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Workday-Pro-Compensation Training Materials & Workday-Pro-Compensation Dumps PDF & Workday-Pro-Compensation Exam Cram
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| Topic |
Details |
| Topic 1 |
- Operational Reporting: In data systems, operational reporting provides insights into real-time operational activities and current performance details.
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| Topic 2 |
- 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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| 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.
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| Topic 4 |
- 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.
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| 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 (Q38-Q43):
NEW QUESTION # 38
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 Request Bonus Payment web service to remove employees from the existing plan.
- B. Use the Change Job task to remove employees from the existing plan.
- C. Edit the bonus plan with an appropriate effective date and mark the plan as Inactive.
- 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 # 39
An employee is transferring from one supervisory organization to another and they are subject to compensation change.
What compensation business process will the Change Job transaction trigger?
- A. Propose Compensation Change
- B. Propose Compensation Offer
- C. Request Compensation Change
- D. Propose Compensation Hire
Answer: A
Explanation:
* When an employee undergoes aChange Job(e.g., transferring between supervisory orgs), Workday triggers thePropose Compensation Changebusiness process if compensation is impacted.
* This allows HR/Comp to adjust salary, allowances, or other plans based on the new job/org details.
Why not the others?
* A. Propose Compensation Offer# Used duringhire/recruiting offers, not job changes.
* B. Request Compensation Change# Typically a standalone process, not triggered automatically by Change Job.
* C. Propose Compensation Hire# Used athire events, not transfers.
References:
Workday Pro Compensation - Business Process Integration:Change Job triggersPropose Compensation Changewhen comp changes are required.
Workday Community - Change Job & Compensation Flow.
NEW QUESTION # 40
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. The Request One-Time business process security policy must include the Initiator for the Review action.
- C. You must add Request One-Time Payment as a subprocess of the Hire business process.
- D. You must include the Signing Bonus one-time payment in the Compensation Package.
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 # 41
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 allowance plan is not included in the compensation package.
- B. The candidate is eligible for more than one 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 # 42
An employee is eligible for these compensation bases:
* International Compensation (ranking 2)
* Management Compensation (ranking 1)
* Sales Compensation (ranking 3)
What compensation basis will display as the employee's primary compensation basis?
- A. International Compensation
- B. Sales Compensation
- C. Management Compensation
- D. Total Base Pay
Answer: C
Explanation:
* When multiplecompensation basesapply to an employee, Workday selects theprimary basisbased onranking (lowest number = highest priority).
* Rankings here:
* Management = 1
* International = 2
* Sales = 3
* Therefore,Management Compensationis the primary basis.
Why not the others?
* B. Sales Compensation# Ranked lowest (3).
* C. International Compensation# Ranked 2, lower than Management.
* D. Total Base Pay# Not listed among eligible ranked bases here.
References:
Workday Pro Compensation - Configurable Compensation Bases:Ranking determines primary basis (lowest rank wins).
NEW QUESTION # 43
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