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

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.

Comprehensive and Detailed Explanation (Paraphrased from Workday Pro HCM Core – Organization Types and Structures Guide, 2023R2):

The correct organization type for managingtemporary project-based teamsis aMatrix Organization. Matrix organizations are designed to group employees from different supervisory organizations to work together on a temporary or functional basis, such as projects or task forces.

This structure allows the assignment of atemporary manager (Matrix Manager)who oversees project-related activities without changing employees’ primary supervisory reporting relationships. The matrix manager gains visibility into all assigned members, enabling effective project oversight.

Options A (Location Hierarchy) manages physical work locations, not project teams.

Option B (Supervisory) defines permanent reporting structures.

Option D (Pay Group) organizes workers for payroll purposes only.

Thus,Matrix Organizationprovides the flexibility and visibility required for cross-functional, project-based staffing.

Reference (Paraphrased Source):

Workday Pro HCM Core – Organizations Configuration Guide (2023R2), Section: “Matrix Organizations and Project-Based Management.”

When configuring a business process, if the requirement is toexclude the initiator from completing a step, the correct configuration point is withinMaintain Advanced Routing. This task allows administrators to control and customizerouting restrictionsand participant logic for each step.

Using theMaintain Advanced Routingtask, you can define whether the initiator should be included or excluded as a potential assignee for the step. This ensures segregation of duties and compliance — for example, preventing an employee who initiated a Change Job event from approving or reviewing their own transaction.

Options A, B, and D are incorrect:

Maintain Step Conditions (A)is used to apply condition rules to control whether a step executes but not who performs it.

Maintain Step Help-Text (B)is used only to provide user instructions within the BP interface.

Maintain Step Delay (D)controls timing between steps, not participant assignment.

Reference (Paraphrased Source):

Workday Pro HCM Core – Business Process Configuration Guide (2023R2), Section: “Advanced Routing and Participant Restrictions” and “Business Process Step Configuration Options.”

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

TheSet Up Allowance Plan Adjustmenttask provides specific options for handling overrides. The optionAdjust by Same Amounts for Employees Using Overrideincreases each employee’s allowance by thesame deltaas 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.

SelectingAdjust to New Defaultswould 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 theSet Up Allowance Plan Adjustmenttask and selectAdjust by Same Amounts for Employees Using Override, making optionDcorrect.

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

In Workday, the ability toshare a reportdepends on a user or group’ssecurity 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.”

In Workday, the ability to assign compensation plans—regardless of employee eligibility—is controlled bysecurity domains, not by business process steps or guidelines. TheWorker Data: Compensation Plan Typesecurity 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 canassign 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 isWorker Data: Compensation Plan Type, making optionDcorrect.

The correct answer isC – Compensation Grade.

In Workday, theCompensation Gradefield within theJob Profileconfiguration defines thedefault salary range or pay rangefor that profile. When a worker is hired, transferred, or promoted into a job that references a compensation grade, Workday automatically defaults the associatedminimum, midpoint, and maximum pay rangesinto the staffing or compensation event.

TheCompensation Gradeis typically tied toCompensation Grade Profiles, which further refine pay ranges based on factors such aslocation, job level, or eligibility rules. This ensures pay consistency and compliance with internal compensation structures.

Other fields such asJob CodeorJob Classificationare used primarily for external reporting or regulatory mapping (e.g., EEO, SOC codes) and do not control compensation defaults.

In Workday,amount-based allowance plansare used when a fixed monetary value is paid on a recurring basis, independent of base pay, units worked, or expenses incurred. Since the requirement is aflat $500 monthly allowance, an amount-based allowance plan is the most appropriate and straightforward configuration.

This plan type allows administrators to define:

Afixed amount($500)

Apayment frequency(monthly)

Aneligibility rulelimiting the plan to employees in theSales job family

Percent-based plans fluctuate with base pay and are not suitable for flat allowances. Reimbursable plans are used for expense reimbursement and require submitted expenses. Unit-based plans are intended for variable, output-driven compensation and would unnecessarily complicate the configuration.

By combining anamount-based allowance planwith aSales job family eligibility rule, Workday ensures that only eligible employees receive the allowance and that it is paid consistently through payroll.

Therefore, optionBis the correct and Workday-recommended solution.

In Workday HCM,compensation elementsserve as the critical link betweencompensation plansin HCM andearnings codesin Payroll. Their primary purpose is to ensure that compensation entered in Workday is correctly interpreted, calculated, and paid through payroll processing. Without compensation elements, payroll systems would not be able to distinguish how different types of compensation—such as base salary, allowances, or bonuses—should be treated for taxation, deductions, and reporting.

Compensation elements are applied to three key components within the compensation framework:plans, grades, and grade profiles. When assigned to compensation plans, elements define how the plan’s compensation is paid. When applied to grades and grade profiles, they support consistency and scalability by ensuring that compensation tied to a specific grade structure flows correctly to payroll, regardless of the job or position.

Compensation elements arenotapplied to eligibility rules, benefit deductions, or compensation packages. Eligibility rules determine who can receive compensation, not how it is paid. Benefit deductions are managed within benefits configuration, and packages are used primarily for grouping plans, not payroll integration.

By standardizing the payroll linkage across plans, grades, and grade profiles, compensation elements provide flexibility, global consistency, and accurate payroll results. This makes option C the correct answer according to Workday Pro HCM compensation and payroll integration best practices.

The correct answer isD – Edit Hiring Restrictions.

In this scenario, the supervisory organization uses theJob Managementstaffing model (“no limit on the number of jobs”). Because there are no discrete positions, you control staffing limits throughHiring Restrictionsrather than position-level restrictions.

TheEdit Hiring Restrictionstask allows administrators to specify criteria such as:

Worker Type(Employee, Contingent Worker)

Location

Job Family / Job Profile

Time Type(Full-time, Part-time)

This ensures that hiring aligns with organizational policy even when positions are not individually managed. For organizations usingPosition Management, the corresponding task would beEdit Position Restrictionsinstead.