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[General] Workday-Pro-Compensation Latest Version, Workday-Pro-Compensation Reliable Test

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【General】 Workday-Pro-Compensation Latest Version, Workday-Pro-Compensation Reliable Test

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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
  • 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 3
  • 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 4
  • 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 5
  • Compensation Management: Compensation management refers to the HR discipline focused on ensuring fair and balanced administration of employee rewards and recognition programs.

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WorkdayProCompensationExam Sample Questions (Q20-Q25):NEW QUESTION # 20
Airplane pilots receive a base salary as compensation. They also receive compensation based on the number of kilometers flown. The more they fly, the more they get paid. You need to create a plan to show estimated wages based on kilometers flown to include in an offer letter. What type of plan should you create?
  • A. Period salary plan
  • B. Unit salary plan
  • C. One-time payment plan
  • D. Unit-based allowance plan
Answer: B
Explanation:
* AUnit Salary Planpays based onunits worked(e.g., miles, credits, or kilometers).
* In this case, pilots earn extra based onkilometers flown, makingunit salary planthe correct choice.
* It also supportsestimation of wagesfor offer letters since you can project based on expected units.
Why not the others?
* A. Unit-based allowance plan# Allowances are flat recurring payments, not tied to actual units worked.
* B. One-time payment# Used for bonuses or ad hoc payments, not recurring per-unit pay.
* D. Period salary plan# Handles additional pay periods, not per-unit payments.
References:
Workday Compensation Plans Training:Unit salary plans are designed for recurring, unit-driven pay like teaching credits or mileage.
Workday Community - Unit Salary Plans.

NEW QUESTION # 21
On March 5, you need to award a group of employees an equity adjustment base pay increase effective March
1. It will be processed when payroll runs on March 31. You asked managers to communicate the change by March 20.
How can you ensure this increase will not be available to employees in Workday until March 21?
  • A. Change the Effective Date of the base pay changes to March 5.
  • B. Enter an Employee Visibility Date of March 21.
  • C. Enter an Actual End Date of March 1.
  • D. Enter an Expected End Date of March 31.
Answer: B
Explanation:
* Effective Date (March 1)= When the pay increase is valid for payroll.
* Employee Visibility Date (March 21)= When employees can actually see the change in Workday.
* This allows managers to communicate the increase by March 20, and employees only see it from March
21 onward, while payroll processes it correctly on March 31.
Why not the others?
* A. Expected End Date March 31# Used to close plans, not to control visibility.
* B. Actual End Date March 1# Would end the plan immediately.
* D. Effective Date March 5# Wrong; payroll needs it effective March 1.
References:
Workday Pro Compensation - Effective Dating & Visibility Dates:Visibility date allows decoupling of when changes are effective vs. when employees see them.

NEW QUESTION # 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. 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.
  • B. Create a custom compensation basis for Mexico employees and include all salary plans, period salary plans, and the family allowance plan.
  • C. Update the Base Pay Elements field on the Mexico grade profiles to include the family allowance compensation element.
  • D. Use the Put Eligible Earnings Override EIB to include the family allowance amount.
Answer: C
Explanation:
* 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

NEW QUESTION # 23
What report allows you to view the compensation components that the worker is assigned and eligible for, unassigned and eligible for, and assigned and ineligible for?
  • A. Employee Compensation Audit
  • B. Compensation Rule Assignment
  • C. Compensation Summary
  • D. Employee Compensation Details by Job Profile
Answer: A
Explanation:
* TheEmployee Compensation Audit reportshows, for each worker:
* Assigned & eligiblecompensation components.
* Unassigned but eligiblecomponents.
* Assigned but ineligiblecomponents.
* This makes it the primary tool for validating comp assignments against eligibility rules.
Why not the others?
* A. Employee Compensation Details by Job Profile# Focuses on job profiles, not assignment eligibility.
* C. Compensation Summary# Summary-level report, not eligibility vs. assignment detail.
* D. Compensation Rule Assignment# Shows rules applied to plans, not worker assignment detail.
References:
Workday Pro Compensation - Employee Compensation Audit Guide.

NEW QUESTION # 24
A recruiter is proposing compensation for a candidate during the offer stage. The recruiter would like to change the value of the home internet allowance from $50 AUD to $100 AUD, but they are unable to.
Why is the recruiter unable to change the amount?
  • A. The allowance plan has the No Override checkbox selected.
  • B. The allowance plan is not included in the compensation package.
  • C. The candidate is eligible for more than one compensation package.
  • D. The candidate is not eligible for a plan profile.
Answer: A
Explanation:
* If the recruiter cannot change the allowance amount (e.g., from$50 AUD # $100 AUD), the most likely reason is that the allowance plan is configured withNo Overrideselected.
* No Overrideprevents users from modifying the default plan amounts during transactions.
Why not the others?
* A. Plan not in package# If missing, it wouldn't appear at all, not appear but be locked.
* B. Eligible for more than one package# Doesn't prevent changing amounts.
* C. Not eligible for profile# Would prevent plan assignment, not lock override fields.
References:
Workday Pro Compensation - Allowance Plan Configuration:No Override restricts modifications to plan amounts.

NEW QUESTION # 25
......
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Posted at 2 hour before        Only Author  2#
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