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[General] Reliable Workday-Pro-Compensation Test Question & Workday-Pro-Compensation C

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【General】 Reliable Workday-Pro-Compensation Test Question & Workday-Pro-Compensation C

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Workday Workday-Pro-Compensation Exam Syllabus Topics:
TopicDetails
Topic 1
  • Operational Reporting: In data systems, operational reporting provides insights into real-time operational activities and current performance details.
Topic 2
  • Business Process Management (BPM): Business process management (BPM) involves using different approaches to identify, design, analyze, evaluate, refine, and automate business processes for better efficiency.
Topic 3
  • Workday Human Capital Management: This area of the Workday Pro Compensation exam evaluates the skills of HRIS Analysts, concentrating on aligning compensation functions with the wider Workday Human Capital Management environment.
Topic 4
  • Configurable Security: This area of the Workday Pro Compensation exam assesses the expertise of Workday Security Administrators, emphasizing how configurable security maintains controlled access to compensation-related data and workflows.
Topic 5
  • Compensation Management: Compensation management refers to the HR discipline focused on ensuring fair and balanced administration of employee rewards and recognition programs.

WorkdayProCompensationExam Sample Questions (Q32-Q37):NEW QUESTION # 32
An employee is eligible for these 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. International Compensation
  • C. Total Base Pay
  • D. Management Compensation
Answer: D
Explanation:
* When multiplecompensation basesapply to an employee, Workday selects theprimary basisbased onranking (lowest number = highest priority).
* Rankings here:
* Management = 1
* International = 2
* Sales = 3
* Therefore,Management Compensationis the primary basis.
Why not the others?
* B. Sales Compensation# Ranked lowest (3).
* C. International Compensation# Ranked 2, lower than Management.
* D. Total Base Pay# Not listed among eligible ranked bases here.
References:
Workday Pro Compensation - Configurable Compensation Bases:Ranking determines primary basis (lowest rank wins).

NEW QUESTION # 33
What is the advantage of using default compensation for requisition compensation?
  • A. Default compensation enables the establishment of compensation guidelines, plans, and plan amounts on a position.
  • B. Every applicant hired using the same job requisition receives consistent compensation values.
  • C. You can view the eligible plans when proposing compensation using the By Compensation Package and Rule or By Compensation Rule options.
  • D. Every employee who hires into that position receives the same compensation values.
Answer: B
Explanation:
* Default compensation for requisition compensationensures thatall hires from a requisition default to the same plan amounts/rates, supporting consistency in offers.
* This prevents discrepancies between candidates applying for the same role and requisition.
Why not the others?
* A. Guidelines on a position# Position compensation is separate from requisition compensation.
* C. Every employee in position receives same compensation# Controlled by position defaults, not requisition.
* D. Eligible plans view# That's determined bycompensation package setup, not requisition defaults.
References:
Workday Pro Compensation - Requisition Compensation Defaults:Ensures consistency of compensation values for all hires through the requisition.
Workday Community - Recruiting Compensation Configuration.

NEW QUESTION # 34
You need to identify employees assigned to bonus plans for which they are not eligible.
What report will you use?
  • A. Compensation Spreadsheet
  • B. View Rollout Compensation Plan Rollout Process
  • C. Employee Compensation Audit
  • D. Employees Assigned Multiple Bonus Plans
Answer: C
Explanation:
* TheEmployee Compensation Audit reportidentifies mismatches, such as employees:
* Assigned to comp plans for which they are not eligible.
* Missing comp plans they should have.
* It is the standard audit tool for verifying eligibility alignment with assigned compensation.
Why not the others?
* B. Rollout Process report# Tracks rollout actions, not eligibility mismatches.
* C. Employees Assigned Multiple Bonus Plans# Only checks duplicate plan assignments.
* D. Compensation Spreadsheet# Used for review/updates, not eligibility audits.
References:
Workday Pro Compensation - Audit Reports:Employee Compensation Audit identifies eligibility issues.
#Final Verified answer: A. Employee Compensation Audit.

NEW QUESTION # 35
Refer to the following scenario to answer the question below.
A company pays its employees a monthly allowance. Plan targets are dependent on plan profile eligibility rules. There are 100 different types of plan profiles, each with a specific target amount for the eligible population. Sample plan profile eligibility criteria include:
* Job Family = Human Resources $50 USD
* Job Family = Sales $70 USD
* Job Family and Country = Human Resources / Australia $78 AUD
* Job Family and Country = Sales / Australia $110 AUD
The HR administrator has made some changes to the Sales job family. The job family now contains the job profile Sales Analyst. When accessing the Employee Compensation Audit report, what column will highlight the allowance plan for the Sales Analyst?
  • A. Assigned Ineligible Compensation Components
  • B. Assigned Eligible Compensation Components
  • C. This plan won't appear on the report
  • D. Unassigned Eligible Compensation Components
Answer: D
Explanation:
* TheEmployee Compensation Audit Reporthighlights mismatches betweeneligibility rulesand actual assignments.
* SinceSales Analystis part of Sales job family but eligibility rules may not yet reflect thisnew job profile, the allowance plan appears underUnassigned Eligible Compensation Components# meaning the employee is eligible but has not yet been assigned the component.
Why not the others?
* A. Won't appear# It will appear, because Sales job family has a profile.
* B. Assigned Eligible Compensation Components# Only if already assigned.
* D. Assigned Ineligible Compensation Components# Not correct, because Sales Analyst job profile makes them eligible.
References:
Workday Pro Compensation - Audit Reporting:Explains difference betweenAssigned Eligible,Unassigned Eligible, andAssigned Ineligible.
Workday Community - Compensation Audit Report Usage.

NEW QUESTION # 36
A compensation partner runs the Employee Compensation Step Progression Audit report and notices seven employees listed on the report.
What should you do?
  • A. Use the Set Up Grade Job Profile Adjustment task to update the grade assigned to the employees on the report.
  • B. Use the Maintain Compensation Steps task and add a progression rule to the steps.
  • C. Use the Schedule Automatic Step Progression task to move eligible employees to the next step.
  • D. Use the Change Job business process to move the employees on the report to a new compensation grade and step.
Answer: C
Explanation:
* progressionbut haven't yet been moved to the next step.
* The corrective action is to runSchedule Automatic Step Progression, which processes all eligible employees and updates their step automatically.
Why not the others?
* B. Maintain Compensation Steps + progression rule# Only needed if rules are missing. If employees appear, rules already exist.
* C. Change Job# Not required; step progression is automated.
* D. Set Up Grade Job Profile Adjustment# Used for grade changes, not step progression.
References:
Workday Pro Compensation - Step Progression Process:Audit report + Schedule Automatic Step Progression ensures progression is applied.

NEW QUESTION # 37
......
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