高通過率的Workday-Pro-Compensation熱門考題 |第一次嘗試輕鬆學習並通過考試，優秀的Workday WorkdayProCompensationExam世界500強企業中，有超過2/3的企業選擇了 Workday 電子商務軟體產品作為其核心的運用。因此，獲得 Workday 的認證，即使在強手林立的競爭環境中，你同樣能夠脫穎而出。考生想要通過 Workday-Pro-Compensation 考試，最快速的方式是使用 Workday 的 Workday-Pro-Compensation 考題，很多考生都是通過這種方式成功通過考試，可以快速掌握考試的相關資訊。 最新的 Human Capital Management Workday-Pro-Compensation 免費考試真題 (Q21-Q26):問題 #21
Refer to the following scenario to answer the question below.
A company has several configurable compensation bases established in their system:
* Total Cost (India): Qualifies Indian employees and includes all salary plans, period salary plans, allowance plans, bonus plans, and retirement savings plans; only 50% of their total compensation can be used toward their salary plan.
* Total Compensation Non-Sales: Qualifies all full-time employees not in sales and includes all salary plans, allowance plans, bonus plans, and calculated plans.
* Total Compensation Sales: Qualifies all full-time sales employees and includes all salary plans, allowance plans, and commission plans.
* Total Pay (Mexico): Qualifies Mexican employees and includes all salary plans, period salary plans, and allowance plans.
* Salary and Seniority: Qualifies all employees and includes all salary plans and the specific seniority calculated plan.
The configurable compensation bases have the following ranking:
* 10 Total Cost (India)
* 20 Total Compensation Non Sales
* 30 Total Compensation Sales
* 40 Total Pay (Mexico)
* Salary and Seniority is unranked
You must ensure Indian employees keep their salary plans at 50% of their total amount. What should you configure on the Total Cost (India) Compensation Basis?
A. Create and assign a fixed compensation basis.
B. Move the compensation basis ranking to 50.
C. Only include compensation plans. Remove retirement plans.
D. Select the Manage Basis Total checkbox and enter a salary plans maximum of 50.
答案：D
解題說明：
* ForTotal Cost (India), the requirement is that only50% of total compshould be allocated towardsalary plans.
* This is achieved by using theManage Basis Total option, where you can set maximum percentages for specific plan types (e.g., Salary = 50%).
* This ensures salary stays capped at half of total, regardless of other components.
Why not the others?
* A. Fixed compensation basis# Doesn't handle percentage capping.
* B. Remove retirement plans# Irrelevant; retirement can stay, the key is controlling salary %.
* D. Change ranking to 50# Ranking only determines basis priority, not limits.
References:
Workday Pro Compensation - Configurable Compensation Basis:Manage Basis Total allows control over contribution % for plan categories.
Workday Community - India Compensation Setup Example.
#Final Verified answer: C. Manage Basis Total with 50% salary maximum.
問題 #22
Refer to the following scenario to answer the question below.
An employee who works in Mexico City has a grade profile assigned to them with the following setup:
* Grade: 7
* Base Pay Elements: Base Pay, 13th Month
* Eligibility Rules: Location - Mexico City
* Currency: MXN
* Frequency: Annual
Total Base Pay
* Minimum: 700,000 MXN (40,961 USD)
* Maximum: 1,800,000 MXN (105,328 USD)
* Midpoint: 1,250,000 MXN (73,145 USD)
You need to include a family allowance in Mexico employees' total base pay. How will you achieve this?
A. Update the Base Pay Elements field on the Mexico grade profiles to include the family allowance compensation element.
B. Create a compensation element group with the family allowance. The compensation element group is not assigned to the grade, but is used for reporting purposes.
C. Use the Put Eligible Earnings Override EIB to include the family allowance amount.
D. Create a custom compensation basis for Mexico employees and include all salary plans, period salary plans, and the family allowance plan.
答案：A
解題說明：
* Base Pay Elementson a grade profile determine which compensation plans/elements are included inTotal Base Pay.
* In this scenario, Mexico employees already haveBase Pay + 13th Monthincluded. To ensureFamily Allowanceis also counted as part of total base pay, you mustadd the family allowance elementdirectly in theBase Pay Elements fieldof the Mexico grade profile.
* This way, when Workday calculates total base pay, it aggregates all specified components.
Why not the others?
* B. Create custom compensation basis# Useful for reporting/eligibility but not tied to grade profile definitions of total base pay.
* C. Put Eligible Earnings Override EIB# This is a data load tool, not a configuration solution.
* D. Compensation element group# Groups are for reporting or eligibility, but they don't define which plans contribute to total base pay.
References:
Workday Pro Compensation - Compensation Grades Guide:Base Pay Elements define what counts toward total base pay.
Workday Community - Grade Profile Configuration:Adding allowance elements ensures they roll into base pay calculations.
#Final Verified answer: A. Update the Base Pay Elements field on the Mexico grade profiles to include
問題 #23
You enter a date in the Actual End Date field of a compensation plan.
When will Workday remove the plan from the employee's record?
A. On the last day of the pay period plus one day.
B. On the last day of the month plus one day.
C. On the actual end date.
D. On the actual end date plus one day.
答案：D
解題說明：
* In Workday, when you set anActual End Dateon a compensation plan, the plan remains activethrough that date.
* Workday automaticallyremoves the plan the day afterthe entered actual end date.
* Example: If Actual End Date = March 31, the plan is removed effectiveApril 1.
Why not the others?
* B. Last day of the month +1# Too restrictive; not always tied to month-end.
* C. On the actual end date# Wrong; the plan is validthroughthe end date.
* D. Last day of the pay period +1# Not relevant; tied to end date, not pay periods.
References:
Workday Pro Compensation - Plan End Dating Rules:Actual End Date +1 day removes the plan.
問題 #24
An employee is transferring from one supervisory organization to another and they are subject to compensation change.
What compensation business process will the Change Job transaction trigger?
A. Propose Compensation Offer
B. Propose Compensation Hire
C. Propose Compensation Change
D. Request Compensation Change
答案：C
解題說明：
* When an employee undergoes aChange Job(e.g., transferring between supervisory orgs), Workday triggers thePropose Compensation Changebusiness process if compensation is impacted.
* This allows HR/Comp to adjust salary, allowances, or other plans based on the new job/org details.
Why not the others?
* A. Propose Compensation Offer# Used duringhire/recruiting offers, not job changes.
* B. Request Compensation Change# Typically a standalone process, not triggered automatically by Change Job.
* C. Propose Compensation Hire# Used athire events, not transfers.
References:
Workday Pro Compensation - Business Process Integration:Change Job triggersPropose Compensation Changewhen comp changes are required.
Workday Community - Change Job & Compensation Flow.
問題 #25
A manager is proposing compensation for an employee and is only able to assign the car allowance. When the compensation partner approves the compensation change, they are able to assign any allowance plan configured in the tenant, even if the employee is not eligible for those plans.
What security domain allows the compensation partner to assign allowance plans that the employee is not eligible for?
A. Add Compensation Plans: Add Allowance
B. Worker Data: Compensation Plan Type
C. Worker Data: Compensation for Managers
D. Select Any Compensation Package
答案：A
解題說明：
* The scenario describes acompensation partnerbeing able to assignany allowance plan, even when the employee isnot eligible.
* This is controlled by thesecurity domain "Add Compensation Plans: Add Allowance", which allows users with access to bypass eligibility and directly assign allowance plans.
Why not the others?
* A. Worker Data: Compensation Plan Type# Governs visibility to compensation data, not bypassing eligibility.
* B. Select Any Compensation Package# Pertains to choosing packages, not adding allowance plans outside eligibility.
* C. Worker Data: Compensation for Managers# Grants managers ability to propose comp, but does not override eligibility.
References:
Workday Pro Compensation - Security Domains for Compensation Plans:"Add Compensation Plans: Add Allowance" allows assignment of ineligible allowance plans.