Workday-Pro-HCM-Core Workday Pro HCM Core Certification Exam Questions and Answers

In Workday HCM, standard reports are delivered in several formats, each designed for different reporting needs and levels of complexity. Common Workday-delivered report types include Advanced, Report Writer, Matrix, and XpressO. While most standard reports allow users to create a copy and modify it to meet business-specific requirements, XpressO reports are the exception.

XpressO reports do not allow copy access. These reports are system-delivered, predefined reports designed for quick access to commonly needed information. They are optimized for performance and usability and are typically used as-is without customization. Because of their underlying structure and system dependencies, Workday restricts users from copying XpressO reports into custom reports.

In contrast, Advanced, Report Writer, and Matrix reports all allow copy access, provided the user has the appropriate security permissions. This capability enables report writers to duplicate delivered reports, adjust fields, filters, prompts, and layouts, and create tenant-specific reporting solutions while preserving the original delivered report.

From a Workday Pro HCM best-practice perspective, understanding which report types can be copied is important for efficient reporting design. When customization is required, report developers should start with a copyable report type rather than attempting to modify or replicate XpressO functionality. If similar data is needed, report writers can build a new Advanced or Report Writer report using the same data sources.

Therefore, the correct and Workday-verified answer is XpressO, as it is the only Workday-delivered standard report type that does not allow copy access.

In Workday HCM, changes made to security policies, including business process security policies, follow a two-step lifecycle: save and activate. When you edit a business process security policy—such as granting a security group permission to initiate a business process event—those changes are initially saved only. At this stage, the changes exist in the tenant but are not yet active or enforced.

Workday requires administrators to explicitly run the Activate Pending Security Policy Changes task to make any saved security updates effective. This design ensures controlled deployment of security changes and allows administrators to review, bundle, and activate multiple security updates at once. Until activation occurs, users will not experience any change in access or behavior.

Option B is incorrect because Workday does not automatically activate security policy changes. Option A is incorrect because saving a security policy does not generate an error; it simply leaves the changes inactive. Option D is incorrect because Security Evaluation Moments are system-defined events used by Workday to re-evaluate security, but they are not created automatically as a result of editing a policy.

From a Workday Pro HCM best-practice standpoint, administrators should always validate security updates by confirming that pending changes are activated and tested. Failing to activate pending changes is a common reason why expected access updates do not take effect.

Therefore, without further action, the correct and Workday-verified status is that your changes are saved, but not in effect until they are activated.

By default, Workday restricts users to entering one one-time payment per event when the reason and effective date are the same. To support scenarios where multiple one-time payments are required—such as bonuses, awards, or stipends paid on different dates—the tenant-level setting Enable Multiple One-Time Payments must be enabled.

This configuration is found in Edit Tenant Setup – HCM and allows users to enter multiple one-time payment rows within the same event, even when the effective date and reason are identical.

Business process steps, eligibility rules, and UI help text do not control the system’s ability to accept multiple one-time payments in a single transaction. Without this tenant setting enabled, Workday enforces a single-payment limitation.

Therefore, enabling Enable Multiple One-Time Payments is required, making option A correct.

From the Workday Module 2 Binder:

“User-based security groups include roles such as Security Administrator and HR Administrator. These are assigned directly to individual users and determine their access and capabilities within the tenant.”

– Workday Module 2 Binder, Security Configuration Section

User-Based Security Groups are directly assigned to specific users, rather than based on roles or job positions.

Security Administrator and HR Administrator are classic examples — they're given to individual users based on need or access level.

Compensation Partner and Managers are role-based security groups, which are tied to a worker's role within an organization, not directly to a user.

In Workday, custom validations are evaluated based on business process context, including the event type that triggered the process. The Request One-Time Payment and Request One-Time Payment for Self are separate event types, even though they share similar functionality.

To prevent existing validations from running for employee self-service requests, administrators must explicitly exclude the self-service event type within the validation logic. This is done using the Maintain Custom Validations task, where conditions can be added to evaluate the One-Time Payment Event for Self field.

Security changes are not appropriate because the requirement is to allow the process but exclude validations. Optional field configuration does not control validation execution. Creating additional validations does not stop existing ones from firing.

By excluding the One-Time Payment Event for Self event type within the validation, Workday ensures validations continue to apply to administrator-initiated requests but not to employee self-service requests.

Therefore, option C is the correct and Workday-supported solution.

Dynamic calculated compensation plans in Workday are designed to automatically recalculate compensation amounts based on predefined criteria, such as seniority, service dates, or anniversaries. When a plan is configured as a seniority dynamic calculated plan, Workday continuously evaluates the employee’s service milestones without requiring manual intervention.

In this scenario, the plan is configured to increase every three years of employment. When the employee reaches their sixth anniversary, the condition for the next increase is automatically met. Workday recalculates the plan amount based on the updated seniority value and applies the new amount accordingly.

There is no requirement to run a compensation adjustment process, mass operation, or manual compensation change. These tools are typically used for fixed or manual compensation updates, not for plans driven by dynamic calculations. Workday evaluates dynamic plans as part of its standard processing, ensuring values remain accurate over time.

Options A and B introduce unnecessary administrative effort and are not required for dynamic plans. Option D incorrectly assumes manual intervention is needed, which defeats the purpose of a dynamic calculated plan.

Therefore, no action is required—the system updates the amount automatically—making option C the correct answer.

Comprehensive and Detailed Explanation (Paraphrased from Workday Pro HCM Core – Security and Business Process Framework Guide, 2023R2):

When a worker who is part of a Role-Based Security Group (RBSG) transfers to a different position, Workday automatically reviews the roles associated with their supervisory organization through the Assign Roles subprocess.

The Assign Roles subprocess within the Change Job business process ensures that role assignments (such as HR Partner, Manager, or Payroll Partner) are updated according to the new supervisory organization’s configuration. This automation helps maintain proper security access and prevents users from retaining permissions tied to their previous role or organization.

Option A (Assign Pay Group) manages payroll assignment, not security.

Option B (Manage Job History) records past job data, unrelated to role security.

Option D (Manage Business Processes for Worker) handles process configurations, not security group updates.

Thus, Assign Roles is the correct subprocess to maintain accurate security group membership during position changes.

Reference (Paraphrased Source):

Workday Pro HCM Core – Security and Business Process Configuration Guide (2023R2), Section: “Role Assignments in Staffing Events.”

In Workday, the Effective Date controls when the compensation change is legally and payroll-effective, while the Employee Visibility Date determines when employees can see the change in Workday.

In this scenario:

The increase must be effective March 1 for equity and payroll accuracy.

Employees should not see the change until after March 20, when managers communicate it.

By setting:

Effective Date = March 1

Employee Visibility Date = March 21

Workday ensures the increase is included in payroll and historical records while remaining hidden from employees until the specified visibility date.

Using the transaction date or delaying the effective date would create payroll inaccuracies. Setting both dates to March 21 would make the increase effective too late.

Therefore, option D is the correct and compliant solution.

The correct answer is C – Hiring Restrictions.

When a supervisory organization uses the Job Management staffing model (which has no limit on the number of jobs that can be filled), hiring is controlled through Hiring Restrictions rather than position management.

The Edit Hiring Restrictions business process must be configured before initiating hires to define:

Worker Type (Employee or Contingent Worker)

Location

Job Family and Job Profile

Time Type (Full-time or Part-time)

These restrictions determine what roles and worker types can be staffed in that supervisory organization. Unlike Position Management, there is no need to create or approve individual positions beforehand.

In Workday HCM, condition rules are used within business process definitions to control when steps start, continue, or stop executing. When working with consolidated approvals, it is common to define stopping points so that once a required level of approval is met—such as approval by a vice president—the approval chain does not continue unnecessarily.

To stop a consolidated approval chain after a vice president approves the task, you must use an Exit condition rule. Exit conditions are evaluated after a step completes and determine whether the business process should continue to subsequent steps or stop processing additional steps. When the exit condition evaluates to true, Workday exits the process flow at that point.

This behavior makes exit conditions ideal for scenarios where hierarchical or role-based approval chains should end once a certain authority level has approved. In this case, once the vice president approval is completed, the exit condition prevents additional approvers from receiving the task.

The other condition types do not meet this requirement. Entry conditions control whether a step starts at all but do not stop a process once it has begun. Validation conditions are used to enforce data accuracy and prevent submission if requirements are not met. While Running conditions are evaluated while a step is in progress and are typically used to cancel or reroute steps if circumstances change.

From a Workday Pro HCM best-practice perspective, exit condition rules are the correct and recommended method for ending approval chains early when business requirements are satisfied. Therefore, the correct and Workday-verified answer is Exit

By default, Workday allows only one one-time payment per event when the Enable Multiple One-Time Payments tenant setting is not enabled. This behavior ensures strict control over one-time payment submissions and prevents multiple payments from being entered within the same transaction.

The Enable Multiple One-Time Payments setting in Edit Tenant Setup – HCM > Compensation explicitly removes this restriction and allows users to submit multiple one-time payments with the same reason and effective date. Since the business requirement is to limit submissions to a single payment, this setting must remain disabled.

Security configuration and business process rules do not control the number of one-time payment rows allowed in an event. They only manage access and approval flow.

Therefore, to enforce a single one-time payment per event, administrators must not enable the Multiple One-Time Payments setting, making option B correct.

Comprehensive and Detailed Explanation (Paraphrased from Workday Pro HCM Core – Organizations Setup and Management Guide 2023R2):

When creating a new supervisory organization that should inherit attributes such as staffing model, company, and cost center from an existing organization, you use the Create Subordinate task.

This task creates the new subordinate organization directly under a superior supervisory organization. It automatically copies inherited settings such as visibility, organization assignments, and staffing model, ensuring hierarchical alignment and simplifying setup.

Option B (Create Supervisory Organization) creates a brand-new top-level supervisory org without inheritance.

Option A (Assign Roles) only assigns role-based permissions after creation.

Option C (Assign Included Organizations) is used for related org relationships, not for hierarchical creation.

Thus, Create Subordinate is the correct task when the new org must inherit settings from a superior one.

Reference (Paraphrased Source):

Workday Pro HCM Core – Organizations Configuration Guide (2023R2), Section: “Creating Subordinate Supervisory Organizations and Inherited Attributes.”

Workday’s Business Process Notification functionality enables administrators to configure custom notifications that are automatically sent to users when specific BP events occur. The correct statement is that you can use text and fields in the body of the notification message (Option B).

Notification templates support the insertion of business process fields, allowing dynamic content such as worker names, event types, or effective dates to be automatically populated in the message. This helps personalize communications and provide clear, actionable context.

Option A is incorrect because notifications can be sent to both internal users and external participants (such as vendors or contingent workers) if appropriately configured.

Option C is incorrect — you can configure multiple status triggers (e.g., In Progress, Denied, Completed).

Option D is incorrect since notification triggers are predefined by Workday, and while you can configure their messages and recipients, you cannot create entirely new trigger types.

Therefore, the main strength of this feature lies in its customizable content, dynamic field integration, and multi-status trigger support.

Reference (Paraphrased Source):

Workday Pro HCM Core – Business Process Configuration Guide (2023R2), Section: “Business Process Notifications,” and “Custom Message Configuration.”

The correct answer is D – Change Job.

The Change Job business process is used in Workday to update a worker’s job-related details within the same employment record. It applies to both Job Management and Position Management staffing models.

Common use cases for Change Job include:

Promotions or demotions (e.g., Business Process Analyst → Senior Business Process Analyst),

Transfers to a different supervisory organization,

Lateral moves between departments, or

Changes to job profile, location, or business title.

The process maintains continuity of employment while updating the job attributes. In contrast, Hire Employee is for new hires, and Propose Compensation Change only adjusts pay without changing the job attributes.

In Workday HCM, supervisory organizations form a hierarchical structure that governs reporting relationships, staffing behavior, and headcount control. When a subordinate supervisory organization is created, certain attributes may be inherited from the superior organization to ensure consistency and operational alignment across the hierarchy.

The field that inherits from the superior supervisory organization is the Staffing Model. Workday enforces this inheritance because the staffing model—either position management or job management—determines how workers are staffed, how headcount is controlled, and which staffing rules apply. Allowing subordinate organizations to inherit the staffing model ensures consistent staffing behavior throughout the supervisory hierarchy and prevents configuration conflicts.

The other options do not inherit from the superior organization. Organization Subtype is explicitly selected during creation and can differ between supervisory organizations. Availability Date is defined individually for each organization and controls when it becomes active. Organization Code is a unique identifier and must be manually entered; it does not inherit to avoid duplication.

From a Workday Pro HCM best-practice perspective, enforcing staffing model inheritance simplifies organization management and supports accurate headcount and staffing governance. It also ensures that subordinate organizations cannot inadvertently introduce incompatible staffing configurations within the same reporting structure.

Therefore, the correct and Workday-verified answer is Staffing Model, as it is the field that inherits from the superior supervisory organization.

In Workday HCM, compensation grades are a foundational component of the compensation framework and are primarily used to define pay ranges (minimum, midpoint, and maximum) for roles within the organization. These grades are typically associated with job profiles, positions, or job families to ensure internal equity and market competitiveness.

From a transactional perspective, compensation grades guide users with appropriate security access—such as HR Partners or Compensation Partners—when entering or proposing compensation amounts during staffing and compensation events. When a worker is hired, promoted, transferred, or receives a compensation change, the assigned compensation grade determines the acceptable pay range that can be entered in the transaction. This ensures consistency, compliance with company policy, and alignment with compensation strategy.

Compensation grades do not calculate compensation basis, connect compensation to payroll earnings, or determine overtime eligibility. Those functions are handled by compensation basis rules, payroll mappings, and time tracking or FLSA status configurations, respectively. Instead, compensation grades act as reference structures that inform and constrain compensation entry, often working in conjunction with compensation plans and guidelines.

Additionally, compensation grades can be used in reporting and analytics to compare compensation across roles and to identify exceptions where pay falls outside the defined range. Overall, their primary purpose is to provide guidance and controls for entering specific pay rates, making option D the correct answer according to Workday Pro HCM best practices.

A Workday standard report refers to a delivered, predefined report that is built and maintained by Workday. These reports are available out-of-the-box and are designed to support common and essential business processes and analytics across HCM, Finance, and other Workday modules. Users can run standard reports immediately without needing to create them from scratch, and they often serve as a base for custom reporting when further refinement or filtering is necessary.

Workday provides hundreds of these reports covering a broad range of functionality—examples include "Employee Roster", "All Positions", "Business Process Transactions", etc. These reports are typically domain-secured, which means access to them is governed by user security and data access permissions.

As per the Workday Pro HCM Reporting Study Guide, standard reports are also known as "delivered reports" and often include pre-configured prompts and formatting that align with Workday best practices.

The correct answer is A – Job families and job family groups are optional, but they can help organize and group job profiles.

Job Families and Job Family Groups are optional configuration elements in Workday, but they serve a key purpose in maintaining a structured, organized job framework. They enable the grouping of similar jobs for streamlined management in areas such as compensation, recruiting, reporting, and career development.

For instance, all technical roles (like Software Engineer, Systems Analyst, and Data Architect) might belong to the Information Technology Job Family, which in turn is part of the Technology 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.

The correct answer is A – Employee-as-Self.

Employee-as-Self is a delivered Workday user-based security group automatically assigned to all active workers within the tenant. This group allows employees to view and update their own personal data, such as home address, phone number, emergency contacts, and other self-service information.

The permissions for this group are defined in domain security policies related to personal data, such as Worker Data: Personal Information and Worker Data: Home Contact Information. Employees only have access to modify their own records, not those of others.

This self-service model is central to Workday’s HCM design, empowering employees to maintain accurate personal information without administrator intervention.

In Workday HCM, selecting the correct security group type is critical to ensuring users have appropriate access while maintaining strong governance and data security. When HR representatives need access to workers within a specific supervisory organization, such as Sales, the most appropriate solution is a role-based constrained security group.

A role-based constrained security group limits access based on organizational assignment, such as a supervisory organization and its subordinate organizations. This means HR representatives assigned to this role will only have access to workers who belong to the Sales supervisory organization hierarchy. This targeted access aligns with the principle of least privilege and is a core Workday Pro HCM security best practice.

Organization-based (Unconstrained) and role-based (Unconstrained) security groups grant access across all organizations in the tenant. These options would provide broader access than required and could expose sensitive worker data outside the Sales organization. Therefore, they are not appropriate when access should be limited to a specific supervisory organization.

User-based security groups assign access to individual users, not organizational roles. While useful for exceptions or administrators, user-based groups do not scale well and require ongoing maintenance when users change roles or responsibilities.

By using a role-based constrained security group, access automatically follows the role assignment on the Sales supervisory organization. If HR representatives change or new HR staff are assigned, access is updated without reconfiguring security for individual users.

From a Workday Pro HCM perspective, role-based constrained security groups provide the optimal balance of flexibility, control, and scalability. Therefore, the correct and Workday-verified answer is Role-based (Constrained).

When configuring a business process, if the requirement is to exclude the initiator from completing a step, the correct configuration point is within Maintain Advanced Routing. This task allows administrators to control and customize routing restrictions and participant logic for each step.

Using the Maintain Advanced Routing task, 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, period salary plans are specifically designed to support countries where employees are legally entitled to additional salary payments, such as a 13th or 14th month salary. These plans allow organizations to define compensation based on a number of salary periods, rather than assuming a standard 12-month structure.

By configuring a period salary plan with an additional month, Workday can correctly calculate and distribute base pay across the required number of periods while still maintaining accurate annualized compensation values. This approach ensures compliance with local legislation while preserving consistent reporting and budgeting.

Percent-based merit plans are used for increases and do not address structural pay requirements. Allowance plans are not considered base pay and are not appropriate for statutory salary obligations. One-time payment plans are ad hoc and do not satisfy recurring legislative requirements.

Period salary plans integrate seamlessly with payroll, compensation bases, and grade profiles, making them the correct and compliant solution for legislated additional pay months.

Therefore, option A is the correct answer.

In Workday HCM, organizations such as Company are used extensively during hiring, job changes, and other staffing events. To control how an organization is presented and selected during these processes, Workday provides two important configuration concepts: default organizations and allowed organizations. Understanding the distinction between these two is essential to achieving the desired behavior.

If Company 1000 needs to be both automatically selected and the only selectable option during the hiring process, it must be configured as both the default and allowed organization. Setting Company 1000 as the default organization ensures that it is pre-populated on the hire event, reducing data entry and minimizing user error. However, default alone does not restrict users from changing the value.

To ensure that Company 1000 is the only company that can be selected, it must also be configured as an allowed organization. Allowed organizations define which values are valid and selectable for a given organization type. By limiting the allowed organization list to Company 1000, Workday prevents users from selecting any other company during the hiring process.

Option A is incomplete because configuring an organization as default does not prevent other companies from being selected. Option D is also insufficient because allowed organization alone does not ensure the value defaults automatically. Option C is unrelated, as superior and subordinate relationships define hierarchy, not selection behavior.

From a Workday Pro HCM best-practice standpoint, combining default and allowed organization configuration provides both efficiency and control. Therefore, the correct and fully verified answer is Configure it as the default and allowed organization.

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

When creating a new supervisory organization, Workday allows the subordinate organization to inherit key structural and configuration attributes from its superior organization. These inherited elements include:

Visibility (A): Determines who can view the organization and its members, inherited to maintain consistent access control.

Organization Assignments (B): Such as company, cost center, region, and custom organizations, ensuring hierarchical alignment.

Staffing Model (D): The staffing model (Position Management or Job Management) is inherited to ensure consistency in hiring and staffing control.

Subtype (C) and Name (E) are not inherited; they must be defined at the time of creation. Subtype determines the organization’s classification, while the name uniquely identifies it.

Reference (Paraphrased Source):

Workday Pro HCM Core – Organizations and Hierarchy Configuration Guide (2023R2), Section: “Creating Subordinate Supervisory Organizations.”

"Subordinate supervisory organizations inherit configuration from their superior supervisory organization, including attributes such as the staffing model, organization assignments, and visibility settings. This ensures consistency and reduces administrative overhead."

– Workday Module 2 Binder, Supervisory Organizations Section

The correct answer is D – Edit Hiring Restrictions.

In this scenario, the supervisory organization uses the Job Management staffing model (“no limit on the number of jobs”). Because there are no discrete positions, you control staffing limits through Hiring Restrictions rather than position-level restrictions.

The Edit Hiring Restrictions task 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 using Position Management, the corresponding task would be Edit Position Restrictions instead.

The correct report is View Security for Securable Item.

In Workday, each task, report, or domain is considered a securable item that is protected by one or more security policies. When an administrator needs to identify which policy governs access to a particular task—such as Change My Photo—they use the View Security for Securable Item report.

This report provides detailed insight into:

The domain or business process associated with the securable item,

The related security policies,

Which security groups currently have access, and

The permissions (view, modify, initiate, etc.) assigned.

Using this report helps determine the correct security domain to update when granting or revoking access.

The Dynamic Display for Compensation Plan Sections setting allows Workday to intelligently show or hide compensation plan sections during compensation events based on plan eligibility and security permissions of the user performing the transaction.

When enabled, Workday evaluates:

Whether the worker is eligible for a plan

Whether the user has security access to view or edit the plan

This results in a cleaner, more relevant user experience and reduces errors during compensation proposals.

Segment security controls access but does not dynamically hide sections. Eligibility performance enhancements affect rule evaluation speed, not UI behavior. Hiding Total Salary & Allowances is cosmetic and does not control plan section logic.

Therefore, option B is the correct and recommended configuration.

The Employee Compensation Audit report is the primary Workday-delivered report designed to analyze the relationship between compensation eligibility rules and actual plan assignments. It explicitly categorizes compensation components into three critical groupings:

Assigned Eligible Compensation Components

Unassigned Eligible Compensation Components

Assigned Ineligible Compensation Components

This makes the report uniquely suited for identifying configuration gaps, data integrity issues, and compliance risks. Compensation administrators commonly use this report to validate allowance, bonus, and salary plan assignments after eligibility rule changes, organizational updates, or mass events.

Other reports do not provide this level of eligibility comparison. Compensation Summary focuses on current compensation amounts only. Employee Compensation Details by Job Profile provides structural views without eligibility analysis. Compensation Rule Assignment lists rules, not worker-level assignment outcomes.

Therefore, the correct answer is Employee Compensation Audit, making option C correct.

In Workday HCM, it is common to configure organization-specific business process definitions, especially for high-impact processes such as Termination, where approval steps and routing may vary by supervisory organization. When multiple definitions exist for the same business process, administrators need a reliable way to determine which definition applies to which supervisory organization.

The correct report for this purpose is Business Process Configuration Options. This Workday-delivered report provides a consolidated view of all business process definitions for a given business process and clearly shows the organization-specific assignments. It displays which definition is active, the organizations it applies to, and the precedence rules used by Workday when evaluating which definition to apply during a transaction.

Workday evaluates business process definitions in a hierarchical order, typically starting with the most specific organization and moving up the supervisory hierarchy. The Business Process Configuration Options report allows administrators to validate this configuration and ensure the correct definition is being triggered for each supervisory organization.

The other options do not meet this requirement. View Business Process Template shows the delivered template structure but does not reflect tenant-specific configuration or organizational applicability. Business Object Details provides metadata about business objects but does not indicate applied business process definitions. Business Process Definitions for Business Object lists definitions associated with a business object but does not clearly map them to specific supervisory organizations.

From a Workday Pro HCM best-practice standpoint, Business Process Configuration Options is the authoritative report for auditing and troubleshooting organization-specific business process behavior. It ensures transparency, supports compliance, and helps administrators maintain accurate and predictable process execution.

Therefore, the correct and Workday-verified answer is Business Process Configuration Options.

In Workday, a subprocess is a step type used within a business process definition to initiate 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 a Hire process, you might add a Request 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 through Approval Steps, not subprocesses.

Option C is incorrect — background processes are system-managed and not user-configured through subprocesses.

Option D refers to To-Do or Notification Steps, which are informational, not subprocess-driven.

Thus, subprocesses are a way to embed or chain additional processes into 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.”

In Workday HCM, business process definitions consist of multiple steps that may include approvals, notifications, integrations, or system actions. Some steps are configured to initiate a subprocess, meaning that when the step runs, it launches another related business process, such as compensation changes, provisioning, or document generation. Identifying whether a step triggers a subprocess is essential for troubleshooting, impact analysis, and process design.

The correct tab to determine whether a step initiates a subprocess is Allowed Services. The Allowed Services tab displays the services (subprocesses) that can be launched from a specific step within the business process definition. If a step is configured to initiate a subprocess, it will be clearly listed on this tab, indicating which downstream business processes may be triggered when the step executes.

The other options do not provide this information. Available Rules and Fields lists condition rules and data fields that can be used for routing or validations but does not show subprocess initiation. Allowed Actions by Role defines what actions security roles can perform during the business process, such as approve or cancel, and is unrelated to subprocess execution. Notifications shows alert and message configurations but does not indicate subprocess behavior.

From a Workday Pro HCM perspective, the Allowed Services tab is a critical tool for understanding process orchestration within Workday. It helps administrators visualize dependencies between business processes and ensures that changes to one process do not unintentionally impact others.

Therefore, the correct and Workday-verified answer is Allowed Services, as it identifies whether a business process step initiates a subprocess.

Default compensation on a job requisition allows organizations to predefine compensation plans and values that automatically flow into the Offer event. The primary advantage is consistency—every candidate hired from the same requisition starts with the same baseline compensation configuration.

This ensures fairness, reduces recruiter error, and accelerates the offer process by minimizing manual data entry. Default compensation on requisitions is especially valuable when hiring multiple candidates for the same role, location, and level.

Position-based compensation is configured separately and applies regardless of requisition. Viewing eligible plans is unrelated to default compensation. While employees hired into a position may share compensation, requisition defaulting specifically governs applicant and offer behavior.

Therefore, option B is the correct answer.

In Workday, compensation entered during the Offer event only carries forward to the Hire event if it is part of the compensation package associated with the job or position. Compensation packages define which plans—such as salary plans, allowance plans, and one-time payment plans—are eligible to flow through staffing events.

If a signing bonus is entered during Offer but not included in the compensation package, Workday treats it as an isolated entry that does not persist into Hire. This behavior is by design to ensure consistency and control over compensation structures.

Security policies, approval steps, and subprocess configuration do not control whether compensation carries forward between Offer and Hire. The determining factor is inclusion in the compensation package.

Therefore, to ensure the signing bonus carries forward, the Signing Bonus one-time payment plan must be included in the compensation package, making option A correct.

The correct answer is B – Contract Contingent Worker.

In Workday, Contingent Workers are individuals who perform services for the organization but are not on the organization’s payroll (they are paid by a third party). To bring a contingent worker into the system, the appropriate business process is Contract Contingent Worker.

This business process mirrors the Hire Employee process but is designed for contingent workforce management. It captures key details such as vendor, 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.

The Hire Employee process (option A) is used for direct employees only, while options C and D are termination or ending processes, not staffing ones.

In Workday HCM, it is essential to distinguish between domain security and business process security, as each controls different aspects of system access. Domain security governs data visibility, such as whether a user can view compensation information or run reports. Business process security, on the other hand, controls transactional actions, such as initiating or completing tasks like Create Compensation Package.

In this scenario, the worker is able to run the Compensation Package report, which indicates they have permission to view compensation-related data. However, they cannot access the Create Compensation Package task, which is a transactional action within a business process. This clearly shows the worker has view-only access to the domain but does not have business process initiation permissions.

The correct permission type is View on a domain security policy. This level of access allows users to view data and run reports associated with that domain, but it does not allow them to modify data or initiate related business processes.

Option A is incorrect because Initiate permissions on a business process security policy would allow the worker to start the Create Compensation Package task. Option B is incorrect because View and Modify domain access would allow data changes, which is not supported by the scenario. Option C is incorrect because View All on a business process security policy would relate to visibility within business processes, not report execution.

From a Workday Pro HCM security design perspective, this scenario demonstrates the separation of duties principle: reporting access is granted through domain security, while transactional authority is tightly controlled through business process security. Therefore, the correct and Workday-verified answer is View on a domain security policy.

In Workday, total base pay calculations are controlled by grade profiles, specifically through the Base Pay Elements field. 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 a period salary plan with the Brazil Holiday Pay compensation 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 adding Brazil Holiday Pay to the Base Pay Elements field on the Brazil grade profiles, Workday will include the 13th-month payment in total base pay calculations for employees in Brazil.

Therefore, option D is the correct and Workday-supported solution.

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

The Org Chart Report in Workday provides a visual hierarchical diagram displaying superior and subordinate supervisory organizations. It allows users to navigate through organizational layers, view reporting relationships, and understand the structure of the workforce within each supervisory organization.

This report is especially useful for HR and managers to visualize team structures, identify open positions, and confirm reporting lines.

Option A (All Jobs Report) lists worker job data, not organizational hierarchy.

Option B (Reorganization Report) provides details about reorganization events, not a visual hierarchy.

Option C (Workday Touchpoints Kit) is a set of integration and configuration tools, not a report.

Thus, Org Chart Report is the correct option, as it visually represents the hierarchical structure of supervisory organizations and their relationships.

Reference (Paraphrased Source):

Workday Pro HCM Core – Organizations Configuration Guide (2023R2), Section: “Viewing Organizational Hierarchies and Using the Org Chart Report.”

In Workday HCM, To Do steps are commonly used within business process definitions to prompt users to complete follow-up actions, such as entering additional information or reviewing details. By default, a To Do step is required, meaning the business process cannot move forward until the user completes it. However, there are scenarios where the action should be optional, allowing the process to continue even if the user does not complete the task.

To allow a user to skip a To Do step, the correct configuration is to make the step optional. When a step is marked as optional, Workday presents the To Do task to the user but does not require completion for the business process to proceed. The user can choose to complete the task or bypass it without blocking the transaction.

The other options do not achieve this outcome. Editing the step notification only changes messaging and does not affect whether the step is required. Assigning the completion step controls when the transaction is finalized but does not alter step requirements. Adding a step condition determines whether the step runs at all based on defined criteria, but it does not give the user the ability to skip the step once it is initiated.

From a Workday Pro HCM configuration standpoint, marking a To Do step as optional is the correct and recommended approach when the action is helpful but not mandatory. This ensures flexibility for users while maintaining the integrity and flow of the business process.

Therefore, the correct and Workday-verified answer is Make the step optional.

In Workday HCM, it is critical to understand the distinction between job management and position management, as worker movement and vacancy behavior differ significantly between the two staffing models. In a job management organization, workers are hired into jobs, not into discrete position objects. Jobs in this model do not represent fixed headcount slots; instead, they are simply descriptive attributes assigned to workers.

When a worker in a job management organization retires, the worker’s job assignment ends with the worker. Because job management does not maintain a separate position record, there is no concept of a job remaining open, being frozen, or awaiting backfill. Once the worker exits the organization, the job itself effectively no longer exists unless another worker is hired into the same job profile through a separate hiring event.

Option A is incorrect because leaving a role open for backfill applies only to position management, where positions are persistent objects that can remain vacant and be refilled. Option B is invalid, as Workday does not support overlapping jobs in this manner. Option D is also incorrect because freezing applies to positions, not jobs.

From a Workday Pro HCM best-practice perspective, this behavior reinforces why job management is often used for organizations that require greater flexibility, such as high-volume or seasonal hiring. There is no headcount lock tied to individual jobs, and staffing levels are managed through hiring rules and organizational limits rather than position vacancies.

Therefore, the correct and Workday-verified outcome is that the job no longer exists once the worker retires in a job management organization.

In Workday HCM, allowance plan profiles are used to localize compensation amounts for specific employee populations based on eligibility criteria such as location. When an employee meets the eligibility for a plan profile, Workday defaults the amount defined in that profile.

However, when an employee does not meet the eligibility criteria for any existing plan profiles, Workday defaults to the base default value defined on the allowance plan itself. In this scenario, the default value is $100 USD, and the available profiles only apply to employees in Toronto, Paris, and Sydney.

Since the employee is being hired in Dublin, Ireland, they do not qualify for any of the defined profiles. As a result, Workday applies the plan’s default value rather than a profile-specific amount.

Workday does not automatically convert currencies or default to zero unless explicitly configured to do so. Therefore, the default amount remains $100 USD.

Options A and C incorrectly assume that Workday defaults to zero, which is not standard behavior. Option D applies only to Paris employees.

Thus, the correct answer is $100 USD, making option B correct.

In Workday, allowance plans include a No Override configuration option that prevents users from manually changing the plan amount during staffing or compensation events. When this checkbox is selected, the plan amount is strictly controlled by the plan default or plan profile value.

Even if a recruiter has appropriate security and the candidate is eligible for the allowance, the presence of No Override enforces compensation governance and prevents deviations from defined policy.

Ineligibility would prevent the plan from appearing at all, and multiple plan profiles would cause defaulting issues—not override restrictions. If the plan were not included in the compensation package, it would not be visible.

Therefore, the recruiter cannot change the amount because the No Override checkbox is selected, making option A correct.