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[General] Workday-Pro-Compensation Official Cert Guide | Test Workday-Pro-Compensation Que

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【General】 Workday-Pro-Compensation Official Cert Guide | Test Workday-Pro-Compensation Que

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Workday Workday-Pro-Compensation Exam Syllabus Topics:
TopicDetails
Topic 1
  • Operational Reporting: In data systems, operational reporting provides insights into real-time operational activities and current performance details.
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
  • 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 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
  • 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.

WorkdayProCompensationExam Sample Questions (Q52-Q57):NEW QUESTION # 52
What is the primary purpose of assigning a Compensation Grade to a Job Profile?
  • A. To default the salary or hourly range for employees in that job
  • B. To establish employees' default compensation frequency
  • C. To set employees' target compensation amount
  • D. To determine employees' eligibility for bonus plans
Answer: A
Explanation:
* Assigning acompensation grade to a job profilelinks that job to adefined pay range(min, midpoint, max).
* This ensures that whenever employees are hired or promoted into the job profile, Workdaydefaults the pay range guidanceautomatically.
* Managers and HR can then use this information to propose fair and competitive pay.
Why not the others?
* B. Target compensation amount# Target comp is usually set at the employee or plan level, not the grade.
* C. Eligibility for bonus plans# Controlled viaeligibility rules, not compensation grades.
* D. Compensation frequency# Determined byplan setup (annual, monthly, hourly), not by grades.
References:
Workday Pro Compensation - Compensation Grades & Profiles:Grades default ranges for jobs, guiding compensation decisions.
Workday Community - Job Profile & Grade Integration.

NEW QUESTION # 53
A recruiter is proposing compensation for a candidate during the offer stage. The recruiter would like to change the value of the home internet allowance from $50 AUD to $100 AUD, but they are unable to.
Why is the recruiter unable to change the amount?
  • A. The candidate is eligible for more than one compensation package.
  • B. The allowance plan is not included in the compensation package.
  • C. The candidate is not eligible for a plan profile.
  • D. The allowance plan has the No Override checkbox selected.
Answer: D
Explanation:
* If the recruiter cannot change the allowance amount (e.g., from$50 AUD # $100 AUD), the most likely reason is that the allowance plan is configured withNo Overrideselected.
* No Overrideprevents users from modifying the default plan amounts during transactions.
Why not the others?
* A. Plan not in package# If missing, it wouldn't appear at all, not appear but be locked.
* B. Eligible for more than one package# Doesn't prevent changing amounts.
* C. Not eligible for profile# Would prevent plan assignment, not lock override fields.
References:
Workday Pro Compensation - Allowance Plan Configuration:No Override restricts modifications to plan amounts.

NEW QUESTION # 54
How do you configure a salary plan to prorate an employee's scheduled hours?
  • A. Exclude from Merit
  • B. Eligibility Rules
  • C. Apply FTE%
  • D. Compensation Element
Answer: C
Explanation:
When configuring asalary plan, you can choose whether the plan amount should automatically adjust for part- time employees based onFTE% (Full-Time Equivalent percentage).
* Apply FTE%ensures that the salary plan prorates according to scheduled hours vs. full-time hours.
* Example: If an employee works 50% FTE, a $60,000 annual salary plan will automatically adjust to
$30,000.
Why not the others?
* B. Compensation Element- Elements link plans to payroll but do not control proration.
* C. Eligibility Rules- Define who is eligible, not how amounts are prorated.
* D. Exclude from Merit- Used in merit review processes, unrelated to proration.
References:
Workday Pro Compensation Training:Salary plans have a checkbox "Apply FTE%" to prorate salaries based on work schedule.
Workday Community - Salary Plan Configuration:Confirms FTE% is the method for automatic proration.

NEW QUESTION # 55
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
The HR administrator has made some changes to the Sales job family. The job family now contains the job profile Sales Analyst. When accessing the Employee Compensation Audit report, what column will highlight the allowance plan for the Sales Analyst?
  • A. Assigned Eligible Compensation Components
  • B. Assigned Ineligible Compensation Components
  • C. Unassigned Eligible Compensation Components
  • D. This plan won't appear on the report
Answer: C
Explanation:
* TheEmployee Compensation Audit Reporthighlights mismatches betweeneligibility rulesand actual assignments.
* SinceSales Analystis part of Sales job family but eligibility rules may not yet reflect thisnew job profile, the allowance plan appears underUnassigned Eligible Compensation Components# meaning the employee is eligible but has not yet been assigned the component.
Why not the others?
* A. Won't appear# It will appear, because Sales job family has a profile.
* B. Assigned Eligible Compensation Components# Only if already assigned.
* D. Assigned Ineligible Compensation Components# Not correct, because Sales Analyst job profile makes them eligible.
References:
Workday Pro Compensation - Audit Reporting:Explains difference betweenAssigned Eligible,Unassigned Eligible, andAssigned Ineligible.
Workday Community - Compensation Audit Report Usage.

NEW QUESTION # 56
What report can you use to view employees who get a compensation change at an earlier effective date than an existing compensation change with a subsequent date, including future effective dated changes?
  • A. Out of Order Compensation Changes
  • B. Employee Compensation Audit
  • C. Compensation Changes
  • D. Future Payment Audit
Answer: A
Explanation:
* Out of Order Compensation Changes Reportidentifies employees with compensation changes enteredwith earlier effective dates than existing future-dated changes.
* This prevents conflicts in comp history and ensures payroll/comp processing accuracy.
Why not the others?
* A. Employee Compensation Audit# Audits eligibility and assignment mismatches, not date conflicts.
* B. Future Payment Audit# Focuses on scheduled payments, not comp changes.
* D. Compensation Changes# General report, doesn't flag sequencing issues.
References:
Workday Pro Compensation - Compensation Change Reporting:Out of Order Compensation Changes is the dedicated report for effective date sequencing issues.
Workday Community - Troubleshooting Out of Sequence Changes.

NEW QUESTION # 57
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