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[Hardware] Latest Workday-Pro-Compensation Test Practice, New Workday-Pro-Compensation Test

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【Hardware】 Latest Workday-Pro-Compensation Test Practice, New Workday-Pro-Compensation Test

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WorkdayProCompensationExam Sample Questions (Q41-Q46):NEW QUESTION # 41
A compensation partner runs the Employee Compensation Step Progression Audit report and notices seven employees listed on the report.
What should you do?
  • A. Use the Change Job business process to move the employees on the report to a new compensation grade and step.
  • B. Use the Set Up Grade Job Profile Adjustment task to update the grade assigned to the employees on the report.
  • C. Use the Schedule Automatic Step Progression task to move eligible employees to the next step.
  • D. Use the Maintain Compensation Steps task and add a progression rule to the steps.
Answer: C
Explanation:
* progressionbut haven't yet been moved to the next step.
* The corrective action is to runSchedule Automatic Step Progression, which processes all eligible employees and updates their step automatically.
Why not the others?
* B. Maintain Compensation Steps + progression rule# Only needed if rules are missing. If employees appear, rules already exist.
* C. Change Job# Not required; step progression is automated.
* D. Set Up Grade Job Profile Adjustment# Used for grade changes, not step progression.
References:
Workday Pro Compensation - Step Progression Process:Audit report + Schedule Automatic Step Progression ensures progression is applied.

NEW QUESTION # 42
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 Retain Basis Total checkbox on the employee's primary compensation basis.
  • B. Clear the Manage Basis Total checkbox on the employee's primary compensation basis.
  • C. Select Adjust to New Defaults on the Set Up Allowance Plan Adjustment task.
  • D. Select Retain Basis Total for MBT Employees on the Set Up Allowance Plan Adjustment task.
Answer: D
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 # 43
While creating an offer, you realize that default compensation configured on the job requisition is defaulting on the offer. The location is changing, which may impact the candidate's eligibility to certain compensation elements.
How can you ensure that Workday runs eligibility rules during the Offer business process even when default compensation exists on the job requisition?
  • A. Select the Enable Eligibility Rule Performance Enhancement for Compensation Plan Profiles setting in Edit Tenant Setup - HCM.
  • B. Select the Enable Defaulting Based on Changes to Guidelines setting in Edit Tenant Setup - HCM.
  • C. Edit the Offer business process security policy.
  • D. Select the Run Eligibility Rules when there is Requisition Compensation setting in Edit Tenant Setup - HCM.
Answer: D
Explanation:
* By default, if compensation defaults from the requisition, Workday mayskip eligibility re-checks.
* To ensure eligibility rules arealways executedduring the Offer process (especially if location, job family, or country changes), enable:
* Run Eligibility Rules when there is Requisition CompensationinEdit Tenant Setup - HCM.
Why not the others?
* B. Enable Defaulting Based on Guidelines# Controls guideline defaults, not eligibility evaluation.
* C. Edit Offer business process security# Security won't trigger eligibility rules.
* D. Enable Eligibility Rule Performance Enhancement# Improves performance but doesn't force rule execution.
References:
Workday Pro Compensation - Tenant Setup Options:Run Eligibility Rules ensures recalculation during Offer with requisition defaults.
Workday Community - Compensation Rule Defaulting in Offers.

NEW QUESTION # 44
A customer requires an additional month to be paid as per the country's legislative requirements.
How do you configure this?
  • A. Create a period salary plan with a multiplier of one month.
  • B. Create a one-time payment plan.
  • C. Create a percent-based merit plan.
  • D. Create an amount-based allowance plan with plan profiles for each month.
Answer: A
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 # 45
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 Payment business process needs to include an approval step.
  • B. You must include the Signing Bonus one-time payment in the Compensation Package.
  • C. You must add Request One-Time Payment as a subprocess of the Hire business process.
  • D. The Request One-Time business process security policy must include the Initiator for the Review action.
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 # 46
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