Workday-Pro-HCM-Reporting Exam Dumps - Workday Pro HCM Reporting Certification Exam

In Workday trending reports, theRecord Datefor a transaction is not always the same as the event’s Effective Date. Instead, trending data is captured based on theperiodicity of the trended workers configuration, most commonly set to theend of each month. For Hire events, the Effective Date is when the change takes effect in the system, but the trended data is stored using the month-end Record Date.

From the Workday binder:“Trended Workers captures snapshots of worker data at periodic intervals (e.g., monthly, quarterly). A transaction such as a hire or termination is recorded in trending as of the last day of the period in which the effective date occurs.”

In this scenario, the Hire Effective Date of 09/02/2023 falls in September. The Record Date is therefore the last day of September,09/30/2023, not the effective date itself.

Thus, the correct answer isC. 9/30/2023.

Sorting in composite reports is determined at thecolumn level, not at the combine row or general report settings. If the output currently sorts by the last column, that is because the sort option was applied there. To change the sorting behavior to the second-to-last column and in descending order, you mustedit that specific column’s configuration.

From the Workday binder:“Composite reports allow sorting based on columns. To change sorting behavior, adjust the column configuration, specifying ascending or descending order.”

The other options are incorrect: “combine data row” merges subreport outputs, not sorting; “dynamic data row” generates flexible rows but doesn’t control sorting; and “report settings” manage prompts and scheduling, not output order.

Therefore, the correct action isB. Edit the second to last column.

When reports useIndexed Data Sources, performance issues can arise if sorting is attempted on fields that are not indexed. In the case of the Worker object, sorting directly by the Worker object field is slower. Workday best practice is to sort bytext-based fields such as the “Full Name (text)” field, which improves query performance because it leverages indexed fields.

From the Workday reporting materials:

*“For indexed data sources, performance improves when sorting by text fields such as Full Name (text), instead of object fields. Sorting by object fields causes slower performance, whereas text-based fields use the

Workday uses theScheduled Future Processesreport to display all processes that are scheduled to run in the future, includingscheduled custom reports, standard reports, and other background jobs. This report provides visibility intorecurrence patterns,next run dates,owners, andprocess types, making it the primary place to confirm scheduled report execution.

From the Workday HCM Reporting documentation:

“The Scheduled Future Processes report allows users to view all scheduled processes, including reports, along with their run frequency and next execution date.”

“Use Scheduled Future Processes to validate that a report is still scheduled and confirm future run instances.”

The other options are incorrect because:

“Scheduled Future Reports” is not a delivered Workday task.

“Scheduled Distributions Report” is not used to view report schedules.

“View All Occurrences for a Schedule” is accessed only after selecting a specific schedule and does not provide a consolidated list.

Therefore, the correct answer isD. Scheduled Future Processes.

Matrix reports in Workday allow for grouping, summarization, and drill-through capabilities. To let managersdynamically refine report results at runtime, you configureFacet Filters. Facet Filters enable users to filter the report output interactively, without modifying the underlying definition.

From the Workday Reporting documentation:

“Matrix reports allow grouping and summarization of data. You can also configurefacet filtersso users can dynamically refine report results by selecting values such as Hiring Source or Location.”

Thus, the correct way to let the recruiting manager refine the output isD. Configure Facet Filters.

Workday delivers manystandard (delivered) reportsthat are available to all customers. These reports are a great starting point but are not editable directly. If the delivered report does not meet your requirements, you shouldcopy it and then modify the copyto create acustom report. This ensures that you retain the delivered report as-is, while still tailoring the report output to your business needs.

From the Workday Module 1 and 2 Reporting sections:

“Workday delivers standard reports that are available for all customers. If necessary, you cancopy many of the Workday-delivered reports to create a custom report and modify it as needed.”

“There still may not be a report that meets my specific needs though. In that case, I can either create a report from scratch orcopy a delivered report and make changes.”

“Standard reports are already available in all customer tenants and span across the functional areas in Workday. Workday creates standard reports using either the report writer tool or XpressO. However, you cancopy and modify reports created with report writer as needed.”

Therefore, the correct recommendation isto copy and modify the delivered Headcount By Job Profile report (Option D)instead of editing the original.

Reports in Workday respectdata source security constraints. Different users may see different results in the same report if their access is limited. For example, an HR analyst may have constrained access only to certain organizations or workers, while the Chief People Officer may also have constraints.

From Workday Reporting and Security documentation:

“Report results differ between users if security constraints apply. Constrained security groups grant access only to specific target data (e.g., workers in certain supervisory orgs), while unconstrained groups can view all data.”

Thus, the likely cause is thatboth the Chief People Officer and the HR analyst have constrained access to the data source. Correct answer:C.

Enabling a report as a worklet and assigning it to a dashboard does not automatically make it visible. The Recruiting dashboard (or any dashboard in Workday) must beconfigured to include the workletexplicitly. This is a common oversight—report designers assume that enabling a report as a worklet is sufficient, but the dashboard itself must be updated in configuration to display that worklet tile.

From the Workday reporting materials:“Dashboards provide an interface to view multiple worklets. Even if a report is enabled as a worklet, the dashboard configuration determines which worklets are visible to end users.”

Other options are less relevant: exceeding 100 rows only impacts loading performance, not visibility; security issues would typically block data, not hide the worklet entirely; and required setup applies to whether the worklet is optional or required, but it must still be added to the dashboard.

Thus, the correct reason isB. You need to configure the Recruiting dashboard to include the worklet.