Workday Workday-Pro-HCM-Core Dumps

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.

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

The Set Up Allowance Plan Adjustment task provides specific options for handling overrides. The option Adjust by Same Amounts for Employees Using Override increases each employee’s allowance by the same delta as 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.

Selecting Adjust to New Defaults would 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 the Set Up Allowance Plan Adjustment task and select Adjust by Same Amounts for Employees Using Override, making option D correct.

In Workday HCM, job profiles are core configuration objects that define the general characteristics of work performed in the organization. Their primary function is to standardize and describe roles consistently across the enterprise, regardless of whether the organization uses job management, position management, or a hybrid staffing model. Job profiles capture high-level attributes such as job title, job family, job family group, management level, job category, worker type eligibility, and other structural elements that describe the nature of the work.

The correct statement is that job profiles include the general characteristics of position. In position management organizations, every position is associated with a job profile, which supplies these shared characteristics. This ensures that multiple positions performing the same type of work are aligned to the same job definition, supporting consistency in staffing, compensation, reporting, and organizational analysis.

Option A is incorrect because job profiles are not optional; they are foundational to staffing and compensation processes. Option B is inaccurate because job profiles are not assigned only to jobs—they are used across both job management and position management models. Option D is also incorrect because while job profiles are required for creating positions, that statement describes a dependency, not the function of job profiles.

From a Workday Pro HCM best-practice perspective, job profiles serve as the single source of truth for job architecture, enabling scalable workforce management, consistent reporting, and effective compensation governance. They allow organizations to evolve roles over time while maintaining structural alignment across workers and positions.

Therefore, the correct and Workday-verified function of job profiles is that they include the general characteristics of positions.

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.

In Workday, pay rate type (Salaried or Hourly) is a foundational attribute used across staffing, compensation, and eligibility logic. When a salary plan’s eligibility rule evaluates pay rate type, that value must be consistently defined at the job profile level to avoid mismatches or incorrect eligibility results.

Assigning pay rate types directly to job profiles ensures that employees hired into those roles inherit the correct classification automatically. This reduces reliance on manual data entry and prevents discrepancies during hire, job change, or compensation events.

Assigning salary plans to job profiles does not guarantee accurate eligibility if the pay rate type itself is not consistently defined. Modifying the eligibility rule weakens the control logic. Job requisitions may temporarily hold pay rate types, but job profiles are the source of truth for long-term configuration.

Therefore, assigning pay rate types to job profiles is the correct and Workday-recommended next step, making option D correct.

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.

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

The correct organization type for managing temporary project-based teams is a Matrix 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 a temporary 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 Organization provides 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 is Filter.

In Workday reporting, filters are used to narrow down report results based on specific data criteria, such as location, supervisory organization, or worker type. By applying a filter condition to include only workers whose location equals Toronto or Montreal, the report output dynamically restricts data to meet those parameters.

Filters can be added to both custom and advanced reports and can include multiple conditions combined with logical operators (AND/OR). Unlike Sort (which arranges results in a specific order) or Share (which defines who can view or edit the report), a Filter directly controls which data rows appear in the report output, ensuring that only relevant workers are displayed.

The correct answer is C – Position Management.

In Workday, Position Management is the staffing model used when an organization needs to track headcount, vacancies, and time-to-fill for each position individually. Each position represents a distinct job slot that must be filled by a worker, providing clear visibility into when a position is open, filled, or closed.

This model is ideal for organizations that require detailed tracking of resource allocation, workforce planning, and recruiting metrics such as “time to fill”. Because each position must exist before a hire can occur, Workday automatically records the date the position is opened and the date it is filled, allowing accurate reporting on recruitment cycle times.

In contrast, Job Management groups workers under jobs rather than individual positions and does not provide vacancy-level tracking, making it unsuitable for time-to-fill analysis.

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.

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.

The correct answer is B – Create Position.

In Workday, when a supervisory organization uses the Position Management staffing model, each hire must be associated with a specific position. Before initiating a hire, an administrator or HR partner must execute the Create Position business process to establish that position record.

This process defines critical attributes such as:

Job Profile (e.g., HR Analyst, Accountant),

Location,

Time Type (Full-time/Part-time),

Worker Type (Employee or Contingent Worker),

Availability Date and Earliest Hire Date, and

Position Restrictions that control who and how hiring can occur.

Once the position is created and approved through the configured workflow, it becomes available for hiring via the Hire Employee business process. Without an open, approved position, the system will not allow a hire in Position Management organizations.

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, job management supervisory organizations rely on hiring restrictions to control which workers can be hired. These restrictions can be set at the organization level to govern hiring eligibility based on attributes such as job profile, location, worker type, and time type. When an organization anticipates hiring workers across multiple locations and multiple job profiles, Workday Pro HCM best practices emphasize configuring hiring restrictions to allow the greatest flexibility while avoiding unnecessary administrative maintenance.

Selecting the No Job Restrictions checkbox when setting the organization’s hiring restrictions is the most effective approach in this scenario. This option removes job-based limitations, allowing the organization to hire workers into any job profile and location without repeatedly updating restrictions. It is especially appropriate for new or growing organizations where hiring needs are expected to change frequently.

The other options introduce inefficiency and risk. Updating each position’s hiring restrictions is not applicable in job management, as job management does not use discrete position objects. Selecting all locations and job profiles during position creation is both impractical and restrictive, as it requires constant updates when new jobs or locations are added. Updating the organization’s hiring restrictions every time a new worker is hired increases administrative overhead and raises the likelihood of errors or delayed hires.

From a Workday Pro HCM perspective, the No Job Restrictions setting is designed specifically to support broad, flexible hiring needs while still allowing downstream processes—such as recruiting, compensation, and reporting—to function correctly. Therefore, choosing this option ensures maximum hiring flexibility and aligns with Workday’s recommended configuration approach for job management organizations.

The Employee Compensation Step Progression Audit report identifies employees who are eligible for step progression but have not yet been progressed. When employees appear on this report, it indicates that step progression logic is configured correctly, but the progression has not yet been executed.

The appropriate action is to run the Schedule Automatic Step Progression task. This task evaluates eligibility rules, durations, and progression criteria, and then automatically moves eligible employees to the next compensation step.

Modifying compensation steps or grades is unnecessary and incorrect if progression logic already exists. Change Job events should not be used for step progression, and grade job profile adjustments are unrelated.

Therefore, the correct action is to schedule automatic step progression, making option D 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, the ability to run reports, including Workday-delivered standard reports, is governed by domain security, not by report writer or administrator roles. Domain security controls access to the data itself, and without access to the underlying domains referenced by a report, a user cannot run the report—even if the report is standard and delivered by Workday.

Standard reports are prebuilt and do not require report creation or modification privileges. Therefore, users do not need to be members of the Report Writer or Report Administrator security groups to run them. Those roles are only required for creating, copying, modifying, or administering reports—not for execution.

Additionally, access to a business process is unrelated to report execution. Business process security determines who can initiate or participate in transactions such as Hire or Termination, but it does not control visibility into report data.

Workday evaluates a user’s domain security policies at runtime to determine whether they can access the data objects used in the report. If the user lacks permission to one or more required domains, the report will either fail to run or return incomplete or restricted results. This applies equally to standard and custom reports.

From a Workday Pro HCM best-practice standpoint, ensuring users have the appropriate domain access—typically through role-based or user-based security groups—is the correct way to enable report execution. Report access groups alone are insufficient without the necessary domain permissions.

Therefore, the correct and Workday-verified reason a user cannot run a Workday Standard Report is that the user does not have access to the appropriate domain.

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

In this scenario, adding a new plan profile for Ireland with a value of €90 EUR ensures 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 a new allowance plan profile for Ireland is the correct, controlled, and Workday-recommended solution, making option C the correct answer.

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.”

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 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).

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.

The Gross Up option on a one-time payment plan instructs Workday to calculate and add additional earnings so that the employee receives a net 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, option A is the correct answer.

In Workday HCM, advanced custom reports offer powerful filtering capabilities, but certain configuration options intentionally limit available fields to ensure optimal system performance. One such option is the Optimized for Performance checkbox. When this option is selected, Workday restricts filters to indexed fields only.

Indexed fields are pre-optimized by Workday to support faster query execution and efficient data retrieval, especially in large tenants with significant data volumes. By limiting filters to indexed fields, Workday ensures that reports run quickly and reliably without placing excessive load on the system. This design aligns with Workday’s performance and scalability standards.

When Optimized for Performance is enabled, non-indexed fields are excluded from filter selection because filtering on those fields could result in long-running queries or degraded system performance. This is expected and intended behavior, not a limitation of the report writer or data source.

The other options are incorrect. Using an indexed data source does not, by itself, restrict filters to indexed fields. The Temporary Report checkbox controls report persistence and availability, not filter behavior. A standard data source can still allow non-indexed fields unless performance optimization is explicitly enabled.

From a Workday Pro HCM best-practice perspective, the Optimized for Performance option should be used when reports are expected to run frequently, support dashboards, or be shared widely. While it reduces filter flexibility, it significantly improves execution efficiency and reliability.

Therefore, the correct and Workday-verified reason you can only select indexed fields is that the Optimized for Performance checkbox is selected.

In Workday HCM, within the position management staffing model, each position represents a single headcount slot that can be occupied by only one worker at a time. The status of a position automatically updates based on staffing activity, particularly when a worker is hired, transferred, or terminated.

In this scenario, an HR Partner successfully hires an employee into the position. Once the hire transaction is completed and reaches the completion step of the Hire business process, Workday assigns the worker to the position. As a result, the position’s status automatically changes to Filled. This status indicates that the position is currently occupied by a worker and is no longer available for hiring or backfill unless the incumbent leaves the position.

The defined hiring restrictions—job profile, location, and worker type—are used only to control who can be hired into the position. Once a worker who meets these restrictions is hired, those restrictions no longer influence the position’s status. The fact that all other optional values are blank does not affect the outcome, as unrestricted fields do not prevent the position from being filled.

Option B, Closed, would apply only if the position were explicitly closed through a position management action, such as eliminating the role. Option C, Frozen, would apply if the position were intentionally placed on hold to prevent hiring, which is not described in this scenario.

From a Workday Pro HCM perspective, the system behavior is clear and consistent: when a worker is hired into a position-managed role, the position becomes Filled. Therefore, the correct and Workday-verified answer is Filled.

The correct answer is A – Role-Based (Constrained) can approve compensation of workers they are assigned to support. User-Based can approve compensation of all workers.

In Workday, Role-Based (Constrained) security groups restrict access based on an assigned organization or supervisory hierarchy. Members of a constrained role (such as Compensation Partner) can perform actions—like approving compensation changes—only for workers within their assigned supervisory organizations.

Conversely, User-Based security groups are not tied to an organization unless specifically constrained, and typically have unconstrained, tenant-wide access. When both security groups have access to the same domain or business process (e.g., “Approve Compensation Change”), the User-Based group can approve changes for all workers, while the Role-Based (Constrained) group’s access is limited by their assigned scope.

In Workday HCM, hiring restrictions define the allowable values a manager can select when hiring into a position or job management organization. These restrictions are enforced strictly to ensure governance, compliance, and consistency in staffing decisions. When a value is explicitly restricted, only the values defined in the restriction are valid during the hire process.

In this scenario, the position has hiring restrictions configured for Location, allowing only New York and San Francisco. Although other attributes such as time type are not restricted and therefore remain flexible, location is explicitly constrained. When the manager attempts to hire a worker with the location set to London, Workday prevents the transaction from continuing because London is not included in the allowed location values for the position.

The job profile requirement is met, as both the position and the hire specify Staff HR Representative, and the worker type also aligns with the restriction of Employee. The Time Type: Full Time does not cause an issue because time type is not restricted, meaning any valid time type can be selected.

Option A is incorrect because managers are allowed to specify values beyond the restricted fields, as long as they comply with any existing restrictions. Option B is unrelated to the scenario, as the issue is not related to hire reason configuration. Option D is incorrect because unrestricted fields do not block hiring.

From a Workday Pro HCM perspective, this scenario reinforces the importance of reviewing position hiring restrictions carefully. Any attempt to select a value outside a defined restriction—such as an unauthorized location—will result in the hire being blocked. Therefore, the correct answer is the manager cannot select London because it is not in the list of hiring restrictions for location.

In Workday, guideline warnings are used to alert users during compensation events when proposed compensation falls outside defined ranges. These warnings are tied to compensation basis configurations, not to informational metrics such as compa-ratio or position in range.

A compensation package relies on a primary compensation basis to evaluate pay ranges, limits, and guidelines. The primary compensation basis pay range defines the acceptable boundaries for compensation proposals and is where guideline warnings are configured.

Compa-ratio and position in range are derived analytics used for reporting and decision support; they do not drive validation or warnings. Segment ranges are used for guideline calculations but do not independently generate warnings.

By configuring guideline warnings on the primary compensation basis pay range, Workday ensures that users are alerted when compensation proposals exceed or fall below acceptable thresholds during Hire, Change Job, or Compensation Change processes.

Therefore, option D is the correct answer.

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.

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.”

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.

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.

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, 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.

The correct answer is C – Compensation Grade.

In Workday, the Compensation Grade field within the Job Profile configuration defines the default salary range or pay range for that profile. When a worker is hired, transferred, or promoted into a job that references a compensation grade, Workday automatically defaults the associated minimum, midpoint, and maximum pay ranges into the staffing or compensation event.

The Compensation Grade is typically tied to Compensation Grade Profiles, which further refine pay ranges based on factors such as location, job level, or eligibility rules. This ensures pay consistency and compliance with internal compensation structures.

Other fields such as Job Code or Job Classification are used primarily for external reporting or regulatory mapping (e.g., EEO, SOC codes) and do not control compensation defaults.

In Workday, the Manage Basis Total configuration enables organizations to enter a single total compensation amount, which Workday then allocates across multiple compensation plans according to predefined rules, percentages, or limits. This is particularly useful in countries like Italy, where compensation discussions often focus on total compensation rather than individual components.

When Manage Basis Total is enabled on a compensation basis, administrators or managers can enter one total amount during a staffing or compensation event. Workday automatically distributes that amount across salary, allowances, and other included plans based on the compensation basis configuration.

Eligible Earnings Override is a payroll-specific tool and does not control compensation entry behavior. Total Base Pay and Total Salary & Allowances are reporting or calculation concepts, not data entry mechanisms.

By using Manage Basis Total, the company ensures consistency, simplifies compensation entry, and enforces internal rules for Milan-based employees.

Therefore, the correct answer is Manage Basis Total.

In Workday, step-based grades use progression logic to control movement from one step to the next. Conditional logic is applied only to steps that an employee progresses through, not to the final step in the sequence.

In this scenario, the business requirement is to allow progression only if the employee does not have a poor performance rating (value 1). This condition must be evaluated when the employee attempts to move from:

Step 1 → Step 2

Step 2 → Step 3

There is no progression after Step 3, so conditional logic is not required for that step.

Conditional logic for step progression is configured at the step level, not at the grade profile level. The logic must explicitly evaluate that the performance review rating is not equal to selection list value 1.

Options B and D are incorrect because grade profiles do not control step-level progression logic. Option C incorrectly allows progression only when performance is poor, which is the opposite of the requirement.

Therefore, conditional logic should be applied to Step 1 and Step 2, evaluating that the rating is not in selection list value 1, making Option A the correct answer.

In Workday HCM, access to worklets, including delivered worklets such as the Pay App, is governed by domain security, not business process security. Worklets display data and provide navigation to reports, tasks, and applications, all of which rely on domain-level permissions to control visibility and access.

To prevent Contingent Workers from seeing or accessing the Pay App on their Home landing page, you must remove their associated security group from the domain security policy that grants access to pay-related data. Once domain access is removed, the Pay App will no longer appear for those users because Workday dynamically displays worklets based on the user’s domain permissions.

Business process security policies control who can participate in transactional processes—such as initiating or approving a Hire, Change Job, or Termination—and do not influence whether a worklet appears on the Home page. Therefore, options B and D are incorrect because modifying business process security would not affect worklet visibility.

Option C is also incorrect because adding a security group to a domain security policy would grant access, not restrict it.

From a Workday Pro HCM best-practice perspective, restricting access to delivered worklets is always achieved through domain security policy configuration. This ensures consistent behavior across dashboards, reports, and applications tied to sensitive data such as compensation and payroll.

Therefore, the correct and Workday-verified way to prevent Contingent Workers from accessing the Pay App is to remove the security group from the domain security policy.

The Compensation Spreadsheet is a powerful Workday reporting and analysis tool that allows managers and HR partners to view detailed compensation information for employees across one or more organizations they manage or support. It supports side-by-side viewing of key metrics, including:

Total base pay

Compensation package

Compa-ratio

Position in range

Allowances and bonuses

The spreadsheet format is specifically designed for managerial review, planning, and analysis, with optional inclusion of subordinate organizations. It is widely used during compensation review cycles and off-cycle analysis.

Other reports have more limited scope:

Employee Compensation Audit focuses on eligibility mismatches

Job Profile reports focus on structure, not worker-level pay

Total Rewards is employee-facing and not manager-analytic

Therefore, the correct answer is Compensation Spreadsheet, making option D correct.

In Workday, the ability to assign compensation plans—regardless of employee eligibility—is controlled by security domains, not by business process steps or guidelines. The Worker Data: Compensation Plan Type security 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 can assign 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 is Worker Data: Compensation Plan Type, making option D correct.

In Workday, when you need to trigger system events or sub-actions, such as initiating compensation eligibility rules for a newly hired worker, you use the Action Step type. The Action step executes a system-defined function or event automatically, without requiring manual user intervention.

In this case, adding an Action Step to the Hire Business Process (BP) can initiate the “Request Compensation Change” or run the “Determine Eligibility” process to assess compensation plans and eligibility rules for the new employee. This ensures that the worker’s pay components are properly configured based on eligibility criteria immediately upon hire completion.

Option A (Complete Questionnaire) is used to collect additional data; Option B (Service) is for integration or automated system services; and Option C (To Do) is used for manual informational or procedural tasks. Only Action Steps directly invoke system logic or secondary processes.

Reference (Paraphrased Source):

Workday Pro HCM Core – Business Process Configuration Guide (2023R2), Section: “Action Step Configuration and Functional Usage.”

In Workday HCM, access to reports—whether standard or custom—is controlled by domain security permissions. Domain security governs what data a user can see or interact with, and different permission levels determine whether the user can only view data or also create, update, or retrieve it through integrations.

The Location Directory is a Workday-delivered standard report that displays location-related data, such as business sites, addresses, and associated attributes. Because this report is read-only and does not involve creating or updating data, the HR Auditor security group only needs View permission on the relevant Location domain to run the report successfully.

The View permission allows users to see data and run reports that reference that domain. It is the minimum permission required for reporting access and aligns with the typical responsibilities of an HR Auditor, whose role is to review and validate data rather than modify it.

The other permissions are not appropriate in this context. Modify and Put permissions would allow changes to location data, which exceeds auditor responsibilities and violates the principle of least privilege. Get permission is typically used for web services and integrations and does not apply to interactive report execution in the Workday user interface.

From a Workday Pro HCM security best-practice standpoint, assigning only View access ensures auditors can perform their oversight duties without risking unintended data changes. This approach supports compliance, audit integrity, and strong internal controls.

Therefore, the correct and Workday-verified domain permission required for an HR Auditor to run the Location Directory report is View.

When configuring Business Process Notifications in Workday, administrators can define the recipient based on a specific Workday 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 process status changes such 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.”

In Workday HCM, business process definitions control how transactions such as hires, job changes, terminations, and approvals flow through the system. Each business process consists of multiple steps, including initiation, approvals, notifications, and system actions. Among these, the completion step plays a critical and often misunderstood role.

The primary purpose of the completion step is to indicate when Workday saves, finalizes, and commits the transaction data to the system. Until the completion step is reached, information entered during the business process remains in a pending state and is not fully written to the database. Once the completion step executes, the transaction becomes effective, and all related changes—such as worker status updates, organization assignments, compensation changes, or security updates—are officially applied.

Option A is incorrect because automatic completion of steps is controlled by step type and routing rules, not by the completion step itself. Option B is incorrect because exit condition rules are evaluated at various points during the process to determine whether steps should be skipped, not specifically at completion. Option D is unrelated, as the completion step does not control when specific roles receive approvals.

From a Workday Pro HCM perspective, the completion step is essential for ensuring data integrity and transactional accuracy. It marks the point at which the business process is considered finished and all downstream effects—such as reporting, payroll, benefits eligibility, and security changes—can occur reliably.

Therefore, the correct and Workday-verified purpose of the completion step is to indicate when Workday saves or commits information.