[Sep 15, 2026] Workday-Pro-HCM-Core Questions Truly Valid For Your Workday Exam!
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NEW QUESTION # 82
OnMarch 5, you need to award a group of employees anequity adjustment base pay increaseeffective March 1. Payroll will process the change onMarch 31, and managers will communicate the increase by March 20.
How can you ensure the increase isnot visible to employees in Workday until March 21?
- A. Enter both the Effective Date and Employee Visibility Date of March 21.
- B. Enter both the Effective Date and Employee Visibility Date of March 1.
- C. Enter an effective date of March 5 and an Employee Visibility Date of March 21.
- D. Enter aneffective date of March 1and anEmployee Visibility Date of March 21.
Answer: D
Explanation:
In Workday, theEffective Datecontrols when the compensation change islegally and payroll-effective, while theEmployee Visibility Datedetermines when employees cansee the changein Workday.
In this scenario:
* The increase must beeffective March 1for equity and payroll accuracy.
* Employees should not see the change untilafter March 20, when managers communicate it.
By setting:
* Effective Date = March 1
* Employee Visibility Date = March 21
Workday ensures the increase is included in payroll and historical records while remaining hidden from employees until the specified visibility date.
Using the transaction date or delaying the effective date would create payroll inaccuracies. Setting both dates to March 21 would make the increase effective too late.
Therefore, optionDis the correct and compliant solution.
NEW QUESTION # 83
Managers need to view their direct reports' data.
What setting in the Maintain Assignable Roles task grants them this access?
- A. Enabled for Supervisory Organization
- B. Is Supporting
- C. Enabled for Location Hierarchy
- D. Is Leader
Answer: D
Explanation:
In Workday HCM, access to direct reports' data is primarily driven by managerial relationships within the supervisory organization hierarchy. The Maintain Assignable Roles task is used to define how role-based security groups can be assigned and how access is derived from organizational relationships.
The setting that grants managers access to their direct reports' data is Is Leader. When a role-based security group is configured with the Is Leader designation, Workday evaluates the worker's role as a manager (leader) of a supervisory organization. This enables leader-based security access, allowing managers to view and act on data for workers who report directly to them (and, depending on configuration, potentially their subordinates).
This setting is foundational for manager self-service and manager insights, such as viewing team profiles, compensation, performance data, and other worker-related information tied to reporting relationships. Without the Is Leader setting, Workday would not recognize the user as having leader-based authority over the workers in the supervisory organization.
The other options do not provide this access. Enabled for Location Hierarchy grants access based on location structure, not reporting relationships. Is Supporting is used for roles like HR Partners or Finance Partners who support an organization but are not managers. Enabled for Supervisory Organization controls where a role can be assigned, not whether it confers manager-level access.
From a Workday Pro HCM best-practice perspective, Is Leader is the critical configuration that ensures managers can view and manage their direct reports' data appropriately. Therefore, the correct and Workday- verified answer is Is Leader.
NEW QUESTION # 84
How do you configure proration in a salary plan according to an employee's scheduled hours?
- A. Create a new eligibility rule for the plan
- B. Check the Exclude from Merit box
- C. Create a Compensation Element
- D. Check the Apply FTE% box
Answer: D
Explanation:
In Workday HCM, proration based on an employee's scheduled hours (such as part-time versus full-time workers) is controlled through the Apply FTE% configuration within a salary plan. FTE (Full-Time Equivalent) represents the ratio of an employee's scheduled hours to the standard full-time schedule, and Workday uses this value to proportionally calculate compensation.
When the Apply FTE% box is checked on a salary plan, Workday automatically prorates the compensation amount based on the employee's FTE. For example, if a salary plan amount is defined as $100,000 annually and the employee is working at 50% FTE, Workday will calculate and pay $50,000. This ensures fair and consistent compensation aligned with scheduled working hours.
Eligibility rules determine who can receive a plan, not how much they receive. The Exclude from Merit option only controls whether a plan is included in merit processes and has no impact on proration.
Compensation elements connect compensation to payroll earnings but do not control proration logic.
Therefore, checking the Apply FTE% box is the correct and Workday-recommended method for configuring proration based on scheduled hours, making option D the correct answer.
NEW QUESTION # 85
You need to give a security group permission to access theChange My Phototask. You do not know what security policy houses the task.
What report could you run to determine the policy to which you need to assign the security group?
- A. View Pending Security Policy Changes
- B. View Security Groups for User
- C. View Security for Securable Item
- D. View Security Group
Answer: C
Explanation:
The correct report isView Security for Securable Item.
In Workday, each task, report, or domain is considered asecurable itemthat is protected by one or more security policies. When an administrator needs to identify which policy governs access to a particular task- such asChange My Photo-they use theView Security for Securable Itemreport.
This report provides detailed insight into:
* The domain or business process associated with the securable item,
* The relatedsecurity policies,
* Whichsecurity groupscurrently have access, and
* Thepermissions(view, modify, initiate, etc.) assigned.
Using this report helps determine the correct security domain to update when granting or revoking access.
Reference:Workday Pro HCM -Security Fundamentals, "Analyzing Access Using 'View Security for Securable Item'" section.
NEW QUESTION # 86
An employee is eligible for the following compensation bases:
* International Compensation (ranking 2)
* Management Compensation (ranking 1)
* Sales Compensation (ranking 3)
What compensation basis will display as the employee's primary compensation basis?
- A. Sales Compensation
- B. Management Compensation
- C. International Compensation
- D. Total Base Pay
Answer: B
Explanation:
In Workday, when an employee qualifies for multiple compensation bases, the system determines the primary compensation basis using the ranking value. The rule is straightforward and consistently tested:
the compensation basis with the lowest numerical ranking takes precedence.
In this scenario, the employee is eligible for three ranked compensation bases:
* Management Compensation (ranking 1)
* International Compensation (ranking 2)
* Sales Compensation (ranking 3)
Because ranking 1 has the highest priority, Management Compensation is selected as the employee's primary compensation basis. This primary basis is used for compensation calculations, validations, guideline enforcement, and display during compensation events.
Delivered bases such as Total Base Pay are irrelevant unless explicitly eligible and ranked. Workday does not average or combine ranked bases-only one primary basis is selected based on ranking precedence.
Therefore, Management Compensation will display as the primary compensation basis, making option C correct.
NEW QUESTION # 87
You must add an approval by the HR executive on the Hire business process. To reduce the number of tasks sent to the HR executive, you want to group the steps to approve the hire details, compensation, and organization assignment details.
After you add a step to group all approvals, what additional task must you complete?
- A. Configure Consolidated Template
- B. Maintain Step Conditions
- C. Maintain Step Delay
- D. Configure Consolidated Approval
Answer: A
Explanation:
In Workday HCM, consolidated approvals are used within business process definitions to reduce approval fatigue by grouping multiple related approval steps into a single task for the approver. This is especially useful for senior leaders, such as HR executives, who otherwise might receive several separate approval tasks for the same transaction-such as hire details, compensation, and organization assignments.
When you add a Consolidated Approval step to a business process, that step alone does not define what information is presented to the approver. To complete the configuration and make the consolidated approval functional, you must also complete the Configure Consolidated Template task. This task defines the approval layout and content, specifying which sections, fields, and business process steps are grouped and displayed together in the single approval task.
Without configuring the consolidated template, Workday does not know how to combine the approval content, and the consolidation will not behave as intended. The template controls the user experience for the approver and ensures all required information is reviewed in one place.
The other options do not meet this requirement. Maintain Step Conditions controls when a step runs but does not define consolidation behavior. Configure Consolidated Approval is not a delivered standalone task; consolidation is driven by the step and its template. Maintain Step Delay controls timing, not task grouping.
From a Workday Pro HCM best-practice perspective, adding a consolidated approval step must always be paired with Configure Consolidated Template to complete the setup. Therefore, the correct and Workday- verified answer is Configure Consolidated Template.
NEW QUESTION # 88
Refer to the following scenario to answer the question below. A position has the following restrictions: Job Profile: Staff HR Representative; Location: New York, San Francisco; Worker Type: Employee. All other optional values are blank. A recruiter wants to make this position temporarily unavailable to fill. What task do they use?
- A. Edit Position Restrictions
- B. Manage Position Freeze
- C. Edit Position
- D. Close Position
Answer: B
Explanation:
In Position Management, a position can be made temporarily unavailable for staffing without permanently closing or deleting the position. The task designed for this purpose is Manage Position Freeze. A position freeze prevents the position from being filled while preserving the position record, restrictions, and future availability for planning purposes. This is useful when hiring is paused for budget, approval, or timing reasons but the organization does not want to remove the position from the structure. Edit Position Restrictions is used to change allowed staffing values such as job profile, location, worker type, time type, or worker subtype; it does not freeze staffing availability. Edit Position changes position details, but it is not the specific task for temporarily blocking hiring. Close Position is a stronger and more permanent action that removes the position from availability because the position is no longer needed. The scenario clearly says temporarily unavailable to fill, which matches a freeze, not a close. Therefore, Manage Position Freeze is correct. Reference topics:
Staffing, Position Management, Position Restrictions, Position Status, and Manage Position Freeze.
NEW QUESTION # 89
Refer to the following scenario to answer the question below.
A position has the following restrictions:
* Job Profile: Staff HR Representative
* Location: New York, San Francisco
* Worker Type: Employee
All other optional values are not restricted.
A manager wants to hire someone with the following details:
* Job Profile: Staff HR Representative
* Location: London
* Time Type: Full Time
Why is the manager unable to complete the hire?
- A. The manager cannot select London because it is not in the list of hiring restrictions for location.
- B. The manager cannot select Full Time because time type is not a hiring restriction.
- C. The manager cannot specify the Hire Reason.
- D. The manager cannot specify more requirements than there are hiring restrictions.
Answer: A
Explanation:
In Workday HCM, hiring restrictions define the allowable values a manager can select when hiring into a position or job management organization. These restrictions are enforced strictly to ensure governance, compliance, and consistency in staffing decisions. When a value is explicitly restricted, only the values defined in the restriction are valid during the hire process.
In this scenario, the position has hiring restrictions configured for Location, allowing only New York and San Francisco. Although other attributes such as time type are not restricted and therefore remain flexible, location is explicitly constrained. When the manager attempts to hire a worker with the location set to London
, Workday prevents the transaction from continuing because London is not included in the allowed location values for the position.
The job profile requirement is met, as both the position and the hire specify Staff HR Representative, and the worker type also aligns with the restriction of Employee. The Time Type: Full Time does not cause an issue because time type is not restricted, meaning any valid time type can be selected.
Option A is incorrect because managers are allowed to specify values beyond the restricted fields, as long as they comply with any existing restrictions. Option B is unrelated to the scenario, as the issue is not related to hire reason configuration. Option D is incorrect because unrestricted fields do not block hiring.
From a Workday Pro HCM perspective, this scenario reinforces the importance of reviewing position hiring restrictions carefully. Any attempt to select a value outside a defined restriction-such as an unauthorized location-will result in the hire being blocked. Therefore, the correct answer is the manager cannot select London because it is not in the list of hiring restrictions for location.
NEW QUESTION # 90
An end user is creating a new cost center. What determines the values that the user can select in the subtype field?
- A. Subtypes that default based on the location of the cost center.
- B. Subtypes that Workday recommends be used for the Cost Center organization type.
- C. Subtypes configured to be used for the Cost Center organization type.
- D. Subtypes that default based on the role of the end user.
Answer: C
Explanation:
Comprehensive and Detailed Explanation (Paraphrased from Workday Pro HCM Core - Organizations Configuration and Setup Guide, 2023R2):
The values available in theSubtype fieldwhen creating a newCost Centerare determined by thesubtypes 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 thesubtypes associated with the "Cost Center" organization type will appear in the selection list.
Options A, C, and D are incorrect because subtypes arenot influenced by location, user role, or system recommendations- they are strictly defined in the configuration setup.
Reference (Paraphrased Source):
Workday Pro HCM Core - Organizations Configuration Guide (2023R2), Section: "Defining Organization Types and Subtypes."
NEW QUESTION # 91
What hiring restriction do you set to meet this need?
- A. Job Description
- B. Job Family Group
- C. Job Profile
- D. Job Category
Answer: B
Explanation:
In Workday HCM, hiring restrictions are used in job management organizations to control what types of jobs can be hired into a supervisory organization. Selecting the correct level of restriction is critical to balancing flexibility with governance. In this scenario, the organization needs to hire multiple distinct roles- cashiers, retail specialists, and customer service representatives-to address seasonal demand. These roles are different job profiles, but they typically belong to the same broader functional area within the organization.
The most appropriate hiring restriction to meet this requirement is the Job Family Group. A job family group allows organizations to group related job families under a common functional umbrella, such as Retail Operations or Customer Support. By setting the hiring restriction at the job family group level, the organization can hire multiple job profiles that fall within that group without needing to define each job profile individually. This provides flexibility, speeds up hiring during peak seasonal periods, and reduces administrative effort.
Restricting hiring by Job Profile would be too limiting because it allows only a single, specific role to be hired, which does not meet the need for multiple types of workers. Job Description is not used as a hiring restriction object in Workday staffing models, and Job Category is primarily used for reporting and classification purposes rather than controlling staffing eligibility.
Therefore, using a Job Family Group hiring restriction aligns with Workday Pro HCM best practices by enabling efficient, scalable hiring across multiple related roles while maintaining appropriate organizational control.
NEW QUESTION # 92
What is a Workday standard report?
- A. A delivered predefined report
- B. A customized report for specific organizational needs
- C. An ad-hoc report for on-the-fly analytics
- D. A report to export data for external analysis
Answer: A
Explanation:
A Workday standard report refers to a delivered, predefined report that is built and maintained by Workday. These reports are available out-of-the-box and are designed to support common and essential business processes and analytics across HCM, Finance, and other Workday modules. Users can run standard reports immediately without needing to create them from scratch, and they often serve as a base for custom reporting when further refinement or filtering is necessary.
Workday provides hundreds of these reports covering a broad range of functionality-examples include
"Employee Roster", "All Positions", "Business Process Transactions", etc. These reports are typically domain- secured, which means access to them is governed by user security and data access permissions.
As per the Workday Pro HCM Reporting Study Guide, standard reports are also known as "delivered reports" and often include pre-configured prompts and formatting that align with Workday best practices.
Workday Pro HCM - Reporting and Analytics Fundamentals, "Standard Reports Overview" section.
NEW QUESTION # 93
Refer to the following scenario to answer the question below. You need to group members of multiple organizations to track and report on revenue and expense-related financial transactions. What task groups multiple organizations for reporting purposes?
- A. Assign Superior
- B. Assign Included Organizations
- C. Create Custom Organization
- D. Inactivate Organization
Answer: B
Explanation:
In Workday organization configuration, multiple organizations can be grouped into a hierarchy or rollup structure for reporting, analysis, and transaction visibility. The task used to group existing organizations together for reporting purposes is Assign Included Organizations. This task allows administrators to specify which organizations are included beneath a higher-level organization or hierarchy node, enabling consolidated reporting across revenue, expense, and other organization-related transactions. Assign Superior changes the parent or superior relationship of an organization, but it does not directly answer the requirement to group multiple organizations for reporting. Inactivate Organization removes an organization from active use and is unrelated to reporting rollups. Create Custom Organization creates a new organization object, but creation alone does not group existing organizations under a reporting structure. The scenario explicitly asks for the task that groups multiple organizations, not the task that creates the organization itself. Therefore, Assign Included Organizations is the correct answer. Reference topics: Organizations, Organization Hierarchies, Included Organizations, Cost Center Hierarchies, and organization reporting structures.
NEW QUESTION # 94
A supervisory organization has two unfilled positions. Management has decided that they now want to use the Job Management staffing model. What is the first action you should take to change the staffing model?
- A. Rescind the Create Position events.
- B. Edit the position restrictions.
- C. Cancel the Create Position events.
- D. Set the hiring restrictions.
Answer: A
Explanation:
In Workday, a supervisory organization using Position Management cannot simply be changed to Job Management while open positions still exist. Position Management is position-driven, meaning positions are created as separate staffing objects and remain available for hiring until filled, closed, or otherwise removed.
If the supervisory organization has two unfilled positions and management wants to move to Job Management, the first action is to remove the position records created by the completed Create Position events. Because those position events have already produced active unfilled positions, the proper corrective action is to rescind the Create Position events rather than cancel them. Cancel applies to an in-progress business process, not to a completed event that already created a position. Editing position restrictions would only change position attributes and would not remove the position-management dependency. Setting hiring restrictions is required for Job Management, but it comes after the position records no longer block the staffing model change. Therefore, rescinding the Create Position events is the correct first step. Reference topics: Staffing, Position Management, Job Management, Create Position, and staffing model conversion rules.
NEW QUESTION # 95
What is the purpose of a subprocess?
- A. It sends instructions and information for a task.
- B. It allows users to approve a transaction.
- C. It starts a Workday-delivered background process.
- D. It triggers steps from another business process.
Answer: D
Explanation:
In Workday, asubprocessis a step type used within a business process definition toinitiate 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 aHireprocess, you might add aRequest 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 throughApproval Steps, not subprocesses.
Option C is incorrect - background processes are system-managed and not user-configured through subprocesses.
Option D refers toTo-Do or Notification Steps, which are informational, not subprocess-driven.
Thus, subprocesses are a way toembed or chain additional processesinto an event flow, promoting flexibility and maintainability.
Reference (Paraphrased Source):
Workday Pro HCM Core - Business Process Configuration Guide (2023R2), Section: "Subprocess Step Type and Configuration Best Practices."
NEW QUESTION # 96
An employee is transferring to a new location using the Change Job business process. Prior to the transfer, they were intentionally assigned an allowance plan with no eligibility criteria, and they must retain this plan after the transfer.
The compensation partner is responsible for ensuring the plan assignment remains unchanged.
What should the compensation partner do?
- A. Add the removed plan using the Request Compensation Change task.
- B. Set up a Plan Adjustment using a default target.
- C. Restore the removed plan using the Propose Compensation Change task.
- D. Assign the plan using the Roll Out Compensation Plans to Employees task.
Answer: C
Explanation:
During a Change Job event, Workday re-evaluates compensation plan eligibility based on the employee's updated attributes, such as location. Even if an allowance plan has no eligibility rules, it can still be removed during the Propose Compensation Change step if not explicitly retained.
The correct way to ensure that an intentionally assigned allowance plan remains on the employee's record is for the compensation partner to restore or re-add the plan during the Propose Compensation Change subprocess of the Change Job transaction. This keeps the correction within the same business process and ensures accurate audit tracking.
Request Compensation Change is a standalone process and should not be used mid-transaction. Plan adjustments and rollouts are bulk tools and are not appropriate for correcting a single employee during an in- flight job change.
Therefore, restoring the plan during Propose Compensation Change is the correct and Workday-supported approach, making option D correct.
NEW QUESTION # 97
You want the company organization to default in when you hire workers. What task should you run from the supervisory organization to accomplish this?
- A. Assign Roles
- B. Edit Name/Code
- C. Edit Supervisory Organization
- D. Create Position
Answer: C
Explanation:
Comprehensive and Detailed Explanation (Paraphrased from Workday Pro HCM Core - Organizations Configuration Guide, 2023R2):
To have theCompany Organizationautomatically default when hiring workers into a supervisory organization, you must update the organization settings through theEdit Supervisory Organizationtask.
This task allows you to definedefault organization assignments, includingCompany,Cost Center,Region, andCustom Organizations. Once these defaults are set, Workday automatically populates these values during staffing events such asHireorAdd 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 Organizationis the correct task to establish the default Company for new hires.
Reference (Paraphrased Source):
Workday Pro HCM Core - Organizations Configuration Guide (2023R2), Section: "Defining Default Organization Assignments."
NEW QUESTION # 98
There are multiple organization-specific Termination business process definitions.
What report shows you which definition applies to each supervisory organization?
- A. Business Object Details
- B. Business Process Definitions for Business Object
- C. View Business Process Template
- D. Business Process Configuration Options
Answer: D
Explanation:
In Workday HCM, it is common to configure organization-specific business process definitions, especially for high-impact processes such as Termination, where approval steps and routing may vary by supervisory organization. When multiple definitions exist for the same business process, administrators need a reliable way to determine which definition applies to which supervisory organization.
The correct report for this purpose is Business Process Configuration Options. This Workday-delivered report provides a consolidated view of all business process definitions for a given business process and clearly shows the organization-specific assignments. It displays which definition is active, the organizations it applies to, and the precedence rules used by Workday when evaluating which definition to apply during a transaction.
Workday evaluates business process definitions in a hierarchical order, typically starting with the most specific organization and moving up the supervisory hierarchy. The Business Process Configuration Options report allows administrators to validate this configuration and ensure the correct definition is being triggered for each supervisory organization.
The other options do not meet this requirement. View Business Process Template shows the delivered template structure but does not reflect tenant-specific configuration or organizational applicability. Business Object Details provides metadata about business objects but does not indicate applied business process definitions. Business Process Definitions for Business Object lists definitions associated with a business object but does not clearly map them to specific supervisory organizations.
From a Workday Pro HCM best-practice standpoint, Business Process Configuration Options is the authoritative report for auditing and troubleshooting organization-specific business process behavior. It ensures transparency, supports compliance, and helps administrators maintain accurate and predictable process execution.
Therefore, the correct and Workday-verified answer is Business Process Configuration Options.
NEW QUESTION # 99
When the Manager security group initiates a termination, they should only be able to update the termination dates and reasons. How do you configure this?
- A. Locate the Termination business process type and adjust the security permissions accordingly.
- B. Locate the Configure Business Process Consolidated Template task for Termination and adjust the security permissions accordingly.
- C. Locate the View Security for Securable Item report for the Termination Date field and adjust the security permissions accordingly.
- D. Locate the domains that secure the Termination section groups and adjust the security permissions accordingly.
Answer: A
Explanation:
When a security group initiates a business process, what the group can do during that initiation is controlled through business process security for the relevant business process type. In this case, the Manager security group should be able to initiate Termination but only update limited termination information, specifically termination dates and reasons. That is a business process security configuration requirement, not a general domain-reporting issue. The appropriate configuration is to locate the Termination business process type and adjust the security permissions accordingly so that the Manager group has only the correct initiating action and section-level access. The consolidated template option is incorrect because the requirement is not about consolidating approval tasks. Domain security can control access to data broadly, but this question concerns what fields or sections can be used during a specific Termination initiation flow. View Security for Securable Item can help analyze a field's security, but it is not the configuration task that grants or restricts the Termination initiation experience. Therefore, the Termination business process type security configuration is correct. Reference topics: Security, Business Process Security, Initiating Action, Termination, and section- level permissions.
NEW QUESTION # 100
Which of these are examples ofuser-based security groups?(Select two correct answers.)
- A. Managers
- B. Compensation Partner
- C. HR Administrator
- D. Security Administrator
Answer: C,D
Explanation:
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.
NEW QUESTION # 101
You need to update a business process so the user can skip a To Do step.
How can you accomplish this?
- A. Add a step condition.
- B. Make the step optional.
- C. Assign the completion step.
- D. Edit the step notification.
Answer: B
Explanation:
In Workday HCM, To Do steps are commonly used within business process definitions to prompt users to complete follow-up actions, such as entering additional information or reviewing details. By default, a To Do step is required, meaning the business process cannot move forward until the user completes it. However, there are scenarios where the action should be optional, allowing the process to continue even if the user does not complete the task.
To allow a user to skip a To Do step, the correct configuration is to make the step optional. When a step is marked as optional, Workday presents the To Do task to the user but does not require completion for the business process to proceed. The user can choose to complete the task or bypass it without blocking the transaction.
The other options do not achieve this outcome. Editing the step notification only changes messaging and does not affect whether the step is required. Assigning the completion step controls when the transaction is finalized but does not alter step requirements. Adding a step condition determines whether the step runs at all based on defined criteria, but it does not give the user the ability to skip the step once it is initiated.
From a Workday Pro HCM configuration standpoint, marking a To Do step as optional is the correct and recommended approach when the action is helpful but not mandatory. This ensures flexibility for users while maintaining the integrity and flow of the business process.
Therefore, the correct and Workday-verified answer is Make the step optional.
NEW QUESTION # 102
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