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[General] Exam Workday-Pro-Compensation Flashcards | Workday-Pro-Compensation Training Sol

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【General】 Exam Workday-Pro-Compensation Flashcards | Workday-Pro-Compensation Training Sol

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Workday Workday-Pro-Compensation Exam Syllabus Topics:
TopicDetails
Topic 1
  • 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 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
  • 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.

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WorkdayProCompensationExam Sample Questions (Q27-Q32):NEW QUESTION # 27
What does the Gross Up checkbox on the one-time payment plan indicate?
  • A. You want Workday to apply taxes on the one-time payment.
  • B. You want Workday to require a compensation partner to manually update the gross up amount when requesting a one-time payment.
  • C. You want Workday to automatically adjust the one-time payment so the employee receives the full amount after taxes.
  • D. You want Workday to show the taxes to the user when requesting a one-time payment.
Answer: C
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
You are creating a compensation eligibility rule. The entry you are making in the Source External Field or Condition Rule column is displaying all valid fields and eligibility rules.
How can you exclude other condition rules?
  • A. Enter your search in all capital letters.
  • B. Place an asterisk before your entry.
  • C. Enclose your entry in brackets.
  • D. Enter the prefix "field:" first before your entry.
Answer: D
Explanation:
* In eligibility rule setup, theSource External Field or Condition Rulecolumn shows both fields and condition rules.
* To restrict your entry tofields only, Workday requires theprefixfield:.
* Example: enteringfield:Worker Typeensures only fields appear, excluding other condition rules.
Why not the others?
* B. Brackets# Not a recognized syntax.
* C. All caps# Doesn't change filtering behavior.
* D. Asterisk# Used for wildcard searches, not filtering.
References:
Workday Pro Compensation - Eligibility Rule Building Guide:Syntax uses prefixes such asfield:to filter available options.
Workday Community - Condition Rule Entry Best Practices.

NEW QUESTION # 29
You created a new one-time payment plan and enabled employees to request payments for themselves. While testing, you notice that an existing custom validation for the Request One-Time Payment process also applies to the Request One-Time Payment for Self process.
How can you ensure these validations do not run for employees requesting one-time payments for themselves?
  • A. Use Maintain Custom Validations and add new validations that should apply only for employees requesting one-time payments for themselves.
  • B. Use Maintain Custom Validations and use One Time Payment Event for Self field to exclude these types of events.
  • C. Use Configure Options Fields for Request One Time Payment for Self to exclude the fields that are triggering the validations.
  • D. Remove Employee as Self from the Worker Data: Request One-Time Payment security domain.
Answer: B
Explanation:
* Maintain Custom Validationsallows you to refine which events validations apply to.
* Workday distinguishes betweenRequest One-Time Payment(manager/HR initiated) andRequest One- Time Payment for Self(employee initiated).
* By using theOne Time Payment Event for Self field, you can exclude self-service events from being validated by the existing custom validations.
Why not the others?
* B. Add new validations# Would duplicate rules rather than exclude them.
* C. Remove Employee as Self from security domain# Would block employees from submitting requests, not exclude validations.
* D. Configure Options Fields# Controls fields displayed, not validation logic.
References:
Workday Pro Compensation - Custom Validations Guide:Validations can be scoped to specific business processes, including "for self" variants.
Workday Community - One-Time Payment Event for Self Validation Handling.

NEW QUESTION # 30
Your company would like to automatically increase pay after 12 months of employment, but only after 400 hours worked. What configuration will achieve this on compensation steps?
  • A. Set a duration of 12 months.
  • B. Set a duration of 12 months and a step progression rule that counts the number of hours worked.
  • C. Set a progression rule that counts the number of hours worked.
  • D. Select the "Assign first step during compensation proposal" checkbox and set a progression rule that counts 12 months.
Answer: B
Explanation:
InWorkday Compensation, step progression is controlled through a combination ofduration(time-based eligibility) andprogression rules(additional conditions, like hours worked or performance).
Here's how the scenario breaks down:
* Requirement 1 - 12 months of employment
* Workday supports step duration, where you can specify that an employee must remain at a step for a defined period before being eligible for the next step.
* Setting a duration of12 monthsensures that the employee only becomes eligible for a step increase after completing a year in the role.
* Requirement 2 - 400 hours worked
* Workday allows you to configurestep progression rulesthat evaluate conditions beyond time, such ashours worked, performance ratings, or other calculated fields tied to the worker.
* Aprogression rule counting the number of hours workedensures that the pay increase is not triggered until the employee meets the required 400 hours.
* Why not the other options?
* A. Assign first step during compensation proposal + 12 months rule- This would only apply the first step, but it doesn't enforce the "400 hours worked" requirement.
* B. Hours worked only- This ignores the requirement of12 months of employment.
* C. Duration of 12 months only- This ignores the requirement of400 hours worked.
Thus, onlyD(duration + step progression rule) satisfiesboth conditions simultaneously.
References (from Workday Pro Compensation knowledge & learning resources):
* Workday Compensation - Step Progression Configurationuration enforces time-in-step, while progression rules allow conditions such as hours worked or performance-based eligibility.
* Workday Pro Training Materials (Compensation module):Step increase rules require combining durationwitheligibility/progression conditionsfor multi-criteria automation.
* Workday Community - Compensation Step Progression Guide:Confirms that when multiple criteria must be met (e.g., tenure and hours worked), they must be configured inboth the duration setting and the progression rule logic.

NEW QUESTION # 31
A salary plan uses an eligibility rule that evaluates if pay rate type is salaried.
To minimize data discrepancies, what configuration do you complete next?
  • A. Assign a pay rate type to job requisitions.
  • B. Modify the eligibility rule to evaluate all job profiles.
  • C. Assign pay rate types to job profiles.
  • D. Assign the salary plan to job profiles.
Answer: C
Explanation:
* Since the eligibility rule evaluatespay rate type = salaried, you need to ensure every job profile has thecorrect pay rate type assigned.
* This prevents mismatches where employees may not qualify for the salary plan due to missing or inconsistent data.
Why not the others?
* A. Modify rule to evaluate all job profiles# Broadens scope incorrectly; doesn't ensure data integrity.
* C. Pay rate type on job requisitions# Impacts recruiting, not existing employee eligibility.
* D. Assign salary plan to job profiles# Comes after ensuring the pay rate type is consistently set.
References:
Workday Pro Compensation - Eligibility Rules & Job Profilesay rate type must be assigned consistently at the job profile level.
Workday Community - Preventing Data Discrepancies in Eligibility.

NEW QUESTION # 32
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