Types of Workday Core HCM Questions

• Conceptual Questions: Test your foundational knowledge of HCM and Workday concepts.
• Technical Questions: Assess your configuration and implementation skills.
• Situational Questions: Evaluate how you’d tackle real-world scenarios.
• Behavioral Questions: Focus on your communication, problem-solving, and adaptability.

Sample Questions and Answers

1. Explain the core components of Workday HCM.

Answer: Human Capital Management: Centralizes all employee data, processes, and self-service functions.

• Talent Management: Handles recruiting, onboarding, performance management, goal setting, and succession planning.
• Compensation: Manages salary structures, bonuses, equity plans, and benefits administration.
• Time Tracking and Absence Management: Tracks employee hours, time-off requests and accruals.
• Workforce Planning and Analytics: Provides dashboards, reports, and data-driven insights for workforce strategic decision-making.

2. What is a Business Process in Workday? How do you configure them?

Answer:A business process is a series of steps in Workday designed to accomplish an HCM task (e.g., hiring, onboarding, performance review). They ensure tasks follow your organization’s rules.

• Configuration steps:
  • Define steps: Break the process into clear, actionable steps with responsible roles assigned.
  • Set conditions: Use if/then logic for decision points and branching within the process.
  • Establish approvals: Determine where and by whom approvals are needed.
  • Security: Set security levels to control who can initiate and interact with the process.

3. Describe the difference between a Workday Supervisory Organization and a Workday Security Group.

Answer:Supervisory Organization: A hierarchical structure that reflects management and reporting lines in your company. It determines data visibility and edit access for managers within HR functions.

• Security Group: Controls a user’s ability to view and take action on data and tasks. Security groups are assigned to roles and determine what specific functions a person can perform in Workday.

4. You’ve been tasked with implementing Workday Time Tracking. What considerations are important?

Answer:Scope: Define the types of workers who will track time (hourly, salaried, etc.) and if you need project-based time tracking.

• Compliance: Understand local labor laws, overtime calculations, and how they impact your configuration.
• Integration: Determine if Workday Time needs to integrate with Payroll or other systems.
• User Experience: Design user-friendly timesheets and clear instructions.
• Reporting: Outline the reporting requirements for operational and compliance purposes.

5. An employee complains their personal information is incorrect in Workday. How do you troubleshoot?

Answer:Access: Determine if the employee should edit this information themselves (self-service) or requires HR intervention.

• Source: Check where the incorrect data originates (was it manually entered, imported, integrated from another system?).
• Business Processes: Review any BPs that might impact these data fields to see if there are errors.
• Audit History: Utilize Workday’s audit trails to see when the data was changed and by whom.