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[General] Workday-Pro-Compensation Pdf Dumps - Workday-Pro-Compensation Exam Test

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【General】 Workday-Pro-Compensation Pdf Dumps - Workday-Pro-Compensation Exam Test

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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
  • 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 3
  • Operational Reporting: In data systems, operational reporting provides insights into real-time operational activities and current performance details.
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 (Q18-Q23):NEW QUESTION # 18
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. Total Base Pay
  • B. Sales Compensation
  • C. International Compensation
  • 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 # 19
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 Expected End Date of March 31.
  • C. Enter an Employee Visibility Date of March 21.
  • D. Enter an Actual End Date of March 1.
Answer: C
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 # 20
You added a signing bonus during the Offer event, but the signing bonus did not carry forward into the Hire event.
What is missing from your configuration?
  • A. The Request One-Time business process security policy must include the Initiator for the Review action.
  • B. The Request One-Time Payment business process needs to include an approval step.
  • C. You must add Request One-Time Payment as a subprocess of the Hire business process.
  • D. You must include the Signing Bonus one-time payment in the Compensation Package.
Answer: C
Explanation:
* In Workday, one-time payments (likesigning bonuses) must flow fromOffer # Hireto remain consistent.
* If the signing bonus added duringOfferdoesn't carry intoHire, it means theHire business processis missing theRequest One-Time Payment subprocess.
* Adding it ensures that any one-time payments from the offer are automatically included in the hire event.
Why not the others?
* A. Include in package# Package inclusion allows proposal but doesn't ensure carry-forward into Hire.
* B. Add approval step# Workflow step won't fix missing subprocess link.
* D. Update security policy# Security won't solve missing subprocess configuration.
References:
Workday Pro Compensation - Offer & Hire Integration:One-time payments carry into hire only if Request One-Time Payment is a subprocess.

NEW QUESTION # 21
A consultant is configuring plan eligibility using organizational membership and job family as the two qualifying factors (inclusive). Five employees meet the job family criteria and 50 employees meet the organization criteria. Rules must be executed at optimal performance.
How does this requirement impact the design of the rule?
  • A. The consultant will remove the job family criterion.
  • B. Job family will precede organizational membership.
  • C. Organizational membership will precede job family.
  • D. Eligibility is sequenced automatically.
Answer: C
Explanation:
* In Workday,eligibility rules are optimized by sequencing broader population filters first, followed by narrower ones.
* Here:
* Organization = 50 employees
* Job family = 5 employees
* To ensure performance optimization, the system should firstfilter by organizational membership (50), then applyjob family (5).
* This reduces the number of workers Workday needs to evaluate at the second step.
Why not the others?
* B. Eligibility sequenced automatically# Not entirely true; sequencing can be configured for optimization.
* C. Remove job family# Would ignore requirements.
* D. Job family precedes organization# Less efficient, because it would start from 5 but miss optimal evaluation across 50 employees.
References:
Workday Pro Compensation - Eligibility Rule Performance Best Practices:Sequence broader criteria first (org membership) for efficiency.
Workday Community - Rule Design Guidance.

NEW QUESTION # 22
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. Hide Total Salary & Allowances
  • B. Enable Eligibility Rule Performance Enhancement for Compensation Plan Profiles
  • 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 # 23
......
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