained security groups grant overly broad tenant-wide access. Activating pending security policy changes alone does not satisfy the requirement to scope access by organization.

Therefore, Option A is the only configuration that is accurate, scalable, and fully aligned with Workday Pro HCM security design principles.

In Workday, a Business Process (BP) defines how specific business events are executed within the system. The true statement among the options is that you can create business process definitions based on rules. Workday allows you to maintain rule-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 defined condition rule, evaluated at runtime to determine which BP definition applies.

Options A, B, and C are incorrect:

A is 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).

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

C is false because only a designated Completion Step marks 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.”

In Workday HCM, job profile attributes play a critical role in determining eligibility for compensation components, allowances, and benefits. When the goal is to make a group of related roles—such as IT Associates, IT Managers, and IT Specialists—eligible for a cell phone allowance, the most effective and scalable attribute to use is the Job Family.

A Job Family groups job profiles that perform similar types of work within a functional discipline. In this example, IT Associates, IT Managers, and IT Specialists are distinct job profiles, but they are all aligned to the same functional area of Information Technology. By configuring eligibility rules based on the job family, Workday allows organizations to apply compensation components, such as allowances, consistently across all related roles without maintaining separate rules for each individual job profile.

Using Total Base Pay would be inappropriate because it is a compensation amount, not a classification attribute used for eligibility determination. Location and Company are organizational attributes that control where or for whom a worker is employed, but they do not define the functional nature of the work being performed. Applying eligibility based on those attributes could unintentionally include or exclude workers who should or should not receive the allowance.

From a Workday Pro HCM best-practice perspective, job families are specifically designed to support standardized compensation, benefits eligibility, and reporting across similar roles. Therefore, configuring the cell phone allowance eligibility using the Job Family attribute ensures consistency, reduces administrative complexity, and supports scalable compensation governance across the IT organization.

Dynamic calculated compensation plans in Workday are designed to automatically recalculate compensation amounts based on predefined criteria, such as seniority, service dates, or anniversaries. When a plan is configured as a seniority dynamic calculated plan, Workday continuously evaluates the employee’s service milestones without requiring manual intervention.

In this scenario, the plan is configured to increase every three years of employment. When the employee reaches their sixth anniversary, the condition for the next increase is automatically met. Workday recalculates the plan amount based on the updated seniority value and applies the new amount accordingly.

There is no requirement to run a compensation adjustment process, mass operation, or manual compensation change. These tools are typically used for fixed or manual compensation updates, not for plans driven by dynamic calculations. Workday evaluates dynamic plans as part of its standard processing, ensuring values remain accurate over time.

Options A and B introduce unnecessary administrative effort and are not required for dynamic plans. Option D incorrectly assumes manual intervention is needed, which defeats the purpose of a dynamic calculated plan.

Therefore, no action is required—the system updates the amount automatically—making option C the correct answer.

In Workday HCM, selecting the correct security group type is critical to ensuring users have appropriate access while maintaining strong governance and data security. When HR representatives need access to workers within a specific supervisory organization, such as Sales, the most appropriate solution is a role-based constrained security group.

A role-based constrained security group limits access based on organizational assignment, such as a supervisory organization and its subordinate organizations. This means HR representatives assigned to this role will only have access to workers who belong to the Sales supervisory organization hierarchy. This targeted access aligns with the principle of least privilege and is a core Workday Pro HCM security best practice.

Organization-based (Unconstrained) and role-based (Unconstrained) security groups grant access across all organizations in the tenant. These options would provide broader access than required and could expose sensitive worker data outside the Sales organization. Therefore, they are not appropriate when access should be limited to a specific supervisory organization.

User-based security groups assign access to individual users, not organizational roles. While useful for exceptions or administrators, user-based groups do not scale well and require ongoing maintenance when users change roles or responsibilities.

By using a role-based constrained security group, access automatically follows the role assignment on the Sales supervisory organization. If HR representatives change or new HR staff are assigned, access is updated without reconfiguring security for individual users.

From a Workday Pro HCM perspective, role-based constrained security groups provide the optimal balance of flexibility, control, and scalability. Therefore, the correct and Workday-verified answer is Role-based (Constrained).

In Workday HCM, job management supervisory organizations rely on hiring restrictions to control which workers can be hired. These restrictions can be set at the organization level to govern hiring eligibility based on attributes such as job profile, location, worker type, and time type. When an organization anticipates hiring workers across multiple locations and multiple job profiles, Workday Pro HCM best practices emphasize configuring hiring restrictions to allow the greatest flexibility while avoiding unnecessary administrative maintenance.

Selecting the No Job Restrictions checkbox when setting the organization’s hiring restrictions is the most effective approach in this scenario. This option removes job-based limitations, allowing the organization to hire workers into any job profile and location without repeatedly updating restrictions. It is especially appropriate for new or growing organizations where hiring needs are expected to change frequently.

The other options introduce inefficiency and risk. Updating each position’s hiring restrictions is not applicable in job management, as job management does not use discrete position objects. Selecting all locations and job profiles during position creation is both impractical and restrictive, as it requires constant updates when new jobs or locations are added. Updating the organization’s hiring restrictions every time a new worker is hired increases administrative overhead and raises the likelihood of errors or delayed hires.

From a Workday Pro HCM perspective, the No Job Restrictions setting is designed specifically to support broad, flexible hiring needs while still allowing downstream processes—such as recruiting, compensation, and reporting—to function correctly. Therefore, choosing this option ensures maximum hiring flexibility and aligns with Workday’s recommended configuration approach for job management organizations.

From the Workday Module 2 Binder:

“User-based security groups include roles such as Security Administrator and HR Administrator. These are assigned directly to individual users and determine their access and capabilities within the tenant.”

– Workday Module 2 Binder, Security Configuration Section

User-Based Security Groups are directly assigned to specific users, rather than based on roles or job positions.

Security Administrator and HR Administrator are classic examples — they're given to individual users based on need or access level.

Compensation Partner and Managers are role-based security groups, which are tied to a worker's role within an organization, not directly to a user.

The Compensation Rule Assignment report is designed to provide a configuration-level view of compensation components and the eligibility 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 is Compensation Rule Assignment, making option B correct.

In Workday, when multiple configurable compensation bases qualify for an employee, the system determines the primary compensation basis using ranking precedence. The compensation basis with the lowest numerical ranking takes priority, provided the employee meets its eligibility criteria. Unranked compensation bases are only used when no ranked bases apply.

In this scenario, the employee is:

Full-time

Not in sales

Located in Mexico

Based on eligibility:

Total Compensation Non-Sales applies (full-time, non-sales).

Total Pay (Mexico) applies (Mexican employees).

Salary and Seniority applies (all employees).

Among these, Total Compensation Non-Sales has the highest priority because it has the lowest ranking value (20). Although Total Pay (Mexico) is country-specific, its ranking (40) gives it lower precedence. Salary and Seniority is unranked and therefore only applies if no ranked basis qualifies, which is not the case here.

Workday’s compensation basis evaluation logic always selects the highest-ranked (lowest number) qualifying basis as the primary basis for compensation calculations and validations.

Therefore, the correct answer is Total Compensation Non-Sales.

In Workday, allowance plan profiles are designed to localize plan targets based on eligibility criteria. However, a key rule is that each employee can match only one profile. When an employee meets the eligibility criteria for multiple plan profiles, Workday cannot determine which profile amount to apply and therefore defaults to the plan’s base default value, which in this case is zero.

In this scenario, the plan uses both management level and location as eligibility criteria across multiple profiles. If these criteria overlap and are not mutually exclusive, employees may qualify for more than one profile simultaneously.

Workday does not throw an error in this situation; instead, it applies the plan’s default value to avoid ambiguity. In-progress compensation events do not affect defaulting logic, and having multiple compensation packages does not cause zero defaulting. A missing eligibility rule would apply the default to everyone, not just some employees.

To resolve this issue, administrators must ensure that plan profile eligibility rules are mutually exclusive so that each employee qualifies for exactly one profile.

Therefore, option B is the correct answer.

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.

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

In Workday, the ability to share a report depends on a user or group’s security access to the report’s data source and data source filters. This ensures that only authorized individuals can view the report’s content, even if they have the link or the report is shared with them directly.

Data sources define what underlying information a report can pull (e.g., Worker, Position, Organization). Security policies tied to those data sources control who can access or view specific data fields. Therefore, even if a report is shared broadly, users can only see results their security permissions allow.

Options A, B, and D are incorrect because Workday security doesn’t evaluate “business reasons” or “tags” for access — it enforces data-source–based controls. Field-level access is governed by the domain security policy within the data source.

Reference (Paraphrased Source):

Workday Pro HCM Core – Reporting Configuration Guide (2023R2), Section: “Report Sharing and Security Dependencies.”

Compensation elements in Workday serve as the critical 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 created before it can be assigned to the allowance plan.

The correct process begins with the Maintain Compensation Elements task, 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 the car 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 to create the compensation element first using Maintain Compensation Elements, then create the allowance plan with that element, making option D the correct answer.

When configuring Business Process Notifications in Workday, administrators can define the recipient based on a specific Workday 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 process status changes such 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.”

In Workday, the ability to assign compensation plans—regardless of employee eligibility—is controlled by security domains, not by business process steps or guidelines. The Worker Data: Compensation Plan Type security domain governs access to specific types of compensation plans, such as allowance plans, salary plans, or one-time payments.

When a user (such as a compensation partner) has broader access through this domain, they can assign compensation plans even when eligibility rules are not met. This is commonly granted to advanced compensation roles to allow exceptions, corrections, or special cases during approvals.

Manager roles are typically restricted by eligibility, which is why the manager can only assign the car allowance. The compensation partner’s elevated security allows them to override eligibility.

The “Select Any Compensation Package” option controls package selection, not plan-level overrides. Guidelines and manager domains do not grant override capability.

Therefore, the correct security domain is Worker Data: Compensation Plan Type, making option D correct.

The correct answer is A – Employee-as-Self.

Employee-as-Self is a delivered Workday user-based security group automatically assigned to all active workers within the tenant. This group allows employees to view and update their own personal data, such as home address, phone number, emergency contacts, and other self-service information.

The permissions for this group are defined in domain security policies related to personal data, such as Worker Data: Personal Information and Worker 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.

In Workday, the Review Step within a business process is specifically designed to enable a user to review, edit, and approve information that was submitted by the initiator. This step allows designated participants to view the transaction details, make permissible edits, and approve or send it back for correction. It serves as an intermediate checkpoint before final approval or completion, ensuring data accuracy and compliance with policy.

By contrast, the Approval Step (Option C) only permits approval or denial — it does not allow data modification. The Consolidated Approval Step (Option B) groups multiple approval steps for simplification but also lacks edit functionality. The Integration Step (Option D) is used for system integrations and automated data transfers, not for user data review.

Thus, the Review Step uniquely provides both review and edit capabilities, which makes it ideal for validating and refining information early in the process lifecycle.

Reference (Paraphrased Source):

Workday Pro HCM Core – Business Process Configuration Guide (2023R2) – Section: “Step Types and Participant Actions” and “Review Step Configuration.”

In Workday HCM, it is common to configure organization-specific business process definitions, especially for high-impact processes such as Termination, where approval steps and routing may vary by supervisory organization. When multiple definitions exist for the same business process, administrators need a reliable way to determine which definition applies to which supervisory organization.

The correct report for this purpose is Business Process Configuration Options. This Workday-delivered report provides a consolidated view of all business process definitions for a given business process and clearly shows the organization-specific assignments. It displays which definition is active, the organizations it applies to, and the precedence rules used by Workday when evaluating which definition to apply during a transaction.

Workday evaluates business process definitions in a hierarchical order, typically starting with the most specific organization and moving up the supervisory hierarchy. The Business Process Configuration Options report allows administrators to validate this configuration and ensure the correct definition is being triggered for each supervisory organization.

The other options do not meet this requirement. View Business Process Template shows the delivered template structure but does not reflect tenant-specific configuration or organizational applicability. Business Object Details provides metadata about business objects but does not indicate applied business process definitions. Business Process Definitions for Business Object lists definitions associated with a business object but does not clearly map them to specific supervisory organizations.

From a Workday Pro HCM best-practice standpoint, Business Process Configuration Options is the authoritative report for auditing and troubleshooting organization-specific business process behavior. It ensures transparency, supports compliance, and helps administrators maintain accurate and predictable process execution.

Therefore, the correct and Workday-verified answer is Business Process Configuration Options.

In Workday HCM, supervisory organizations form a hierarchical structure that governs reporting relationships, staffing behavior, and headcount control. When a subordinate supervisory organization is created, certain attributes may be inherited from the superior organization to ensure consistency and operational alignment across the hierarchy.

The field that inherits from the superior supervisory organization is the Staffing Model. Workday enforces this inheritance because the staffing model—either position management or job management—determines how workers are staffed, how headcount is controlled, and which staffing rules apply. Allowing subordinate organizations to inherit the staffing model ensures consistent staffing behavior throughout the supervisory hierarchy and prevents configuration conflicts.

The other options do not inherit from the superior organization. Organization Subtype is explicitly selected during creation and can differ between supervisory organizations. Availability Date is defined individually for each organization and controls when it becomes active. Organization Code is a unique identifier and must be manually entered; it does not inherit to avoid duplication.

From a Workday Pro HCM best-practice perspective, enforcing staffing model inheritance simplifies organization management and supports accurate headcount and staffing governance. It also ensures that subordinate organizations cannot inadvertently introduce incompatible staffing configurations within the same reporting structure.

Therefore, the correct and Workday-verified answer is Staffing Model, as it is the field that inherits from the superior supervisory organization.

The correct answer is B – Create Position.

In Workday, when a supervisory organization uses the Position Management staffing model, each hire must be associated with a specific position. Before initiating a hire, an administrator or HR partner must execute the Create Position business process to establish that position record.

This process defines critical attributes such as:

Job Profile (e.g., HR Analyst, Accountant),

Location,

Time Type (Full-time/Part-time),

Worker Type (Employee or Contingent Worker),

Availability Date and Earliest Hire Date, and

Position Restrictions that control who and how hiring can occur.

Once the position is created and approved through the configured workflow, it becomes available for hiring via the Hire Employee business process. Without an open, approved position, the system will not allow a hire in Position Management organizations.

In Workday, position management and job management represent two different staffing models. In a position management organization, a worker is assigned to a specific position (a distinct headcount-controlled object with attributes like availability date, restrictions, and position details). When you initiate a job change that transfers the worker into a job management organization, the worker is no longer staffed against a position-managed role. Instead, the worker becomes staffed in a job management context, where staffing is generally based on the job/role and organization headcount rules rather than a discrete position object.

Because the worker is leaving a position-managed assignment, Workday treats the original position as vacated. The position itself typically remains in the position management organization (it does not “move” into job management), and it does not automatically cease to exist simply because the incumbent moved. As a result, the most accurate description is that the prior position becomes open and may be available for backfill, depending on how your tenant is configured (for example, whether the position is frozen, closed, or otherwise restricted by staffing rules or business process conditions). This aligns with Workday’s standard behavior: a worker transfer out of a filled position leaves an open position that can be recruited for and filled through normal staffing activities.

To meet seasonal demand, you need to hire cashiers, retail specialists, and customer service representatives.

What hiring restriction do you set to meet this need?

A. Job Family Group

B. Job Profile

C. Job Description

D. Job Category

Answer: A

In Workday HCM, hiring restrictions are used in job management organizations to control what types of jobs can be hired into a supervisory organization. Selecting the correct level of restriction is critical to balancing flexibility with governance. In this scenario, the organization needs to hire multiple distinct roles—cashiers, retail specialists, and customer service representatives—to address seasonal demand. These roles are different job profiles, but they typically belong to the same broader functional area within the organization.

The most appropriate hiring restriction to meet this requirement is the Job Family Group. A job family group allows organizations to group related job families under a common functional umbrella, such as Retail Operations or Customer Support. By setting the hiring restriction at the job family group level, the organization can hire multiple job profiles that fall within that group without needing to define each job profile individually. This provides flexibility, speeds up hiring during peak seasonal periods, and reduces administrative effort.

Restricting hiring by Job Profile would be too limiting because it allows only a single, specific role to be hired, which does not meet the need for multiple types of workers. Job Description is not used as a hiring restriction object in Workday staffing models, and Job Category is primarily used for reporting and classification purposes rather than controlling staffing eligibility.

Therefore, using a Job Family Group hiring restriction aligns with Workday Pro HCM best practices by enabling efficient, scalable hiring across multiple related roles while maintaining appropriate organizational control.

In Workday, a subprocess is a step type used within a business process definition to initiate another, independent business process. The purpose of a subprocess is to trigger a set of predefined steps from a separate process that runs as part of the main (parent) process. This provides modularity and reusability across multiple BPs.

For example, when configuring a Hire process, you might add a Request Compensation Change subprocess to automatically launch once the hire is initiated. This avoids duplicating configuration work and ensures consistency in how related actions are handled across events.

Option A is incorrect because approvals are managed through Approval Steps, not subprocesses.

Option C is incorrect — background processes are system-managed and not user-configured through subprocesses.

Option D refers to To-Do or Notification Steps, which are informational, not subprocess-driven.

Thus, subprocesses are a way to embed or chain additional processes into an event flow, promoting flexibility and maintainability.

Reference (Paraphrased Source):

Workday Pro HCM Core – Business Process Configuration Guide (2023R2), Section: “Subprocess Step Type and Configuration Best Practices.”

Workday provides the Remove Compensation Plans from Employees task as the most efficient and scalable method for removing an existing compensation plan from a large population. This task allows administrators to select a compensation eligibility rule that identifies all employees currently assigned to the plan and remove it in bulk.

Marking a plan as Inactive only prevents future assignments; it does not remove the plan from employees who are already assigned. Using Change Job events would require individual transactions and is not operationally efficient. The Request Bonus Payment web service is used for issuing bonus payments, not removing bonus plan assignments.

The removal task ensures:

Clean and auditable removal

No unintended job or worker data changes

Correct end-dating of plan assignments

Therefore, option A is the correct and Workday-recommended approach.

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

The Org Chart Report in Workday provides a visual hierarchical diagram displaying superior 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 Report is 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.”

In Workday HCM, business process definitions consist of multiple steps that may include approvals, notifications, integrations, or system actions. Some steps are configured to initiate a subprocess, meaning that when the step runs, it launches another related business process, such as compensation changes, provisioning, or document generation. Identifying whether a step triggers a subprocess is essential for troubleshooting, impact analysis, and process design.

The correct tab to determine whether a step initiates a subprocess is Allowed Services. The Allowed Services tab displays the services (subprocesses) that can be launched from a specific step within the business process definition. If a step is configured to initiate a subprocess, it will be clearly listed on this tab, indicating which downstream business processes may be triggered when the step executes.

The other options do not provide this information. Available Rules and Fields lists condition rules and data fields that can be used for routing or validations but does not show subprocess initiation. Allowed Actions by Role defines what actions security roles can perform during the business process, such as approve or cancel, and is unrelated to subprocess execution. Notifications shows alert and message configurations but does not indicate subprocess behavior.

From a Workday Pro HCM perspective, the Allowed Services tab is a critical tool for understanding process orchestration within Workday. It helps administrators visualize dependencies between business processes and ensures that changes to one process do not unintentionally impact others.

Therefore, the correct and Workday-verified answer is Allowed Services, as it identifies whether a business process step initiates a subprocess.

Default compensation on a job requisition allows organizations to predefine compensation plans and values that automatically flow into the Offer event. The primary advantage is consistency—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 governs applicant and offer behavior.

Therefore, option B is the correct answer.

In Workday HCM, consolidated approvals are used within business process definitions to reduce approval fatigue by grouping multiple related approval steps into a single task for the approver. This is especially useful for senior leaders, such as HR executives, who otherwise might receive several separate approval tasks for the same transaction—such as hire details, compensation, and organization assignments.

When you add a Consolidated Approval step to a business process, that step alone does not define what information is presented to the approver. To complete the configuration and make the consolidated approval functional, you must also complete the Configure Consolidated Template task. This task defines the approval layout and content, specifying which sections, fields, and business process steps are grouped and displayed together in the single approval task.

Without configuring the consolidated template, Workday does not know how to combine the approval content, and the consolidation will not behave as intended. The template controls the user experience for the approver and ensures all required information is reviewed in one place.

The other options do not meet this requirement. Maintain Step Conditions controls when a step runs but does not define consolidation behavior. Configure Consolidated Approval is not a delivered standalone task; consolidation is driven by the step and its template. Maintain Step Delay controls timing, not task grouping.

From a Workday Pro HCM best-practice perspective, adding a consolidated approval step must always be paired with Configure Consolidated Template to complete the setup. Therefore, the correct and Workday-verified answer is Configure Consolidated Template.

As per the Workday Module 2 Binder:

“Validation condition rules are used in approval steps to determine whether the step should occur or be skipped based on specific conditions.”

– Workday Module 2 Binder, Business Processes Section

Situation: In a business process in Workday, organizations want certain steps (like approvals) to occur only if specific conditions are met—for example, skipping approval if the amount is under a certain threshold.

Task: Implement logic that dynamically controls the flow of a business process based on conditions.

Action: You apply a validation condition rule within an approval step. This rule evaluates defined criteria and determines if the step should be executed or bypassed.

Result: This enhances automation, improves efficiency, and reduces manual intervention in workflow execution.

Hence, approval steps are the specific step type in which validation condition rules can be added.

The correct answer is B – Contract Contingent Worker.

In Workday, Contingent Workers are individuals who perform services for the organization but are not on the organization’s payroll (they are paid by a third party). To bring a contingent worker into the system, the appropriate business process is Contract Contingent Worker.

This business process mirrors the Hire Employee process but is designed for contingent workforce management. It captures key details such as vendor, contract dates, location, job profile, and supervisory organization. The process is typically initiated when the organization wants to assign contingent workers under a supervisory org for project or temporary work.

The Hire Employee process (option A) is used for direct employees only, while options C and D are termination or ending processes, not staffing ones.

In Workday, when updating allowance plan target amounts, administrators must carefully manage how the change impacts employees who are assigned override amounts. Overrides represent intentional deviations from the plan default, and preserving those differences is often a business requirement.

The Set Up Allowance Plan Adjustment task provides specific options for handling overrides. The option Adjust by Same Amounts for Employees Using Override increases each employee’s allowance by the same delta as the change to the plan default. In this scenario, the default increases from $150 to $200, a difference of $50. Employees with override amounts will also receive a $50 increase, thereby preserving their original variance from the default.

Selecting Adjust to New Defaults would eliminate the override difference by resetting employees to the new default amount, which contradicts the requirement. Removing or re-rolling out the plan introduces unnecessary disruption and risk.

Therefore, the correct approach is to use the Set Up Allowance Plan Adjustment task and select Adjust by Same Amounts for Employees Using Override, making option D correct.

In Workday HCM, job profiles are core configuration objects that define the general characteristics of work performed in the organization. Their primary function is to standardize and describe roles consistently across the enterprise, regardless of whether the organization uses job management, position management, or a hybrid staffing model. Job profiles capture high-level attributes such as job title, job family, job family group, management level, job category, worker type eligibility, and other structural elements that describe the nature of the work.

The correct statement is that job profiles include the general characteristics of position. In position management organizations, every position is associated with a job profile, which supplies these shared characteristics. This ensures that multiple positions performing the same type of work are aligned to the same job definition, supporting consistency in staffing, compensation, reporting, and organizational analysis.

Option A is incorrect because job profiles are not optional; they are foundational to staffing and compensation processes. Option B is inaccurate because job profiles are not assigned only to jobs—they are used across both job management and position management models. Option D is also incorrect because while job profiles are required for creating positions, that statement describes a dependency, not the function of job profiles.

From a Workday Pro HCM best-practice perspective, job profiles serve as the single source of truth for job architecture, enabling scalable workforce management, consistent reporting, and effective compensation governance. They allow organizations to evolve roles over time while maintaining structural alignment across workers and positions.

Therefore, the correct and Workday-verified function of job profiles is that they include the general characteristics of positions.

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

The Reorganization Event in Workday is used to group and manage multiple organization changes that share a common effective date. This functionality ensures that all changes—such as reorganizing reporting structures, moving subordinates, or reassigning workers—are executed simultaneously as part of a controlled event.

It helps maintain organizational data integrity and ensures that all related updates occur in a coordinated and auditable way.

Options A, B, and C describe other organization functions:

A: Reporting on membership is done through standard reports.

B: Role inheritance occurs automatically via supervisory structure, not through reorganization events.

C: Maintaining settings is done through “Edit Organization” tasks.

Therefore, D correctly captures the purpose of a reorganization event.

Reference (Paraphrased Source):

Workday Pro HCM Core – Organizations Configuration Guide (2023R2), Section: “Reorganization Events and Effective Dating.”