매달, 우리는 1000명 이상의 사람들이 시험 준비를 잘하고 시험을 잘 통과할 수 있도록 도와줍니다.
Workday Pro HCM Core Certification Exam 온라인 연습
최종 업데이트 시간: 2025년11월17일
당신은 온라인 연습 문제를 통해 Workday Workday Pro HCM Core 시험지식에 대해 자신이 어떻게 알고 있는지 파악한 후 시험 참가 신청 여부를 결정할 수 있다.
시험을 100% 합격하고 시험 준비 시간을 35% 절약하기를 바라며 Workday Pro HCM Core 덤프 (최신 실제 시험 문제)를 사용 선택하여 현재 최신 55개의 시험 문제와 답을 포함하십시오.
정답:
Explanation:
Comprehensive and Detailed Explanation (Paraphrased from Workday Pro HCM Core C Organizations Configuration Guide, 2023R2):
To have the Company Organization automatically default when hiring workers into a supervisory organization, you must update the organization settings through the Edit Supervisory Organization task.
This task allows you to define default organization assignments, including Company, Cost Center, Region, and Custom Organizations. Once these defaults are set, Workday automatically populates these values during staffing events such as Hire or Add Job, reducing manual entry and ensuring consistent data alignment across the hierarchy.
Option B (Create Position) is used to define positions within the supervisory org, not defaults.
Option C (Edit Name/Code) modifies identifiers only.
Option D (Assign Roles) relates to security role assignments.
Therefore, Edit Supervisory Organization is the correct task to establish the default Company for new hires.
Reference (Paraphrased Source):
Workday Pro HCM Core C Organizations Configuration Guide (2023R2), Section: “Defining Default Organization Assignments.”
정답:
Explanation:
Comprehensive and Detailed Explanation (Paraphrased from Workday Pro HCM Core C 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 C Security and Business Process Configuration Guide (2023R2), Section: “Role Assignments in Staffing Events.”
정답:
Explanation:
Comprehensive and Detailed Explanation (Paraphrased from Workday Pro HCM Core C 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 C Organizations Configuration Guide (2023R2), Section: “Matrix Organizations and Project-Based Management.”
정답:
Explanation:
Comprehensive and Detailed Explanation (Paraphrased from Workday Pro HCM Core C Organizations Configuration and Setup Guide, 2023R2):
The values available in the Subtype field when creating a new Cost Center are determined by the subtypes configured for that specific organization type. Each organization type (e.g., Company, Cost Center, Region, or Supervisory) can have one or more associated subtypes that define additional categorization or behavior.
During configuration, administrators define which subtypes are valid for each organization type. Hence, when an end user creates a Cost Center, only the subtypes associated with the “Cost Center” organization type will appear in the selection list.
Options A, C, and D are incorrect because subtypes are not influenced by location, user role, or system recommendations ― they are strictly defined in the configuration setup.
Reference (Paraphrased Source):
Workday Pro HCM Core C Organizations Configuration Guide (2023R2), Section: “Defining Organization Types and Subtypes.”
정답:
Explanation:
Comprehensive and Detailed Explanation (Paraphrased from Workday Pro HCM Core C Organizations and Reorganization Events Guide, 2023R2):
The Reorganization Event in Workday is used to group and manage multiple organization changes that share a common effective date. This functionality ensures that all changes―such as reorganizing reporting structures, moving subordinates, or reassigning workers―are executed simultaneously as part of a controlled event.
It helps maintain organizational data integrity and ensures that all related updates occur in a coordinated and auditable way.
Options A, B, and C describe other organization functions:
A: Reporting on membership is done through standard reports.
B: Role inheritance occurs automatically via supervisory structure, not through reorganization events.
C: Maintaining settings is done through “Edit Organization” tasks.
Therefore, D correctly captures the purpose of a reorganization event.
Reference (Paraphrased Source):
Workday Pro HCM Core C Organizations Configuration Guide (2023R2), Section: “Reorganization Events and Effective Dating.”
정답:
Explanation:
Comprehensive and Detailed Explanation (Paraphrased from Workday Pro HCM Core C Organizations and Hierarchies Configuration Guide, 2023R2):
The Org Chart Report in Workday provides a visual hierarchical diagram displaying superior and subordinate supervisory organizations. It allows users to navigate through organizational layers, view reporting relationships, and understand the structure of the workforce within each supervisory organization.
This report is especially useful for HR and managers to visualize team structures, identify open positions, and confirm reporting lines.
Option A (All Jobs Report) lists worker job data, not organizational hierarchy.
Option B (Reorganization Report) provides details about reorganization events, not a visual hierarchy.
Option C (Workday Touchpoints Kit) is a set of integration and configuration tools, not a report.
Thus, Org Chart Report is the correct option, as it visually represents the hierarchical structure of supervisory organizations and their relationships.
Reference (Paraphrased Source):
Workday Pro HCM Core C Organizations Configuration Guide (2023R2), Section: “Viewing Organizational Hierarchies and Using the Org Chart Report.”
정답:
Explanation:
Comprehensive and Detailed Explanation (Paraphrased from Workday Pro HCM Core C Organizations Setup and Management Guide 2023R2):
When creating a new supervisory organization that should inherit attributes such as staffing model, company, and cost center from an existing organization, you use the Create Subordinate task.
This task creates the new subordinate organization directly under a superior supervisory organization. It automatically copies inherited settings such as visibility, organization assignments, and staffing model, ensuring hierarchical alignment and simplifying setup.
Option B (Create Supervisory Organization) creates a brand-new top-level supervisory org without inheritance.
Option A (Assign Roles) only assigns role-based permissions after creation.
Option C (Assign Included Organizations) is used for related org relationships, not for hierarchical creation.
Thus, Create Subordinate is the correct task when the new org must inherit settings from a superior one.
Reference (Paraphrased Source):
Workday Pro HCM Core C Organizations Configuration Guide (2023R2), Section: “Creating Subordinate Supervisory Organizations and Inherited Attributes.”
정답:
Explanation:
Comprehensive and Detailed Explanation (Paraphrased from Workday Pro HCM Core C Organizations Configuration Guide 2023R2):
When creating a new supervisory organization, Workday allows the subordinate organization to inherit key structural and configuration attributes from its superior organization. These inherited elements include:
Visibility (A): Determines who can view the organization and its members, inherited to maintain consistent access control.
Organization Assignments (B): Such as company, cost center, region, and custom organizations, ensuring hierarchical alignment.
Staffing Model (D): The staffing model (Position Management or Job Management) is inherited to ensure consistency in hiring and staffing control.
Subtype (C) and Name (E) are not inherited; they must be defined at the time of creation. Subtype determines the organization’s classification, while the name uniquely identifies it.
Reference (Paraphrased Source):
Workday Pro HCM Core C Organizations and Hierarchy Configuration Guide (2023R2), Section:
“Creating Subordinate Supervisory Organizations.”
"Subordinate supervisory organizations inherit configuration from their superior supervisory organization, including attributes such as the staffing model, organization assignments, and visibility settings. This ensures consistency and reduces administrative overhead."
C Workday Module 2 Binder, Supervisory Organizations Section
정답:
Explanation:
Comprehensive and Detailed Explanation (Paraphrased from Workday Pro HCM Core C 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 C Business Process Configuration Guide (2023R2), Section: “Consolidated Approval Chains and Step Sequence Rules.”
정답:
Explanation:
Workday delivers Overdue Notifications automatically to remind users that a step or task within a business process has not been completed within the expected time frame. These notifications are part of Workday’s built-in process monitoring and are generated by the system based on defined due dates or completion delays.
Overdue notifications ensure accountability by alerting users when a step is pending beyond its due date, helping maintain compliance with HR and operational timelines.
Options A (Custom) and C (Alert) refer to user-configurable messages and rule-based triggers that administrators create, but they are not delivered automatically by Workday unless specifically configured.
Option D (System) refers to general system messages, not process-driven notifications.
Reference (Paraphrased Source):
Workday Pro HCM Core C Business Process Framework Configuration Guide (2023R2), Section:
“Workday-Delivered Notifications and Overdue Task Alerts.”
정답:
Explanation:
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 C Business Process Configuration Guide (2023R2), Section: “Business Process Notifications and Recipient Configuration.”
정답:
Explanation:
After a business process completes in Workday, the valid corrective action that can be taken is to Rescind the process. The Rescind action 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 to in-progress business 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, Rescind is the only valid corrective action once a BP is finalized. Reference (Paraphrased Source):
Workday Pro HCM Core C Business Process Framework and Transaction Correction Guide (2023R2), Section: “Rescind and Cancel Business Processes.”
정답:
Explanation:
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 C Business Process Configuration Guide (2023R2), Section: “Action Step Configuration and Functional Usage.”
정답:
Explanation:
Workday’s Business Process Notification functionality enables administrators to configure custom notifications that are automatically sent to users when specific BP events occur. The correct statement is that you can use text and fields in the body of the notification message (Option B).
Notification templates support the insertion of business 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 to both internal users and external participants (such as vendors or contingent workers) if appropriately configured.
Option C is incorrect ― you can configure multiple status triggers (e.g., In Progress, Denied, Completed).
Option D is incorrect since notification triggers are predefined 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 its customizable content, dynamic field integration, and multi-status trigger support.
Reference (Paraphrased Source):
Workday Pro HCM Core C Business Process Configuration Guide (2023R2), Section: “Business Process Notifications,” and “Custom Message Configuration.”
정답:
Explanation:
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 C Business Process Configuration Guide (2023R2), Section: “Subprocess Step Type and Configuration Best Practices.”