Open the auxiliary access

Firefly Open Source Community

   Login   |   Register   |
New_Topic
Firefly Open Source Community › Embedded Board › AIO-3399ProC› Workday Workday-Pro-Compensation Flexible Testing En ...
New Topic
Print Previous Topic Next Topic

[General] Workday Workday-Pro-Compensation Flexible Testing Engine & Workday-Pro-Compe

willtat544

144

Credits

0

Prestige

0

Contribution

registered members

Rank: 2

Credits
144

【General】 Workday Workday-Pro-Compensation Flexible Testing Engine & Workday-Pro-Compe

Posted at yesterday 23:48      View：16 | Replies：0        Print      Only Author   [Copy Link] 1#
BTW, DOWNLOAD part of TestsDumps Workday-Pro-Compensation dumps from Cloud Storage: https://drive.google.com/open?id=1_Hgx3HtRZ5xq90RwdybtC3J7v-QtXtFn
TestsDumps is growing faster and many people find that obtaining a certificate has outstanding advantage over other peer, especially for promotion or applying for a large company. TestsDumps helps fresh people enter into this area and help experienced workers have good opportunities for further development. Thus our passing rate of best Workday-Pro-Compensation Study Guide materials is nearly highest in this area. That's why we grows rapidly recent years and soon become the pioneer in Workday-Pro-Compensation qualification certificate learning guide providers. Our Workday-Pro-Compensation study guide will be your best choice to help you clear exam certainly.
Workday Workday-Pro-Compensation Exam Syllabus Topics:
TopicDetails
Topic 1
  • 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 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
  • 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
  • Operational Reporting: In data systems, operational reporting provides insights into real-time operational activities and current performance details.
Topic 5
  • Compensation Management: Compensation management refers to the HR discipline focused on ensuring fair and balanced administration of employee rewards and recognition programs.

Workday-Pro-Compensation Latest Exam Pattern, Unlimited Workday-Pro-Compensation Exam PracticeWith great outcomes of the passing rate upon to 98-100 percent, our Workday-Pro-Compensation practice materials are totally the perfect ones. We never boost our achievements, and all we have been doing is trying to become more effective and perfect as your first choice, and determine to help you pass the Workday-Pro-Compensation practice exam as efficient as possible. Our Workday-Pro-Compensation practice materials are your optimum choices which contain essential know-hows for your information. So even trifling mistakes can be solved by using our Workday-Pro-Compensation practice materials, as well as all careless mistakes you may make. If you opting for these Workday-Pro-Compensation practice materials, it will be a shear investment. You will get striking by these viable ways.
WorkdayProCompensationExam Sample Questions (Q23-Q28):NEW QUESTION # 23
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
One of the compensation administrators has made changes to the eligibility rule for the Sales and Australian plan profile, removing Sales employees. What impact will changing this eligibility rule have?
  • A. All Australian employees will automatically be enrolled in the plan.
  • B. Sales employees will automatically be removed from the plan.
  • C. A system error will persist.
  • D. Any Australian employee will have an allowance automatically added during a job change and Sales employees will have their allowance automatically removed during a job change.
Answer: D
Explanation:
* If theeligibility rule for Sales / Australia profileis changed to remove "Sales," thenall Australian employees(regardless of job family) become eligible.
* As a result:
* Any Australian employee moving roles will be assigned the allowance.
* Sales employees will no longer qualify, so their allowances are automatically removed during compensation/job changes.
Why not the others?
* A. Sales removed immediately# Removal only happens at a transaction/job change evaluation.
* C. All Australians automatically enrolled# Not automatic, triggered during job/comp events.
* D. System error# Not how Workday handles eligibility changes.
References:
Workday Pro Compensation - Allowance Plan Eligibility Rules:Eligibility changes are enforced during transactions (hire, job change, comp change).
Workday Community - Compensation Profiles and Eligibility Handling.

NEW QUESTION # 24
You want to display only relevant compensation plan sections during the Propose Compensation Change step of the Change Job business process, either for an internal job change or an internal hire.
What setting will enable Workday to determine the relevant plan sections to display based on worker eligibility and the security permissions for the user performing the compensation change?
  • A. Enable Eligibility Rule Performance Enhancement for Compensation Plan Profiles
  • B. Hide Total Salary & Allowances
  • C. Enable Dynamic Display for Compensation Plan Sections
  • D. Enable Compensation Setup Segment Security
Answer: C
Explanation:
* TheDynamic Displayoption controls whether Workday shows onlyrelevant compensation plan sectionsduring transactions likePropose Compensation Change.
* It evaluates:
* Worker eligibility rules(which plans apply).
* User security permissions(what the initiator can see).
* This ensures users only see compensation sections relevant to their context, reducing clutter and errors.
Why not the others?
* A. Segment security# Controls data security, not dynamic display.
* C. Hide Total Salary & Allowances# Hides totals, doesn't manage section visibility.
* D. Eligibility Rule Performance Enhancement# Improves performance, not visibility.
References:
Workday Pro Compensation - Dynamic Display Settings:Ensures streamlined Propose Compensation Change process.

NEW QUESTION # 25
A customer has several one-time payment plans within a tenant. They want to ensure that during a payment event a single one-time payment is submitted.
How should this be configured?
  • A. Enable Multiple One-Time Payments within the Edit Tenant Setup - HCM > Compensation
  • B. Do not enable Multiple One-Time Payments within the Edit Tenant Setup - HCM > Compensation
  • C. Use a rule-based business process definition
  • D. Segment security to the Domain: One Time Payment
Answer: B
Explanation:
* If you want to restrict employees so they can only submita single one-time payment per payment event, you must ensure thatMultiple One-Time Payments is not enabledin tenant setup.
* When disabled, Workday enforcesone plan per effective date/reason.
Why not the others?
* A. Segment security# Controls data access, not number of payments allowed.
* B. Rule-based BP# Governs approvals/workflow, not structural system behavior.
* C. Enable Multiple One-Time Payments# Would allow multiple entries (opposite of requirement).
References:
Workday Pro Compensation - Tenant Setup for One-Time Payments.

NEW QUESTION # 26
While creating an offer, you realize that default compensation configured on the job requisition is defaulting on the offer. The location is changing, which may impact the candidate's eligibility to certain compensation elements.
How can you ensure that Workday runs eligibility rules during the Offer business process even when default compensation exists on the job requisition?
  • A. Select the Enable Eligibility Rule Performance Enhancement for Compensation Plan Profiles setting in Edit Tenant Setup - HCM.
  • B. Edit the Offer business process security policy.
  • C. Select the Enable Defaulting Based on Changes to Guidelines setting in Edit Tenant Setup - HCM.
  • D. Select the Run Eligibility Rules when there is Requisition Compensation setting in Edit Tenant Setup - HCM.
Answer: D
Explanation:
* By default, if compensation defaults from the requisition, Workday mayskip eligibility re-checks.
* To ensure eligibility rules arealways executedduring the Offer process (especially if location, job family, or country changes), enable:
* Run Eligibility Rules when there is Requisition CompensationinEdit Tenant Setup - HCM.
Why not the others?
* B. Enable Defaulting Based on Guidelines# Controls guideline defaults, not eligibility evaluation.
* C. Edit Offer business process security# Security won't trigger eligibility rules.
* D. Enable Eligibility Rule Performance Enhancement# Improves performance but doesn't force rule execution.
References:
Workday Pro Compensation - Tenant Setup Options:Run Eligibility Rules ensures recalculation during Offer with requisition defaults.
Workday Community - Compensation Rule Defaulting in Offers.

NEW QUESTION # 27
What does the Gross Up checkbox on the one-time payment plan indicate?
  • A. You want Workday to automatically adjust the one-time payment so the employee receives the full amount after taxes.
  • B. You want Workday to show the taxes to the user when requesting a one-time payment.
  • C. You want Workday to apply taxes on the one-time payment.
  • D. You want Workday to require a compensation partner to manually update the gross up amount when requesting a one-time payment.
Answer: A
Explanation:
* Gross Up= Adjusting a payment so that after tax deductions, the employee takes home the intended net amount.
* Example: If you want an employee tonet $1,000, and taxes are 20%, Workday will calculate and issue
~$1,250 gross so the employee keeps $1,000 after taxes.
Why not the others?
* A. Show taxes to user# Not what Gross Up does.
* B. Manual update required# Gross up is automated, not manual.
* C. Apply taxes normally# Workday already applies taxes; gross up goes further by adjusting amounts.
References:
Workday Pro Compensation - One-Time Payment Plan Setup:Gross Up ensures net payment equals requested amount.
Workday Community - Gross Up Functionality.

NEW QUESTION # 28
......
It is browser-based; therefore no need to install it, and you can start practicing for the Workday Workday-Pro-Compensation exam by creating the WorkdayProCompensationExam (Workday-Pro-Compensation) practice test. You don't need to install any separate software or plugin to use it on your system to practice for your actual WorkdayProCompensationExam (Workday-Pro-Compensation) exam. TestsDumps Workday-Pro-Compensation web-based practice software is supported by all well-known browsers like Chrome, Firefox, Opera, Internet Explorer, etc.
Workday-Pro-Compensation Latest Exam Pattern: https://www.testsdumps.com/Workday-Pro-Compensation_real-exam-dumps.html
What's more, part of that TestsDumps Workday-Pro-Compensation dumps now are free: https://drive.google.com/open?id=1_Hgx3HtRZ5xq90RwdybtC3J7v-QtXtFn
https://kr.fast2test.com
Reply

Use props Report

Return to List
High mode
B Color Image Link Quote Code Smilies
You need to log in before you can reply Login | Register

This forum Credits Rules

  •  

Service Hotline : (+86)18688117175
Contact us
E-mail : global@t-firefly.com
Copyright © 2014-2022, FIREFLY TECHNOLOGY CO.,LTD. All Rightts Reserved. 粤ICP备14022046号-2
Quick Reply Back to top Back to list