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[General] New Workday-Pro-Compensation Braindumps Free & Reliable Workday-Pro-Compensa

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【General】 New Workday-Pro-Compensation Braindumps Free & Reliable Workday-Pro-Compensa

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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
  • 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
  • Compensation Management: Compensation management refers to the HR discipline focused on ensuring fair and balanced administration of employee rewards and recognition programs.
Topic 5
  • 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.

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WorkdayProCompensationExam Sample Questions (Q42-Q47):NEW QUESTION # 42
A customer has several one-time payment plans within a tenant. They want to ensure that during a payment event a single one-time payment is submitted.
How should this be configured?
  • A. Segment security to the Domain: One Time Payment
  • B. Do not enable Multiple One-Time Payments within the Edit Tenant Setup - HCM > Compensation
  • C. Enable Multiple One-Time Payments within the Edit Tenant Setup - HCM > Compensation
  • D. Use a rule-based business process definition
Answer: B
Explanation:
* If you want to restrict employees so they can only submita single one-time payment per payment event, you must ensure thatMultiple One-Time Payments is not enabledin tenant setup.
* When disabled, Workday enforcesone plan per effective date/reason.
Why not the others?
* A. Segment security# Controls data access, not number of payments allowed.
* B. Rule-based BP# Governs approvals/workflow, not structural system behavior.
* C. Enable Multiple One-Time Payments# Would allow multiple entries (opposite of requirement).
References:
Workday Pro Compensation - Tenant Setup for One-Time Payments.

NEW QUESTION # 43
A customer requires an additional month to be paid as per the country's legislative requirements.
How do you configure this?
  • A. Create an amount-based allowance plan with plan profiles for each month.
  • B. Create a one-time payment plan.
  • C. Create a percent-based merit plan.
  • D. Create a period salary plan with a multiplier of one month.
Answer: D
Explanation:
* Some countries (e.g., Italy, Spain) legally require employees to be paid13 or 14 times per year.
* Workday supports this by using aPeriod Salary Planwith amultiplier, which allows additional months, weeks, or days of pay.
* In this case, to meet the legislation for an extra month, configure theperiod salary plan with a 1-month multiplier.
Why not the others?
* A. Amount-based allowance plan# Allowances are supplemental, not designed for legislated base salary multipliers.
* B. Percent-based merit plan# Merit is performance-based, not a legislative requirement.
* C. One-time payment plan# One-time payments are ad hoc, not recurring annual extra months.
References:
Workday Pro Compensation - Period Salary Plans:Used for countries with 13th/14th month pay requirements.
Workday Community - Regional Compensation Setup Guides.

NEW QUESTION # 44
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. Use the Set Up Allowance Plan Adjustment task and select Adjust by Same Amounts for Employees Using Override.
  • B. Change the allowance plan amounts and rollout the plan to all eligible workers.
  • 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: A
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 # 45
You need to create a car allowance plan. In order for your compensation plan to be paid by payroll, you determine you need to create a compensation element. What task do you use to set up the compensation element?
  • A. Map Compensation Elements to Payroll Earnings
  • B. Maintain Compensation Elements
  • C. Edit Tenant Setup HCM
  • D. Maintain Compensation Element Groups
Answer: B
Explanation:
When setting up acar allowance plan(or any allowance/compensation plan in Workday), you must ensure that it is tied to payroll through the correctcompensation element.
Here's the breakdown of the options:
* Maintain Compensation Elements#
* This task is where youcreate, configure, and manage compensation elements.
* Everycompensation plan(like salary, allowance, bonus) must be associated with acompensation element, which then links topayroll earningsfor processing.
* For acar allowance, you would create a new compensation element (type = allowance) so that payroll can recognize and pay it.
* Maintain Compensation Element Groups
* This is used to group multiple compensation elements together for easier administration, reporting, or eligibility rules.
* It does not create the element itself, so it's not the right task here.
* Map Compensation Elements to Payroll Earnings
* This step is necessaryafterthe element exists, to map the element to the correctpayroll earning code(so payroll knows how to pay it).
* However, you can't map something that hasn't been created yet.
* Edit Tenant Setup HCM
* This is a higher-level tenant configuration task for broad HCM settings (security, defaults, integrations, etc.).
* It is not used for creating compensation elements.
#The correct first step to create acar allowance compensation plan that can be processed by payrollis to use the taskMaintain Compensation Elements.
References (Workday Pro Compensation knowledge & training):
* Workday Pro Compensation Training:Compensation elements are the foundation for linking plans to payroll. The "Maintain Compensation Elements" task is where new elements are created.
* Workday Community - Compensation Element Setup Guide:Clarifies the difference between creating (Maintain Compensation Elements), grouping (Maintain Compensation Element Groups), and mapping (Map Compensation Elements to Payroll Earnings).
* Workday Payroll & Compensation Integration Documentation:Requires elements to be defined before they can be mapped to earnings.

NEW QUESTION # 46
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. Enter an Expected End Date of March 31.
  • B. Enter an Employee Visibility Date of March 21.
  • C. Change the Effective Date of the base pay changes to March 5.
  • D. Enter an Actual End Date of March 1.
Answer: B
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 # 47
......
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