Workday Pro HCM Core Online Practice Questions

Explanation:
The correct answer is C C Hiring Restrictions.
When a supervisory organization uses the Job Management staffing model (which has no limit on the number of jobs that can be filled), hiring is controlled through Hiring Restrictions rather than position management.
The Edit Hiring Restrictions business process must be configured before initiating hires to define:
Worker Type (Employee or Contingent Worker)
Location
Job Family and Job Profile
Time Type (Full-time or Part-time)
These restrictions determine what roles and worker types can be staffed in that supervisory organization. Unlike Position Management, there is no need to create or approve individual positions beforehand.
Reference: Workday Pro HCM C Staffing Models and Hiring Configuration, “Establishing Hiring Restrictions in Job Management Organizations.”

Explanation:
The correct answer is A C 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.
Reference: Workday Pro HCM C Security Fundamentals, “Constrained vs. Unconstrained Access in Role-Based and User-Based Security Groups.”

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.”

Explanation:
To ensure the HR Partner reviews and updates a new hire’s Company and Cost Center, you add the Change Organization Assignments action step to the Hire business process.
This action allows the HR Partner (or assigned role) to validate and modify organizational assignments, such as Company, Cost Center, Region, or Location, before the Hire event is finalized. It is typically positioned after the Review Employee Hire step to confirm that all organization-level data aligns with the new worker’s role and supervisory org defaults.
Option A (Review Employee Hire) is a completion-type review step and does not update organization data.
Option B (Onboarding Setup) prepares onboarding tasks, not organizational details.
Option C (Edit Workday Account) deals with account credentials and system access.
Thus, Change Organization Assignments is the correct step for updating or confirming company and cost center information during the hiring process.
Reference (Paraphrased Source):
Workday Pro HCM Core C Business Process Configuration Guide (2023R2), Section: “Adding and Configuring Organization Assignment Steps in Staffing BPs.”

Explanation:
The correct answer is B C 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.
Reference: Workday Pro HCM C Staffing Model Fundamentals, “Creating Positions and Hiring within Position Management Supervisory Organizations.”