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[General] Fresh Workday-Pro-HCM-Core Dumps - Exam Workday-Pro-HCM-Core Cram Review

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【General】 Fresh Workday-Pro-HCM-Core Dumps - Exam Workday-Pro-HCM-Core Cram Review

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Workday Workday-Pro-HCM-Core Exam Syllabus Topics:
TopicDetails
Topic 1
  • 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 2
  • 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 3
  • Jobs and Positions: This section of the exam measures the skills of HR Operations Specialists and focuses on managing positions and employee life cycle processes. It includes creating positions, applying hiring restrictions, performing job changes, managing staffing movements, and handling employee terminations. The section also covers contingent worker management and contract administration.
Topic 4
  • 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 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
  • 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 8
  • Building Custom Reports: This section of the exam measures the skills of Workday Data Analysts and involves creating custom reports using standard or indexed data sources. It includes adding business object fields, enabling web services, and building reports that support decision-making.
Topic 9
  • 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 10
  • 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.

Workday Pro HCM Core Certification Exam Sample Questions (Q53-Q58):NEW QUESTION # 53
Your client wants to select a staffing model that will allow them totrack the time to fill a position.
What staffing model should they use?
  • A. Customer-defined staffing model
  • B. A hybrid staffing model
  • C. Position Management
  • D. Job Management
Answer: C
Explanation:
The correct answer isC - Position Management.
In Workday,Position Managementis the staffing model used when an organization needs totrack headcount, vacancies, and time-to-fillfor each position individually. Each position represents a distinct job slot that must be filled by a worker, providing clear visibility into when a position is open, filled, or closed.
This model is ideal for organizations that require detailed tracking of resource allocation, workforce planning, and recruiting metrics such as"time to fill". Because each position must exist before a hire can occur, Workday automatically records thedate the position is openedand thedate it is filled, allowing accurate reporting on recruitment cycle times.
In contrast,Job Managementgroups workers under jobs rather than individual positions and does not provide vacancy-level tracking, making it unsuitable for time-to-fill analysis.
Reference:Workday Pro HCM -Staffing Models and Position Management Guide, "Comparing Position Management and Job Management Models."

NEW QUESTION # 54
An end user is creating a new cost center. What determines the values that the user can select in the subtype field?
  • A. Subtypes configured to be used for the Cost Center organization type.
  • B. Subtypes that default based on the role of the end user.
  • C. Subtypes that Workday recommends be used for the Cost Center organization type.
  • D. Subtypes that default based on the location of the cost center.
Answer: A
Explanation:
Comprehensive and Detailed Explanation (Paraphrased from Workday Pro HCM Core - Organizations Configuration and Setup Guide, 2023R2):
The values available in theSubtype fieldwhen creating a newCost Centerare determined by thesubtypes configured for that specific organization type. Each organization type (e.g., Company, Cost Center, Region, or Supervisory) can have one or more associated subtypes that define additional categorization or behavior.
During configuration, administrators define which subtypes are valid for each organization type. Hence, when an end user creates a Cost Center, only thesubtypes associated with the "Cost Center" organization type will appear in the selection list.
Options A, C, and D are incorrect because subtypes arenot influenced by location, user role, or system recommendations- they are strictly defined in the configuration setup.
Reference (Paraphrased Source):
Workday Pro HCM Core - Organizations Configuration Guide (2023R2), Section: "Defining Organization Types and Subtypes."

NEW QUESTION # 55
What action can you take after a business process completes?
  • A. Cancel
  • B. Rescind
  • C. Reassign
  • D. Delegate
Answer: B
Explanation:
After a business process completes in Workday, the valid corrective action that can be taken is toRescindthe process. TheRescindaction allows an authorized user (typically with HR Partner or BP Administrator access) to reverse the completed business process, effectively undoing the transaction and restoring the system to its prior state.
This is often used when incorrect data was entered, or when the transaction was completed prematurely.
Rescinding a process automatically generates related rescind events and notifications, ensuring system integrity.
Option A (Cancel) applies toin-progressbusiness processes only - it stops a process before completion.
Option B (Reassign) allows task ownership changes while a process is active but not after completion.
Option D (Delegate) is a security feature for work delegation, not a post-completion action.
Thus,Rescindis the only valid corrective action once a BP is finalized.
Reference (Paraphrased Source):
Workday Pro HCM Core - Business Process Framework and Transaction Correction Guide (2023R2), Section: "Rescind and Cancel Business Processes."

NEW QUESTION # 56
What is the purpose of a subprocess?
  • A. It starts a Workday-delivered background process.
  • B. It sends instructions and information for a task.
  • C. It allows users to approve a transaction.
  • D. It triggers steps from another business process.
Answer: D
Explanation:
In Workday, asubprocessis a step type used within a business process definition toinitiate 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 aHireprocess, you might add aRequest 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 throughApproval Steps, not subprocesses.
Option C is incorrect - background processes are system-managed and not user-configured through subprocesses.
Option D refers toTo-Do or Notification Steps, which are informational, not subprocess-driven.
Thus, subprocesses are a way toembed or chain additional processesinto 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."

NEW QUESTION # 57
Scenario:
A new supervisory organization has been created. The staffing model has been assigned so that there isno limit on the number of jobs that are filled.
TheWorker Typeavailable for staffing in this organization is for workers who arepaid by a third party.
What business process do you use to staff for this worker type?
  • A. Contract Contingent Worker
  • B. End Contingent Worker Contract
  • C. Hire Employee
  • D. End Additional Job
Answer: A
Explanation:
The correct answer isB - Contract Contingent Worker.
In Workday,Contingent Workersare individuals who perform services for the organization but arenot on the organization's payroll(they are paid by a third party). To bring a contingent worker into the system, the appropriate business process isContract Contingent Worker.
This business process mirrors theHire Employeeprocess but is designed for contingent workforce management. It captures key details such asvendor, 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.
TheHire Employeeprocess (option A) is used for direct employees only, while optionsCandDare termination or ending processes, not staffing ones.
Reference:Workday Pro HCM -Staffing Models and Contingent Worker Management, "Contracting and Managing Contingent Workers."

NEW QUESTION # 58
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