Workday-Pro-HCM-Core Questions and Answers

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

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

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

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

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

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

Reference (Paraphrased Source):

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

The correct answer isB – Have an open, approved position.

In Workday’sPosition Managementstaffing model, each hire is tied to aspecific position. Before a worker can be hired, a position must exist, be opened, and be approved through the appropriate business process.

Once a position is approved, it becomes available for theHireorAdd Jobprocess. Without an approved position, no worker can be assigned under that supervisory organization. The position serves as the structural foundation for trackingheadcount, job details, and time-to-fill metrics.

OptionsAandCrefer to configuration prerequisites, but the question specifically focuses on the operational readiness to hire. OptionDis incorrect because a hire cannot occur until after a position exists.

The correct answer isB – Create Position.

In Workday, when a supervisory organization uses thePosition Managementstaffing model, each hire must be associated with aspecific position. Before initiating a hire, an administrator or HR partner must execute theCreate Positionbusiness 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 DateandEarliest Hire Date, and

Position Restrictionsthat control who and how hiring can occur.

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

The correct answers areC – Position ManagementandD – Job Management.

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

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

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

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

The correct answer isC – Compensation Grade.

In Workday, theCompensation Gradefield within theJob Profileconfiguration defines thedefault salary range or pay rangefor that profile. When a worker is hired, transferred, or promoted into a job that references a compensation grade, Workday automatically defaults the associatedminimum, midpoint, and maximum pay rangesinto the staffing or compensation event.

TheCompensation Gradeis typically tied toCompensation Grade Profiles, which further refine pay ranges based on factors such aslocation, job level, or eligibility rules. This ensures pay consistency and compliance with internal compensation structures.

Other fields such asJob CodeorJob Classificationare used primarily for external reporting or regulatory mapping (e.g., EEO, SOC codes) and do not control compensation defaults.

The correct answer isC – Position Management.

In Workday,Position Managementis the staffing model used when an organization needs totrack headcount, vacancies, and time-to-fillfor 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 thedate the position is openedand thedate it is filled, allowing accurate reporting on recruitment cycle times.

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

Workday’sBusiness Process Notificationfunctionality enables administrators to configurecustom notificationsthat are automatically sent to users when specific BP events occur. The correct statement is thatyou can use text and fields in the body of the notification message(Option B).

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

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

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

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

Therefore, the main strength of this feature lies in itscustomizable content,dynamic field integration, andmulti-status trigger support.

Reference (Paraphrased Source):

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

From theWorkday Module 2 Binder:

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

– Workday Module 2 Binder, Security Configuration Section

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

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

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

The correct answer isB – View Security for Securable Item.

In Workday, everytask,report,domain, andbusiness processis considered asecurable item. To analyze how access to a specific task (likeChange My Legal Name) is controlled, the system administrator uses theView Security for Securable Itemreport.

This report allows users to:

Identifywhich domain security policygoverns the securable item,

Seewhat security groupscurrently have access,

Determinethe type of accessgranted (View, Modify, Initiate, etc.), and

Understand thesecurity policy inheritanceassociated 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 theWorker Data: Personal Informationdomain. From there, security administrators can update access via theMaintain Domain Security Policy for Functional Areatask if necessary.

This is thestandard and recommended Workday methodfor determining how any specific action, report, or task is secured.

The correct answer isA – Employee-as-Self.

Employee-as-Selfis adelivered Workday user-based security groupautomatically assigned to all active workers within the tenant. This group allows employees toview and update their own personal data, such ashome address, phone number, emergency contacts, and other self-service information.

The permissions for this group are defined indomain security policiesrelated to personal data, such asWorker Data: Personal InformationandWorker Data: Home Contact Information. Employees only have access to modify their own records, not those of others.

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

The correct answer isA – 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 asCompensation Partner) can perform actions—like approving compensation changes—only for workers within their assigned supervisory organizations.

Conversely,User-Basedsecurity groups arenot tied to an organizationunless specifically constrained, and typically haveunconstrained, tenant-wide access. When both security groups have access to the same domain or business process (e.g., “Approve Compensation Change”), theUser-Basedgroup can approve changes for all workers, while theRole-Based (Constrained)group’s access is limited by their assigned scope.