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

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.”

Compensation steps in Workday are designed to support structured, automatic pay progression based ontime, service, or measurable criteria. To meet the requirement in this scenario, the configuration must enforcetwo separate conditionsbefore the employee progresses to the next step: completion of12 months of durationand accumulation of400 worked hours.

In Workday,durationdefines the minimum amount of time an employee must remain on a compensation step before becoming eligible for progression. Setting the duration to12 monthsensures the employee cannot advance earlier than one year of service. However, duration alone is insufficient when additional criteria—such as hours worked—must also be met.

This is wherestep progression rulesare used. A step progression rule allows administrators to define measurable thresholds, such as hours worked, that must be satisfied before progression occurs. By configuring a rule that counts400 hours worked, Workday ensures that employees who do not meet the hours requirement will not advance, even if they have completed 12 months.

Options A and B only configure one condition and do not satisfy the full requirement. Option C applies to initial step assignment, not progression eligibility.

Therefore, combining a12-month durationwith astep progression rule based on hours workedis the correct and Workday-supported configuration, making option D the correct answer.

Workday provides theRollout Compensation Plans to Employeestask to efficiently assign newly created compensation plans to employees who meet defined eligibility criteria. This task evaluates theeligibility ruleattached to the plan and assigns the plan to all qualifying employees in bulk.

Manual approaches such as Request Compensation Change or Change Job events are inefficient and not scalable. The View Compensation Plan Rollout Process task is informational and does not perform assignments.

Using the rollout task ensures consistency, reduces administrative effort, and aligns with Workday best practices for plan deployment.

Therefore, optionDis the correct answer.