Pass the Workday Human Capital Management Workday-Pro-HCM-Core Questions and answers with Dumpstech

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

When a worker who is part of aRole-Based Security Group (RBSG)transfers to a different position, Workday automatically reviews the roles associated with theirsupervisory organizationthrough theAssign Rolessubprocess.

TheAssign Rolessubprocess within theChange Jobbusiness 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 Rolesis 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.”

TheGross Upoption on a one-time payment plan instructs Workday to calculate and add additional earnings so that the employee receives anet amount equal to the target value, after applicable taxes are withheld. This is commonly used for bonuses, relocation payments, or awards where the employer agrees to cover the tax impact.

When Gross Up is enabled, Workday works with Payroll to determine the required gross amount that results in the desired net payment. Taxes are always applied by payroll regardless of this setting; the checkbox simply controls whether Workday compensates for them.

Gross Up does not require manual adjustment, nor does it only display tax information. It is an automated calculation designed to meet net-pay commitments.

Therefore, optionAis the correct answer.

In Workday,custom validationsare evaluated based onbusiness process context, including theevent typethat 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 mustexplicitly exclude the self-service event typewithin the validation logic. This is done using theMaintain Custom Validationstask, where conditions can be added to evaluate theOne-Time Payment Event for Selffield.

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 theOne-Time Payment Event for Selfevent type within the validation, Workday ensures validations continue to apply to administrator-initiated requests but not to employee self-service requests.

Therefore, optionCis the correct and Workday-supported solution.

In Workday,compa-ratiois a calculated metric that compares an employee’s pay to the midpoint of their compensation grade range. While the calculation depends on grades and pay, itsvisibilityis controlled throughcompensation package analytics settings.

If the compa-ratio is not visible when viewing worker compensation, the most likely cause is that the metric has not been enabled for display within thecompensation package analytics configuration. Administrators must explicitly select which analytics—such as compa-ratio, position in range, or range penetration—are displayed to users.

Security policies control access to data but do not toggle metric visibility. Eligibility rules and job profile assignments affect calculation accuracy but not whether the metric is shown.

By enabling the compa-ratio option incompensation package analytics, Workday displays the metric consistently during compensation events.

Therefore, optionBis the correct answer.

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.

When aChange Jobevent includes a compensation impact, Workday triggers thePropose Compensation Changesubprocess. This subprocess allows users to review and update compensation plans, amounts, and guidelines as part of the job change.

Request Compensation Change is a standalone process used when compensation changes occurwithouta job change. Propose Compensation Offer and Propose Compensation Hire are tied to recruiting and hiring events, not internal transfers.

The Propose Compensation Change process ensures that compensation updates are evaluated with proper eligibility rules, guidelines, approvals, and audit tracking within the context of the job change.

Therefore, optionDis the correct answer.

In Workday, a configurable compensation basis is used when an organization needs to group multiple compensation plans—such as salary, commission, and bonus—for purposes of calculation, validation, guidelines, and reporting. This type of basis allows administrators to explicitly select which compensation plans are included and define how they interact.

For a sales team, compensation commonly consists of base salary, variable commission earnings, and incentive or bonus plans. A configurable compensation basis is the only option that supports combining these different plan types into a single, controlled compensation framework. It also allows ranking, eligibility rules, and advanced controls such as Manage Basis Total.

Compensation grades define pay ranges and are not used to aggregate compensation components. Calculated compensation bases derive values from formulas and are not appropriate when simply grouping plans. The delivered Total Salary and Allowances basis does not include commission plans and cannot be extended to meet this requirement.

Therefore, creating a configurable compensation basis that includes salary, commission, and bonus plans is the correct and Workday-recommended solution, making option A correct.

In Workday, when an employee qualifies formultiple compensation bases, the system determines theprimary compensation basisusing theranking value. The rule is straightforward and consistently tested:the compensation basis with the lowest numerical ranking takes precedence.

In this scenario, the employee is eligible for three ranked compensation bases:

Management Compensation (ranking1)

International Compensation (ranking 2)

Sales Compensation (ranking 3)

Becauseranking 1has the highest priority,Management Compensationis selected as the employee’s primary compensation basis. This primary basis is used for compensation calculations, validations, guideline enforcement, and display during compensation events.

Delivered bases such as Total Base Pay are irrelevant unless explicitly eligible and ranked. Workday does not average or combine ranked bases—only one primary basis is selected based on ranking precedence.

Therefore,Management Compensationwill display as the primary compensation basis, making optionCcorrect.

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.”

The correct way to localize allowance amounts in Workday without impacting other populations is through the use ofplan profiles. Plan profiles allow administrators to definecountry-specific or location-specific valuesusing eligibility rules, ensuring that employees automatically receive the correct amount during hire and other staffing events.

In this scenario, adding anew plan profile for Irelandwith a value of€90 EURensures that employees hired in Ireland automatically receive the correct allowance. This approach preserves the existing default value of $100 USD for employees in the US and avoids unintended downstream impacts.

Updating the default value would affect all employees who do not meet profile eligibility, including US employees. Allowance Plan Adjustments are used to update existing assignments, not to control defaulting logic during hire. Manual compensation changes are inefficient, error-prone, and contradict Workday best practices for scalable configuration.

Therefore, adding anew allowance plan profile for Irelandis the correct, controlled, and Workday-recommended solution, making option C the correct answer.