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최신 Human Capital Management Workday-Pro-HCM-Core 무료샘플문제 (Q120-Q125):

질문 # 120
A compensation partner runs theEmployee Compensation Step Progression Auditreport and noticesseven employeeslisted on the report.
What should you do?

A. Use the Schedule Automatic Step Progression task to move eligible employees to the next step.
B. Use the Maintain Compensation Steps task and add a progression rule to the steps.
C. Use the Set Up Grade Job Profile Adjustment task to update grades.
D. Use the Change Job business process to move the employees to a new grade and step.

정답：A

설명：
TheEmployee Compensation Step Progression Auditreport identifies employees who areeligible for step progressionbut havenot 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 theSchedule Automatic Step Progressiontask. 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 toschedule automatic step progression, making optionDcorrect.

질문 # 121
What job profile attribute allows you to make all IT Associates, IT Managers, and IT Specialists eligible for a cell phone allowance?

A. Total Base Pay
B. Company
C. Location
D. Job Family

정답：D

설명：
In Workday HCM, job profile attributes play a critical role in determining eligibility for compensation components, allowances, and benefits. When the goal is to make a group of related roles-such as IT Associates, IT Managers, and IT Specialists-eligible for a cell phone allowance, the most effective and scalable attribute to use is the Job Family.
A Job Family groups job profiles that perform similar types of work within a functional discipline. In this example, IT Associates, IT Managers, and IT Specialists are distinct job profiles, but they are all aligned to the same functional area of Information Technology. By configuring eligibility rules based on the job family, Workday allows organizations to apply compensation components, such as allowances, consistently across all related roles without maintaining separate rules for each individual job profile.
Using Total Base Pay would be inappropriate because it is a compensation amount, not a classification attribute used for eligibility determination. Location and Company are organizational attributes that control where or for whom a worker is employed, but they do not define the functional nature of the work being performed. Applying eligibility based on those attributes could unintentionally include or exclude workers who should or should not receive the allowance.
From a Workday Pro HCM best-practice perspective, job families are specifically designed to support standardized compensation, benefits eligibility, and reporting across similar roles. Therefore, configuring the cell phone allowance eligibility using the Job Family attribute ensures consistency, reduces administrative complexity, and supports scalable compensation governance across the IT organization.

질문 # 122
You want to ensure managers assign the correct cost centers to new hires. You decide to limit the list of cost centers managers can select at the time of hire.
How do you accomplish this?

A. Configure the default organization from the position.
B. Configure the allowed organization on the supervisory organization.
C. Configure the allowed organization from the job profile.
D. Configure the default organization on the supervisory organization.

정답：B

설명：
In Workday HCM, organizations such as cost centers are assigned to workers during hire and job change events. To ensure data accuracy and governance, Workday provides two key configuration controls for organizations: default organizations and allowed organizations. While default organizations prepopulate values, only allowed organizations control which values are selectable.
To limit the list of cost centers that managers can select during the hiring process, you must configure the allowed organization on the supervisory organization. This configuration defines the specific cost centers that are valid for workers hired into that supervisory organization. By restricting the allowed cost centers, Workday ensures managers can select only from an approved list, preventing incorrect or unauthorized cost center assignments.
Configuring a default organization-whether on the supervisory organization or from the position-only sets an initial value. It does not prevent the manager from changing the cost center to another valid option.
Therefore, options B and C do not meet the requirement to limit selection. Option D is incorrect because job profiles are not used to control organizational assignments such as cost centers; they define job architecture, not financial or organizational governance.
From a Workday Pro HCM best-practice perspective, allowed organizations are the primary mechanism for enforcing organizational assignment rules at the time of hire. Applying this configuration at the supervisory organization level ensures consistent cost center usage for all workers hired into that organization while still allowing flexibility across different parts of the enterprise.
Therefore, the correct and fully Workday-verified answer is Configure the allowed organization on the supervisory organization.

질문 # 123
You need to set hiring restrictions for a job management organization. You want to hire the following workers:
Worker 1
* Job Profile: Engineer
* Location: San Francisco
* Worker Type: Employee
* Worker Subtype: Regular
* Time Type: Full Time
Worker 2
* Job Profile: Quality Assurance Specialist
* Worker Type: Employee
* Worker Subtype: Regular
Worker 3
* Job Profile: Mechanic
What hiring restrictions will accommodate the situation?

A. * Job Profile: Engineer, Quality Assurance Specialist, Mechanic
* Worker Type: Employee
* Worker Subtype: Regular
B. * Worker Type: Employee
* Worker Subtype: Regular
* Time Type: Full Time
C. * Job Profile: Engineer, Quality Assurance Specialist, Mechanic
* Worker Type: Employee
* Time Type: Part Time
D. * Location: San Francisco
* Worker Type: Employee
* Time Type: Full Time

정답：A

설명：
In Workday HCM, job management organizations rely on hiring restrictions to define which workers are eligible to be hired into the organization. A fundamental Workday Pro HCM principle is that hiring restrictions should be configured using the least restrictive criteria necessary to support the required hiring scenarios. This prevents unnecessary hiring limitations while maintaining governance.
In this scenario, the organization needs to hire workers across three different job profiles: Engineer, Quality Assurance Specialist, and Mechanic. Because these job profiles are different, the hiring restriction must explicitly allow all three. Restricting by location or time type would not work, as not all workers share the same location or time type attributes.
The attributes that are consistently shared among the intended workers are Worker Type: Employee and Worker Subtype: Regular. These attributes define the employment classification and apply across all listed workers. By setting the hiring restriction using these criteria and explicitly listing the required job profiles, Workday allows the organization to hire all needed roles without blocking valid hires.
Option A is too restrictive because it limits hiring to a single location and time type. Option B is incorrect because it specifies Part Time, which conflicts with the stated Full Time requirement. Option D adds a Full Time restriction that could unintentionally exclude workers whose time type is not specified.
Therefore, Option C is the only hiring restriction that correctly accommodates all workers while aligning with Workday Pro HCM best practices for job management staffing configuration.

질문 # 124
You want a report's results to be organized by the name of the worker's supervisory organization for any user running the report. What report configuration accomplishes this?

A. Sort
B. Subfilter
C. Filter
D. Share

정답：A

설명：
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 theSupervisory Organization Name- you use theSortconfiguration 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,Sortis 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."

질문 # 125
......

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Workday-Pro-HCM-Core퍼펙트덤프데모, Workday-Pro-HCM-Core시험패스가능한공부자료

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최신 Human Capital Management Workday-Pro-HCM-Core 무료샘플문제 (Q120-Q125):

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