Workday-Pro-HCM-Core Questions and Answers

By default, when compensation is preconfigured on a job requisition, Workday carries those values forward into the Offer event without re-evaluating eligibility. This can cause issues when attributes such as location change, because eligibility rules tied to country, location, or other organizational attributes may no longer be valid.

The tenant-level setting Run Eligibility Rules when there is Requisition Compensation, found in Edit Tenant Setup – HCM, instructs Workday to re-run compensation eligibility rules during the Offer process, even if compensation has already defaulted from the requisition. This ensures that compensation elements are validated against the candidate’s current attributes, including location.

The eligibility performance enhancement setting affects processing speed only and does not change evaluation behavior. Guideline defaulting settings impact guideline recalculation, not eligibility. Security policy edits do not control eligibility rule execution.

Therefore, enabling Run Eligibility Rules when there is Requisition Compensation is the correct configuration, making option A correct.

In Workday HCM, proration based on an employee’s scheduled hours (such as part-time versus full-time workers) is controlled through the Apply FTE% configuration within a salary plan. FTE (Full-Time Equivalent) represents the ratio of an employee’s scheduled hours to the standard full-time schedule, and Workday uses this value to proportionally calculate compensation.

When the Apply FTE% box is checked on a salary plan, Workday automatically prorates the compensation amount based on the employee’s FTE. For example, if a salary plan amount is defined as $100,000 annually and the employee is working at 50% FTE, Workday will calculate and pay $50,000. This ensures fair and consistent compensation aligned with scheduled working hours.

Eligibility rules determine who can receive a plan, not how much they receive. The Exclude from Merit option only controls whether a plan is included in merit processes and has no impact on proration. Compensation elements connect compensation to payroll earnings but do not control proration logic.

Therefore, checking the Apply FTE% box is the correct and Workday-recommended method for configuring proration based on scheduled hours, making option D the correct answer.

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, a Business Process (BP) defines how specific business events are executed within the system. The true statement among the options is that you can create business process definitions based on rules. Workday allows you to maintain rule-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 defined condition rule, evaluated at runtime to determine which BP definition applies.

Options A, B, and C are incorrect:

A is 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).

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

C is false because only a designated Completion Step marks 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, 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.

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

A Consolidated Approval Chain Step allows multiple approval actions within a business process to be combined into a single, streamlined approval task. However, this step must be the final step before the completion step in a business process.

If the Consolidated Approval Chain appears after the completion step, Workday will trigger a critical error because the step order violates the BP framework rules. The system expects the consolidated approval to act as the last step to ensure that all approvals are received before the event finalizes.

Therefore, Option C is correct — a critical error occurs because the Consolidated Approval Chain Step must immediately precede the completion step, not follow it.

Reference (Paraphrased Source):

Workday Pro HCM Core – Business Process Configuration Guide (2023R2), Section: “Consolidated Approval Chains and Step Sequence Rules.”

Workday provides the Remove Compensation Plans from Employees task as the most efficient and scalable method for removing an existing compensation plan from a large population. This task allows administrators to select a compensation eligibility rule that identifies all employees currently assigned to the plan and remove it in bulk.

Marking a plan as Inactive only prevents future assignments; it does not remove the plan from employees who are already assigned. Using Change Job events would require individual transactions and is not operationally efficient. The Request Bonus Payment web service is used for issuing bonus payments, not removing bonus plan assignments.

The removal task ensures:

Clean and auditable removal

No unintended job or worker data changes

Correct end-dating of plan assignments

Therefore, option A is the correct and Workday-recommended approach.

In Workday, condition rules determine whether a step executes, routes, or triggers based on defined criteria such as job attributes, location, or organization. There are two primary ways to create or associate condition rules directly from a business process step:

Create Condition Rule (Option C) – allows a user to define a new condition rule directly from within the step configuration screen. This opens the condition rule editor where criteria can be defined using Workday attributes.

Maintain Step Conditions (Option D) – provides the option to assign existing condition rules or create new ones for the selected step. This is often used to ensure that certain steps run only when specific business conditions are met.

Options A and B are incorrect:

Maintain Advanced Routing Restrictions (A) is related to security routing and worktag-based participant logic, not condition rule creation.

Maintain Step Delay (B) controls timing (delaying execution by hours or days), unrelated to conditions.

Reference (Paraphrased Source):

Workday Pro HCM Core – Business Process Framework and Condition Rule Configuration Guide (2023R2) – Sections: “Creating and Maintaining Condition Rules” and “Step-Level Configuration.”

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.

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.”

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.

Comprehensive and Detailed Explanation (Paraphrased from Workday Pro HCM Core – Reporting and Analytics Guide, 2023R2):

In Workday Reporting, to organize or arrange the display of report results based on specific criteria — such as the Supervisory Organization Name — you use the Sort configuration option.

Sorting determines the order in which records appear when the report is executed. In this case, by sorting on the Supervisory Organization Name field, all workers will be grouped together under their respective organization, making the output intuitive and structured for analysis.

Option B (Share) controls who has access to the report.

Option C (Filter) limits which records are included in the results.

Option D (Subfilter) refines filter logic but does not control display order.

Thus, Sort is the correct configuration feature to organize report results for any user running the report.

Reference (Paraphrased Source):

Workday Pro HCM Core – Reporting Configuration and Design Guide (2023R2), Section: “Sorting, Grouping, and Display Options in Custom Reports.”

In Workday HCM, period salary plans are specifically designed to support compensation structures where base pay is distributed over a defined number of periods that may not align with standard monthly or annual salary conventions. This is particularly important for countries such as Italy, where statutory or customary compensation practices include additional salary payments, often referred to as the 13th and 14th month salaries. These additional payments result in employees receiving more than 12 months of pay within a year.

A period salary plan allows organizations to define the number of salary periods per year, such as 12, 13, 14, or other values like 14.9, without altering the employee’s annualized base pay. This ensures compliance with local labor laws while maintaining consistent reporting, budgeting, and payroll calculations. Workday then prorates or distributes the annual amount appropriately across the defined periods.

Other plan types do not support this requirement. A salary plan assumes a standard annual salary without accommodating extra pay periods. Hourly plans are designed for workers paid based on time worked, and unit salary plans are used when pay is based on output or units produced, neither of which align with Italy’s statutory base pay structure.

Therefore, a period salary plan is the correct and Workday-recommended solution for handling additional months of base pay in countries with localized pay practices, making option A 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.

The correct answer is B – View Security for Securable Item.

In Workday, every task, report, domain, and business process is considered a securable item. To analyze how access to a specific task (like Change My Legal Name) is controlled, the system administrator uses the View Security for Securable Item report.

This report allows users to:

Identify which domain security policy governs the securable item,

See what security groups currently have access,

Determine the type of access granted (View, Modify, Initiate, etc.), and

Understand the security policy inheritance associated with the item.

For example, when you run this report and enter “Change My Legal Name” as the securable item, Workday returns the domain policy controlling it—typically within the Worker Data: Personal Information domain. From there, security administrators can update access via the Maintain Domain Security Policy for Functional Area task if necessary.

This is the standard and recommended Workday method for determining how any specific action, report, or task is secured.

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.

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.

In Workday HCM, access to direct reports’ data is primarily driven by managerial relationships within the supervisory organization hierarchy. The Maintain Assignable Roles task is used to define how role-based security groups can be assigned and how access is derived from organizational relationships.

The setting that grants managers access to their direct reports’ data is Is Leader. When a role-based security group is configured with the Is Leader designation, Workday evaluates the worker’s role as a manager (leader) of a supervisory organization. This enables leader-based security access, allowing managers to view and act on data for workers who report directly to them (and, depending on configuration, potentially their subordinates).

This setting is foundational for manager self-service and manager insights, such as viewing team profiles, compensation, performance data, and other worker-related information tied to reporting relationships. Without the Is Leader setting, Workday would not recognize the user as having leader-based authority over the workers in the supervisory organization.

The other options do not provide this access. Enabled for Location Hierarchy grants access based on location structure, not reporting relationships. Is Supporting is used for roles like HR Partners or Finance Partners who support an organization but are not managers. Enabled for Supervisory Organization controls where a role can be assigned, not whether it confers manager-level access.

From a Workday Pro HCM best-practice perspective, Is Leader is the critical configuration that ensures managers can view and manage their direct reports’ data appropriately. Therefore, the correct and Workday-verified answer is Is Leader.

During a Change Job event, Workday re-evaluates compensation plan eligibility based on the employee’s updated attributes, such as location. Even if an allowance plan has no eligibility rules, it can still be removed during the Propose Compensation Change step if not explicitly retained.

The correct way to ensure that an intentionally assigned allowance plan remains on the employee’s record is for the compensation partner to restore or re-add the plan during the Propose Compensation Change subprocess of the Change Job transaction. This keeps the correction within the same business process and ensures accurate audit tracking.

Request Compensation Change is a standalone process and should not be used mid-transaction. Plan adjustments and rollouts are bulk tools and are not appropriate for correcting a single employee during an in-flight job change.

Therefore, restoring the plan during Propose Compensation Change is the correct and Workday-supported approach, making option D correct.

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.

Workday provides the Rollout Compensation Plans to Employees task to efficiently assign newly created compensation plans to employees who meet defined eligibility criteria. This task evaluates the eligibility rule attached to the plan and assigns the plan to all qualifying employees in bulk.

Manual approaches such as Request Compensation Change or Change Job events are inefficient and not scalable. The View Compensation Plan Rollout Process task is informational and does not perform assignments.

Using the rollout task ensures consistency, reduces administrative effort, and aligns with Workday best practices for plan deployment.

Therefore, option D is the correct answer.

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, grade profiles define how total base pay is calculated and evaluated for employees by specifying which compensation elements are included in the base pay range. The Base Pay Elements field on the grade profile is the authoritative configuration that determines which compensation elements contribute to total base pay minimums, midpoints, and maximums.

In this scenario, Mexico employees already have a grade profile that includes Base Pay and 13th Month compensation elements. To ensure the family allowance is included in total base pay—and therefore considered when validating pay ranges and equity—the family allowance compensation element must be explicitly added to the Base Pay Elements field on the Mexico grade profiles.

Compensation element groups are used primarily for reporting and do not affect how base pay is calculated. EIBs are data load tools and do not control structural compensation logic. Compensation bases are used for plan calculations and eligibility, not for defining what counts toward base pay in a grade profile.

By updating the Base Pay Elements field, Workday automatically includes the family allowance in base pay comparisons, validations, and reporting for Mexico employees. This is the correct and Workday-supported approach.

The Compensation Rule Assignment report is designed to provide a configuration-level view of compensation components and the eligibility rules assigned to them. This report lists all compensation plans—such as salary plans, allowance plans, bonus plans, and one-time payments—that reference an eligibility rule.

This report is especially useful for:

Impact analysis before modifying eligibility rules

Auditing which compensation components rely on shared rules

Understanding eligibility dependencies across compensation configuration

The Employee Compensation Audit focuses on worker assignments, not configuration. Compensation Changes tracks transactional history. Compensation Spreadsheets are manual tools and do not reflect rule usage.

Therefore, the correct report for identifying all compensation components using eligibility rules is Compensation Rule Assignment, 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 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.

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.

In Workday HCM, approval authority is granted through business process security policies, not by assigning individual users directly to steps within a business process definition. Business process definitions determine what steps exist, while business process security policies determine who can perform actions on those steps.

When an employee is promoted, compensation changes are handled through the Propose Compensation Change business process. Even though the promotion itself occurs within the Change Job business process, the approval of compensation changes is controlled separately. This separation allows organizations to assign different approvers for job changes and compensation decisions, supporting strong governance and segregation of duties.

To grant a user the ability to approve compensation changes related to promotions, the user must be assigned to a security group that has permission to perform the Approve action on the Propose Compensation Change business process security policy. Once the user is a member of that security group and the changes are activated, Workday will route compensation approval tasks to them when applicable.

Options B and D are incorrect because users are never assigned directly to individual steps within a business process definition. Step routing is driven by security groups, not individual users. Option A is incorrect because the Change Job business process controls job-related actions, not compensation approval.

From a Workday Pro HCM best-practice standpoint, always grant approval access by updating the appropriate business process security policy and assigning users to the correct security groups. This ensures scalable, auditable, and role-based access control.

Therefore, the correct and Workday-verified answer is Assign the user to a security group with permissions to the Approve action on the Propose Compensation Change business process security policy.

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 HCM, participation in business processes—such as Hire, Termination, or Job Change—is controlled by Business Process Security Policies, not by domain security. Business process security determines who can initiate, approve, review, or take action on specific steps within a business process definition.

To remove an HR Partner from participating in the Hire process, you must update the Business Process Security Policy associated with the Hire business process. This policy defines which security groups are authorized to perform specific actions (for example, initiate, approve, or complete steps) within that process. By removing the HR Partner role-based security group from the relevant steps or permissions in the Hire business process security policy, Workday will no longer route Hire-related tasks or approvals to HR Partners.

Option D, Domain Security Policy, is incorrect because domain security controls data access, such as viewing or editing worker or organization data, not participation in business process steps. Even if an HR Partner has domain access, they cannot participate in a business process unless explicitly granted permissions through business process security.

Option A, Maintain Assignable Roles, is used to determine which roles can be assigned to organizations, not to control business process participation. Option C, Maintain Functional Areas, is used for organizing security policies and reports, not for granting or removing process access.

From a Workday Pro HCM best-practice perspective, any change related to who participates in a business process must be made in the Business Process Security Policy. This ensures precise control, proper approval routing, and compliance with organizational governance.

Therefore, the correct and Workday-verified answer is Business Process Security Policy.

In Workday, amount-based allowance plans are used when a fixed monetary value is paid on a recurring basis, independent of base pay, units worked, or expenses incurred. Since the requirement is a flat $500 monthly allowance, an amount-based allowance plan is the most appropriate and straightforward configuration.

This plan type allows administrators to define:

A fixed amount ($500)

A payment frequency (monthly)

An eligibility rule limiting the plan to employees in the Sales job family

Percent-based plans fluctuate with base pay and are not suitable for flat allowances. Reimbursable plans are used for expense reimbursement and require submitted expenses. Unit-based plans are intended for variable, output-driven compensation and would unnecessarily complicate the configuration.

By combining an amount-based allowance plan with a Sales job family eligibility rule, Workday ensures that only eligible employees receive the allowance and that it is paid consistently through payroll.

Therefore, option B is the correct and Workday-recommended solution.

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

The Employee Compensation Audit report is specifically designed to identify mismatches between compensation plan eligibility and actual plan assignment. It highlights situations where employees are assigned compensation plans they should not have, as well as cases where employees are eligible but not assigned.

In this scenario, the goal is to identify employees who are assigned to bonus plans despite not meeting eligibility rules. The Employee Compensation Audit report includes a dedicated section for Assigned Ineligible Compensation Components, making it the most accurate and efficient reporting tool for this requirement.

Other reports do not serve this purpose:

The Compensation Plan Rollout Process is transactional and informational only.

Employees Assigned Multiple Bonus Plans focuses on duplication, not eligibility.

Compensation Spreadsheets are manual and lack eligibility validation logic.

Therefore, the correct report is Employee Compensation Audit, making option D 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, compensation plans remain active through the Actual End Date entered on the plan. The system removes the plan the day after the Actual End Date, ensuring the employee receives compensation through the final eligible day.

This behavior supports accurate payroll calculation and avoids prematurely ending compensation. Workday does not delay removal to the end of the pay period or month unless explicitly configured elsewhere.

Therefore, the plan is removed on the actual end date plus one day, making option A correct.

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.

When a Change Job event includes a compensation impact, Workday triggers the Propose Compensation Change subprocess. 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 occur without a 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, option D is the correct answer.

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 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.