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Quiz Workday - Workday-Pro-Compensation - High-quality Regualer WorkdayProCompen
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Workday Workday-Pro-Compensation Exam Syllabus Topics:| Topic | Details | | 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 | - Operational Reporting: In data systems, operational reporting provides insights into real-time operational activities and current performance details.
| | Topic 3 | - 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 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 | - 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 (Q45-Q50):NEW QUESTION # 45
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. Unit-based allowance plan
- B. One-time payment plan
- C. Unit salary plan
- D. Period salary plan
Answer: C
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 # 46
A company wants to create a compensation basis for their sales team. This basis should include:
* Base salary
* Monthly commission earnings
* Quarterly bonus plan
How should they configure this compensation basis?
- A. Create a calculation compensation basis, including salary, commission, and bonus plan.
- B. Create a configurable compensation basis, including salary, commission, and bonus plan.
- C. Define a new compensation grade and assign the relevant compensation plans.
- D. Use the total salary and allowances compensation basis and add the bonus plan.
Answer: B
Explanation:
* Aconfigurable compensation basisallows you to definewhat plans contribute to compensation calculations.
* For the sales team, the basis should include:
* Base salary (salary plan).
* Monthly commission earnings (commission plan).
* Quarterly bonus plan (bonus plan).
* Configurable compensation bases are designed for flexible aggregation of multiple comp plans.
Why not the others?
* B. Total salary and allowances basis# Covers only salary + allowance, does not include bonus
/commission.
* C. Compensation grade# Defines ranges, not aggregation of comp plans.
* D. Calculation compensation basis# Not a Workday configuration type (confusion with calculated fields).
References:
Workday Pro Compensation - Configurable Compensation Bases: Allow inclusion of salary, allowances, commissions, bonuses.
NEW QUESTION # 47
When employees request a one-time payment for themselves, they have access to view and update the Gross Up and Send to Payroll checkboxes. Selecting these options could impact their payment.
How can you prevent employees from updating these options?
- A. Configure Optional Fields for Request One-Time Payment to hide the fields.
- B. Configure Optional Fields for Request One-Time Payment for Self to hide the fields.
- C. Remove Employee as Self from the Self-Service: Request One-Time Payment security domain.
- D. Remove Employee as Self from the Self-Service: Payroll security domain.
Answer: B
Explanation:
* Employees requestingone-time payments for selfmay see sensitive options likeGross UporSend to Payroll.
* To prevent them from updating these fields, configureOptional Fields for Request One-Time Payment for Selfand hide the checkboxes.
* This limits their visibility and update access without affecting manager/HR workflows.
Why not the others?
* A. Optional Fields for Request One-Time Payment# Applies to manager/HR use, not self-service.
* C. Remove Employee as Self from self-service comp domain# Would block employees from initiating requests entirely.
* D. Payroll security domain# Payroll security doesn't control compensation request UI fields.
References:
Workday Pro Compensation - Configuring Optional Fields for Self-Service One-Time Payments.
NEW QUESTION # 48
A mobile allowance plan has an amount of $150 per month. The new amount will be $200 for those employees using the plan. Employees using an override amount will keep their current difference.
How will you update the plan target and maintain current differences?
- A. Change the allowance plan amounts and rollout the plan to all eligible workers.
- B. Use the Set Up Allowance Plan Adjustment task and select Adjust by Same Amounts for Employees Using Override.
- C. Use the Set Up Allowance Plan Adjustment task and select Adjust to New Defaults for Employees Using Override.
- D. Use the Remove Compensation Plan process and rollout the new plan to all eligible workers.
Answer: B
Explanation:
* The business requirement: Raise the defaultmobile allowance from $150 # $200, butkeep employees with override amounts at their current difference.
* UsingSet Up Allowance Plan Adjustmentwith the optionAdjust by Same Amounts for Employees Using Overrideensures that:
* The default is increased by $50.
* Employees with overrides will also receive a $50 adjustment (preserving their override difference).
Why not the others?
* B. Change plan amounts & rollout# Would overwrite override amounts, losing differences.
* C. Remove and rollout new plan# Unnecessary and disruptive.
* D. Adjust to New Defaults# Would reset overrides to default, eliminating differences.
References:
Workday Pro Compensation - Allowance Plan Adjustments:Adjust by same amount option maintains override differences.
Workday Community - Managing Plan Adjustments.
NEW QUESTION # 49
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. Use the Change Job task to remove employees from the existing plan.
- B. Edit the bonus plan with an appropriate effective date and mark the plan as Inactive.
- C. Use the Request Bonus Payment web service to remove employees from the existing plan.
- D. Use the Remove Compensation Plans from Employees task and select a compensation eligibility rule that identifies employees assigned to the plan.
Answer: D
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 # 50
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