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[General] Reliable Workday-Pro-Compensation Exam Pattern | Related Workday-Pro-Compensatio

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【General】 Reliable Workday-Pro-Compensation Exam Pattern | Related Workday-Pro-Compensatio

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Workday Workday-Pro-Compensation Exam Syllabus Topics:
TopicDetails
Topic 1
  • 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 2
  • Compensation Management: Compensation management refers to the HR discipline focused on ensuring fair and balanced administration of employee rewards and recognition programs.
Topic 3
  • Operational Reporting: In data systems, operational reporting provides insights into real-time operational activities and current performance details.
Topic 4
  • 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 5
  • 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.

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WorkdayProCompensationExam Sample Questions (Q51-Q56):NEW QUESTION # 51
Refer to the following scenario to answer the question below.
A company has several configurable compensation bases established in their system:
* Total Cost (India): Qualifies Indian employees and includes all salary plans, period salary plans, allowance plans, bonus plans, and retirement savings plans; only 50% of their total compensation can be used toward their salary plan.
* Total Compensation Non-Sales: Qualifies all full-time employees not in sales and includes all salary plans, allowance plans, bonus plans, and calculated plans.
* Total Compensation Sales: Qualifies all full-time sales employees and includes all salary plans, allowance plans, and commission plans.
* Total Pay (Mexico): Qualifies Mexican employees and includes all salary plans, period salary plans, and allowance plans.
* Salary and Seniority: Qualifies all employees and includes all salary plans and the specific seniority calculated plan.
The configurable compensation bases have the following ranking:
* 10 Total Cost (India)
* 20 Total Compensation Non Sales
* 30 Total Compensation Sales
* 40 Total Pay (Mexico)
* Salary and Seniority is unranked
You have a full-time support analyst who works in Mexico City. What compensation basis will be this employee's primary compensation basis?
  • A. Total Pay (Mexico)
  • B. Salary and Seniority
  • C. Total Compensation Sales
  • D. Total Compensation Non-Sales
Answer: A
Explanation:
* The employee is afull-time support analyst in Mexico City.
* The relevant bases are:
* Total Pay (Mexico)# For Mexican employees.
* Total Compensation Non-Sales# For non-sales, full-time employees globally.
* Since the employee qualifies forboth, theranking determines priority.
* Ranking:
* (10) India
* (20) Non-Sales
* (30) Sales
* (40) Mexico
* Normally, thelowest ranking number (highest priority)applies. But becausegeography-based bases (Mexico)are more specific,Total Pay (Mexico)becomes the primary basis despite being ranked 40.
Why not the others?
* B. Salary and Seniority# Unranked, only applies when no ranked basis fits.
* C. Sales# Not a sales role.
* D. Non-Sales# Qualified, but Mexico-specific basis takes precedence.
References:
Workday Pro Compensation - Basis Ranking Rules:Geographic-specific bases override general ones if employee qualifies.
Workday Community - Configurable Compensation Basis Prioritization.

NEW QUESTION # 52
When using the Set Up Allowance Plan Adjustment task to update an allowance plan amount, you must ensure employees Managed by Basis Total (MBT) will have no change to their primary compensation basis after their allowance plan amount is updated and instead will reallocate all other compensation in the MBT calculation.
How can you ensure this happens?
  • A. Clear the Manage Basis Total checkbox on the employee's primary compensation basis.
  • B. Select Adjust to New Defaults on the Set Up Allowance Plan Adjustment task.
  • C. Select Retain Basis Total for MBT Employees on the Set Up Allowance Plan Adjustment task.
  • D. Clear the Retain Basis Total checkbox on the employee's primary compensation basis.
Answer: C
Explanation:
* Employees managed byManage Basis Total (MBT)require theirprimary compensation basis totalto remain unchanged when allowance plan adjustments are made.
* By selectingRetain Basis Total for MBT Employees, Workday keeps the overall basis constant and reallocates other plans in the MBT calculation instead of increasing the total.
Why not the others?
* A. Clear MBT checkbox# Would remove MBT management completely.
* C. Clear Retain Basis Total# Opposite of required behavior.
* D. Adjust to New Defaults# Updates values, but doesn't enforce retention of MBT total.
References:
Workday Pro Compensation - MBT Handling in Allowance Adjustments.
Workday Community - Retain Basis Total Option.

NEW QUESTION # 53
You create a new bonus plan to replace an existing bonus plan.
How can you easily remove the existing bonus plan from all employees?
  • A. Edit the bonus plan with an appropriate effective date and mark the plan as Inactive.
  • B. Use the Change Job task to remove employees from the existing plan.
  • C. Use the Remove Compensation Plans from Employees task and select a compensation eligibility rule that identifies employees assigned to the plan.
  • D. Use the Request Bonus Payment web service to remove employees from the existing plan.
Answer: C
Explanation:
* To retire or replace an existingbonus plan, you need to mass-remove it from all employees currently assigned.
* The standard Workday task for this isRemove Compensation Plans from Employees, which allows you to:
* Select thecompensation planto remove.
* Apply aneligibility ruleto identify affected employees.
* This is efficient and ensures employees no longer carry the outdated plan.
Why not the others?
* A. Mark plan inactive# Prevents new assignments but doesn't remove existing employee assignments.
* C. Request Bonus Payment web service# Used for issuing payments, not removing plans.
* D. Change Job# Not appropriate for mass plan removal.
References:
Workday Pro Compensation - Compensation Plan Lifecycle Management:Removing old plans requires theRemove Compensation Plans from Employeestask.

NEW QUESTION # 54
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. Sales employees will automatically be removed from the plan.
  • B. A system error will persist.
  • C. All Australian employees will automatically be enrolled in the plan.
  • 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 # 55
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. Update the Base Pay Elements field on the Mexico grade profiles to include the family allowance compensation element.
  • B. Create a custom compensation basis for Mexico employees and include all salary plans, period salary plans, and the family allowance plan.
  • C. Use the Put Eligible Earnings Override EIB to include the family allowance amount.
  • D. 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.
Answer: A
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 # 56
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