Workday Pro HCM Core Certification - Workday-Pro-HCM-Core Exam Practice Test
A supervisory organization has two unfilled positions. Management has decided that they now want to use the Job Management staffing model. What is the first action you should take to change the staffing model?
Correct Answer: C
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What is the term for the subject of a business process event?
Correct Answer: B
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A consultant is configuring plan eligibility using organizational membership and job family as inclusive qualifying factors .
* 5 employees meet the job family criterion
* 50 employees meet the organization criterion
Rules must be executed with optimal performance .
How does this requirement impact the design of the rule?
* 5 employees meet the job family criterion
* 50 employees meet the organization criterion
Rules must be executed with optimal performance .
How does this requirement impact the design of the rule?
Correct Answer: D
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Why are compensation elements used in Workday, and to which components are they applied?
Correct Answer: D
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In the Create Position task, what does the Number of Openings field allow you to do?
Correct Answer: A
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What is the function of job profiles?
Correct Answer: B
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What is the primary benefit of using a Position Management staffing model?
Correct Answer: C
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What HR organization type is required for every worker?
Correct Answer: C
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You want to prevent an HR Partner from accessing the Find Workers report. What must you update?
Correct Answer: B
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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?
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?
Correct Answer: C
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A company has several configurable compensation bases established in their system:
* Total Cost (India): Qualifies Indian employees and includes all salary plans, period salary plans, allowance plans, bonus plans, and retirement savings plans. Only 50% of total compensation can be used toward salary plans.
* Total Compensation Non-Sales: Qualifies all full-time employees not in sales and includes all salary plans, allowance plans, bonus plans, and calculated plans.
* Total Compensation Sales: Qualifies all full-time sales employees and includes all salary plans, allowance plans, and commission plans.
* Total Pay (Mexico): Qualifies Mexican employees and includes all salary plans, period salary plans, and allowance plans.
* Salary and Seniority: Qualifies all employees and includes all salary plans and a specific seniority calculated plan.
Compensation Basis Ranking:
* 20 - Total Compensation Non-Sales
* 30 - Total Compensation Sales
* 40 - Total Pay (Mexico)
* Salary and Seniority is unranked
You have a full-time support analyst who works in Mexico City .
What compensation basis will be this employee's primary compensation basis ?
* Total Cost (India): Qualifies Indian employees and includes all salary plans, period salary plans, allowance plans, bonus plans, and retirement savings plans. Only 50% of total compensation can be used toward salary plans.
* Total Compensation Non-Sales: Qualifies all full-time employees not in sales and includes all salary plans, allowance plans, bonus plans, and calculated plans.
* Total Compensation Sales: Qualifies all full-time sales employees and includes all salary plans, allowance plans, and commission plans.
* Total Pay (Mexico): Qualifies Mexican employees and includes all salary plans, period salary plans, and allowance plans.
* Salary and Seniority: Qualifies all employees and includes all salary plans and a specific seniority calculated plan.
Compensation Basis Ranking:
* 20 - Total Compensation Non-Sales
* 30 - Total Compensation Sales
* 40 - Total Pay (Mexico)
* Salary and Seniority is unranked
You have a full-time support analyst who works in Mexico City .
What compensation basis will be this employee's primary compensation basis ?
Correct Answer: C
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While creating an Offer , you notice that default compensation configured on the job requisition is defaulting onto the offer. The location is changing , which may impact the candidate's eligibility for certain compensation elements.
How can you ensure that Workday runs eligibility rules during the Offer business process , even when default compensation exists on the job requisition?
How can you ensure that Workday runs eligibility rules during the Offer business process , even when default compensation exists on the job requisition?
Correct Answer: D
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The HR Partner Role-Based (Constrained) security group is responsible for approving employee terminations.
The Access Rights to Organizations setting on this security group is Current Organization and All Subordinates .
What termination events will HR Partners need to approve?
The Access Rights to Organizations setting on this security group is Current Organization and All Subordinates .
What termination events will HR Partners need to approve?
Correct Answer: B
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A company is in the process of introducing pay ranges for specific job profiles to ensure fair and competitive compensation. These pay ranges are implemented as compensation grades in Workday.
What role do compensation grades fulfill within the Workday compensation framework?
What role do compensation grades fulfill within the Workday compensation framework?
Correct Answer: A
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