Workday Workday-Pro-HCM-Core Workday Pro HCM Core Certification Exam Exam Practice Test

In Workday, aBusiness Process (BP)defines how specific business events are executed within the system. The true statement among the options is thatyou can create business process definitions based on rules. Workday allows you to maintainrule-based BP definitions, meaning that a single BP can have multiple versions triggered under different conditions (for example, based on supervisory organization, company, location, or job profile).

This functionality enhances configuration flexibility by allowing organizations to adapt process flow depending on contextual attributes — without duplicating processes. Each version operates under a definedcondition rule, evaluated at runtime to determine which BP definition applies.

Options A, B, and C are incorrect:

Ais false because not every action step can be added to every process — the available step types depend on the BP template (for example, Hire, Change Job, or Request Compensation Change).

Bis false since condition rules can only be applied to specific steps where the system allows configuration (for instance, approvals and to-dos).

Cis false because only a designatedCompletion Stepmarks the end of the process, and it cannot be assigned arbitrarily to any step.

Reference (Paraphrased Source):

Workday Pro HCM Core – Business Process Framework and Configuration Guide (2023R2, Workday Learning).

Sections: “Rule-Based Business Process Definitions,” “Business Process Configuration Best Practices,” and “Condition Rule Framework.”

In Workday, asubprocessis a step type used within a business process definition toinitiate 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 aHireprocess, you might add aRequest Compensation Change subprocessto 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 throughApproval Steps, not subprocesses.

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

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

Thus, subprocesses are a way toembed or chain additional processesinto 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.”

From theWorkday 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 Groupsaredirectly assigned to specific users, rather than based on roles or job positions.

Security AdministratorandHR Administratorare classic examples — they're given to individual users based on need or access level.

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

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.

The correct answers areC – Position ManagementandD – Job Management.

In Workday,supervisory organizationscan only use one of two delivered staffing models:

Position Management: Each position is a distinct entity that must be created and approved before hiring. It supports detailed tracking of vacancies and headcount.

Job Management: Hiring is managed at the job level, allowing multiple workers to be hired under a single job requisition without individual position control.

Workday doesnotdeliver “Headcount Management” or “Customer Defined Staffing Models” as valid options. The staffing model is selected when creating or editing a supervisory organization and determines how headcount, hiring, and reporting are managed.

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.”

The correct answer isD – User-based.

User-based security groupsare manually assigned to specific users and are typically used foradministrative or audit-level access. They can be configured asunconstrained, granting full visibility across all organizations and data in the tenant.

For users responsible forsecurity oversight or auditing, auser-based group(such asSecurity AdministratororSecurity Auditor) is appropriate. This group can be assigned to the necessarydomain and business process security policiesthat control access tosecurity reportsand configuration data.

Other group types (e.g., role-based or segment-based) depend on organizational context and cannot provide unrestricted system-wide visibility, making a user-based group the correct option for full security monitoring.

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

When creating anew supervisory organization, Workday allows the subordinate organization toinherit key structural and configuration attributesfrom 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)andName (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

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

The values available in theSubtype fieldwhen creating a newCost Centerare determined by thesubtypes configured for that specific organization type. Each organization type (e.g., Company, Cost Center, Region, or Supervisory) can have one or more associated subtypes that define additional categorization or behavior.

During configuration, administrators define which subtypes are valid for each organization type. Hence, when an end user creates a Cost Center, only thesubtypes associated with the “Cost Center” organization typewill appear in the selection list.

Options A, C, and D are incorrect because subtypes arenot influenced by location, user role, or system recommendations— they are strictly defined in the configuration setup.

Reference (Paraphrased Source):

Workday Pro HCM Core – Organizations Configuration Guide (2023R2), Section: “Defining Organization Types and Subtypes.”

As per the Workday Module 2 Binder:

“Validation condition rules are used in approval steps to determine whether the step should occur or be skipped based on specific conditions.”

– Workday Module 2 Binder, Business Processes Section

Situation:In a business process in Workday, organizations want certain steps (like approvals) to occur only if specific conditions are met—for example, skipping approval if the amount is under a certain threshold.

Task:Implement logic that dynamically controls the flow of a business process based on conditions.

Action:You apply avalidation condition rulewithin anapproval step. This rule evaluates defined criteria and determines if the step should be executed or bypassed.

Result:This enhances automation, improves efficiency, and reduces manual intervention in workflow execution.

Hence,approval stepsare the specific step type in whichvalidation condition rulescan be added.

The correct option is Routing Modifier.

In Workday, Routing Modifiers are used to dynamically adjust the routing of approval or review steps within a business process based on contextual changes, such as whether a worker’s supervisory organization or manager is changing. This configuration allows the system to intelligently determine whether the approval or notification step should go to the current manager (before the change) or the proposed manager (after the change).

For example, in the Job Change business process, when an employee is transferring to a new organization or manager, a routing modifier ensures that pre-transfer approvals route to the current manager, while post-transfer approvals route to the new (proposed) manager. This ensures accurate accountability and process flow alignment.

When configuringBusiness Process Notificationsin Workday, administrators can define therecipientbased on a specificWorkday Account. This allows precise targeting of individuals or security groups (e.g., HR Partner, Manager, or specific role-based accounts) who should receive the notification.

Option D is correct because“Recipient based on Workday Account”ensures the system routes the notification to the appropriate user or group dynamically, based on the context of the business event. This is essential for process transparency and timely action.

Option A (Sender based on Workday Account) is incorrect — the sender is system-defined (“Workday Notification”), not configurable by user account.

Option B (On exit) and Option C (Trigger on In Progress) are not valid notification configuration options; triggers are defined by processstatus changessuch as “Awaiting Action,” “Completed,” or “Denied.”

Reference (Paraphrased Source):

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

After a business process completes in Workday, the valid corrective action that can be taken is toRescindthe process. TheRescindaction allows an authorized user (typically with HR Partner or BP Administrator access) to reverse the completed business process, effectively undoing the transaction and restoring the system to its prior state.

This is often used when incorrect data was entered, or when the transaction was completed prematurely. Rescinding a process automatically generates related rescind events and notifications, ensuring system integrity.

Option A (Cancel) applies toin-progressbusiness processes only — it stops a process before completion.

Option B (Reassign) allows task ownership changes while a process is active but not after completion.

Option D (Delegate) is a security feature for work delegation, not a post-completion action.

Thus,Rescindis the only valid corrective action once a BP is finalized.

Reference (Paraphrased Source):

Workday Pro HCM Core – Business Process Framework and Transaction Correction Guide (2023R2), Section: “Rescind and Cancel Business Processes.”

The correct answer isC – Domain Security Policy.

In Workday,reports and data accessare controlled bydomain security policies, whereasbusiness process security policiescontrol who can initiate or act on transactions. TheFind Workersreport accesses worker data fields that are part of theWorker Data: Public, Personal, and Employmentdomains.

To restrict theHR Partnersecurity group from accessing theFind Workersreport, you must update thedomain security policythat governs the worker data used by that report. By removing the HR Partner group from theView permissionsof the relevant domains, you effectively prevent them from retrieving worker information through that report.

The correct answer isB – Contract Contingent Worker.

In Workday,Contingent Workersare individuals who perform services for the organization but arenot on the organization’s payroll(they are paid by a third party). To bring a contingent worker into the system, the appropriate business process isContract Contingent Worker.

This business process mirrors theHire Employeeprocess but is designed for contingent workforce management. It captures key details such asvendor, 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.

TheHire Employeeprocess (option A) is used for direct employees only, while optionsCandDare termination or ending processes, not staffing ones.

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

When creating a new supervisory organization that shouldinherit attributessuch as staffing model, company, and cost center from an existing organization, you use theCreate Subordinatetask.

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 Subordinateis 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.”