Workday-Pro-HCM-Core Exam Dumps - Workday Human Capital Management Questions and Answers

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.”

In Workday,condition rulesdetermine whether a step executes, routes, or triggers based on defined criteria such as job attributes, location, or organization. There are two primary ways to create or associate condition rules directly from a business process step:

Create Condition Rule (Option C)– allows a user to define a new condition rule directly from within the step configuration screen. This opens the condition rule editor where criteria can be defined using Workday attributes.

Maintain Step Conditions (Option D)– provides the option to assign existing condition rules or create new ones for the selected step. This is often used to ensure that certain steps run only when specific business conditions are met.

Options A and B are incorrect:

Maintain Advanced Routing Restrictions(A) is related to security routing and worktag-based participant logic, not condition rule creation.

Maintain Step Delay(B) controls timing (delaying execution by hours or days), unrelated to conditions.

Reference (Paraphrased Source):

Workday Pro HCM Core – Business Process Framework and Condition Rule Configuration Guide (2023R2) – Sections: “Creating and Maintaining Condition Rules” and “Step-Level Configuration.”

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.

In Workday, eligibility rules are evaluatedsequentially, andperformance optimizationis achieved by placing themost restrictive condition first. This minimizes the number of records evaluated in subsequent conditions.

In this scenario:

Only5 employeesmeet the job family criterion

50 employeesmeet the organization criterion

To optimize performance, the rule should first evaluatejob family, which immediately narrows the population to a smaller subset. The organization criterion is then evaluated against this reduced population.

Placing organizational membership first would cause unnecessary evaluation of a much larger group, negatively impacting performance. Workday does not automatically sequence eligibility conditions, and removing criteria would violate the business requirement.

Therefore,job family should precede organizational membership, making optionDcorrect.

In Workday HCM,compensation gradesare a core component of thejob and grade framework, which belongs to organizational configuration rather than transactional staffing activities. The primary purpose of assigning a compensation grade to a job profile is todefine and default the appropriate pay range—minimum, midpoint, and maximum—for employees performing that job.

When a compensation grade is attached to a job profile, Workday uses the associatedgrade profiles(which may vary by location, currency, or frequency) to automatically determine thesalary or hourly rangeduring hire, job change, and compensation change events. This ensures consistency, internal equity, and alignment with market data across the organization.

Compensation grades donotcontrol compensation frequency, bonus eligibility, or target compensation amounts. Frequency is defined at the compensation plan level, bonus eligibility is governed by eligibility rules, and target compensation is typically managed through compensation plans and guidelines.

By separatingjob architecture (grades)fromtransactional compensation plans, Workday enables scalable global compensation structures that are easy to maintain and audit. Therefore, the correct and primary purpose of assigning a compensation grade to a job profile is todefault the appropriate pay range, making optionCcorrect.

In Workday, theManage Basis Totalconfiguration enables organizations to enter asingle total compensation amount, which Workday then allocates across multiple compensation plans according to predefined rules, percentages, or limits. This is particularly useful in countries like Italy, where compensation discussions often focus ontotal compensationrather than individual components.

When Manage Basis Total is enabled on a compensation basis, administrators or managers can enter one total amount during a staffing or compensation event. Workday automatically distributes that amount across salary, allowances, and other included plans based on the compensation basis configuration.

Eligible Earnings Override is a payroll-specific tool and does not control compensation entry behavior. Total Base Pay and Total Salary & Allowances are reporting or calculation concepts, not data entry mechanisms.

By usingManage Basis Total, the company ensures consistency, simplifies compensation entry, and enforces internal rules for Milan-based employees.

Therefore, the correct answer isManage Basis Total.

The correct answer isB – Have an open, approved position.

In Workday’sPosition Managementstaffing model, each hire is tied to aspecific position. Before a worker can be hired, a position must exist, be opened, and be approved through the appropriate business process.

Once a position is approved, it becomes available for theHireorAdd Jobprocess. Without an approved position, no worker can be assigned under that supervisory organization. The position serves as the structural foundation for trackingheadcount, job details, and time-to-fill metrics.

OptionsAandCrefer to configuration prerequisites, but the question specifically focuses on the operational readiness to hire. OptionDis incorrect because a hire cannot occur until after a position exists.

In Workday,compa-ratiois a calculated metric that compares an employee’s pay to the midpoint of their compensation grade range. While the calculation depends on grades and pay, itsvisibilityis controlled throughcompensation package analytics settings.

If the compa-ratio is not visible when viewing worker compensation, the most likely cause is that the metric has not been enabled for display within thecompensation package analytics configuration. Administrators must explicitly select which analytics—such as compa-ratio, position in range, or range penetration—are displayed to users.

Security policies control access to data but do not toggle metric visibility. Eligibility rules and job profile assignments affect calculation accuracy but not whether the metric is shown.

By enabling the compa-ratio option incompensation package analytics, Workday displays the metric consistently during compensation events.

Therefore, optionBis the correct answer.

The correct task to assign someone as a leader of a new organization is"Assign Roles."In Workday, each organization (e.g., Cost Center, Company, Supervisory Organization) can have one or more roles assigned to manage that organization’s transactions and activities. These roles might include Manager, HR Partner, Finance Partner, etc.

When creating a new organization or modifying an existing one,the “Assign Roles” taskis used to designate the individuals who will hold specific responsibilities over that organization. This action ensures proper workflow routing, approvals, and visibility across business processes like Staffing, Compensation, and Financials. This is essential for cross-functional reporting and financial oversight.

In Workday,total base paycalculations are controlled bygrade profiles, specifically through theBase Pay Elementsfield. This field determines which compensation elements are included when evaluating base pay ranges such as minimum, midpoint, and maximum.

In this scenario, employees are correctly assigned aperiod salary planwith theBrazil Holiday Paycompensation element, but that element is not included in total base pay. This indicates that the grade profiles for Brazil do not currently include this element in the Base Pay Elements configuration.

Compensation bases are used for plan calculations and validations, not for defining base pay composition. Compensation elements must be included in the grade profile to affect base pay ranges. Salary plans and period salary plans reference compensation elements but do not control base pay inclusion.

By addingBrazil Holiday Payto theBase Pay Elementsfield on theBrazil grade profiles, Workday will include the 13th-month payment in total base pay calculations for employees in Brazil.

Therefore, optionDis the correct and Workday-supported solution.