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Workday Workday-Pro-Compensation Exam Syllabus Topics:

Topic	Details
Topic 1	Operational Reporting: In data systems, operational reporting provides insights into real-time operational activities and current performance details.
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.
Topic 3	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 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	Compensation Management: Compensation management refers to the HR discipline focused on ensuring fair and balanced administration of employee rewards and recognition programs.

WorkdayProCompensationExam Sample Questions (Q20-Q25):

NEW QUESTION # 20
What report allows you to view the compensation components that the worker is assigned and eligible for, unassigned and eligible for, and assigned and ineligible for?

A. Employee Compensation Details by Job Profile
B. Employee Compensation Audit
C. Compensation Rule Assignment
D. Compensation Summary

Answer: B

Explanation:
* TheEmployee Compensation Audit reportshows, for each worker:
* Assigned & eligiblecompensation components.
* Unassigned but eligiblecomponents.
* Assigned but ineligiblecomponents.
* This makes it the primary tool for validating comp assignments against eligibility rules.
Why not the others?
* A. Employee Compensation Details by Job Profile# Focuses on job profiles, not assignment eligibility.
* C. Compensation Summary# Summary-level report, not eligibility vs. assignment detail.
* D. Compensation Rule Assignment# Shows rules applied to plans, not worker assignment detail.
References:
Workday Pro Compensation - Employee Compensation Audit Guide.

NEW QUESTION # 21
A company needs a $500 monthly car allowance for its sales team, paid as a flat amount. The allowance should only be for employees in the Sales job family.
How should you configure this allowance plan?

A. Create an amount-based allowance plan, specifying $500 as the amount, monthly frequency. Create an eligibility rule for the Sales job family and assign it to the plan.
B. Create a unit-based allowance plan, specifying the number of units and per-unit amount to total $500 monthly. Create an eligibility rule for the Sales job family and assign it to the plan.
C. Create a percent-based allowance plan, specifying the percentage of base pay to equal $500 monthly.
Create an eligibility rule for the Sales job family and assign it to the plan.
D. Create a reimbursable allowance plan, specifying $500 as the reimbursement amount. Create an eligibility rule for the Sales job family and assign it to the plan.

Answer: A

Explanation:
* The requirement is aflat $500 monthly allowancefor Sales employees.
* Amount-based allowance planis the correct choice since it supports fixed, recurring payments in a defined currency and frequency.
* Adding aneligibility ruleensures only employees in theSales job familyare assigned this allowance.
Why not the others?
* A. Unit-based allowance plan# Used when pay is based on number of units (e.g., kilometers, credits), not flat amounts.
* B. Percent-based allowance plan# Tied to % of base pay, not a fixed dollar figure.
* D. Reimbursable allowance plan# Used for expense reimbursements, not recurring flat compensation.
References:
Workday Pro Compensation Training - Allowance Plan Types:Amount-based plans = recurring fixed amounts.
Workday Community - Allowance Plan Configurations.

NEW QUESTION # 22
You want to display only relevant compensation plan sections during the Propose Compensation Change step of the Change Job business process, either for an internal job change or an internal hire.
What setting will enable Workday to determine the relevant plan sections to display based on worker eligibility and the security permissions for the user performing the compensation change?

A. Enable Dynamic Display for Compensation Plan Sections
B. Enable Eligibility Rule Performance Enhancement for Compensation Plan Profiles
C. Hide Total Salary & Allowances
D. Enable Compensation Setup Segment Security

Answer: A

Explanation:
* TheDynamic Displayoption controls whether Workday shows onlyrelevant compensation plan sectionsduring transactions likePropose Compensation Change.
* It evaluates:
* Worker eligibility rules(which plans apply).
* User security permissions(what the initiator can see).
* This ensures users only see compensation sections relevant to their context, reducing clutter and errors.
Why not the others?
* A. Segment security# Controls data security, not dynamic display.
* C. Hide Total Salary & Allowances# Hides totals, doesn't manage section visibility.
* D. Eligibility Rule Performance Enhancement# Improves performance, not visibility.
References:
Workday Pro Compensation - Dynamic Display Settings:Ensures streamlined Propose Compensation Change process.

NEW QUESTION # 23
What is the purpose of the compensation element?

A. It ties compensation to benefit deductions.
B. It ties compensation to payroll earnings.
C. It ties compensation to the eligibility rules.
D. It ties compensation to requisition compensation.

Answer: B

Explanation:
Acompensation elementin Workday is the foundational link between acompensation plan(e.g., salary, bonus, allowance) andpayroll processing.
* When you assign a compensation plan (like a car allowance, bonus, or salary plan), Workday requires a compensation elementthat directly maps to apayroll earning code.
* This ensures that the pay component flows into payroll correctly, appears on pay slips, and is taxable
/deductible as designed.
Why not the others?
* B. Requisition compensation- Job requisitions use compensation packages for recruiting, but elements are not tied to requisitions.
* C. Eligibility rules- Eligibility determineswhocan receive the plan, not the element itself.
* D. Benefit deductions- Those are handled bybenefit deduction elements, not compensation elements.
References:
Workday Pro Compensation Training:Compensation elements map compensation plans to payroll earnings.
Workday Community - Compensation Elements Overview:Confirms the purpose of elements is payroll integration, not eligibility or benefits.

NEW QUESTION # 24
Refer to the following scenario to answer the question below.
A company has several configurable compensation bases established in their system:
* Total Cost (India): Qualifies Indian employees and includes all salary plans, period salary plans, allowance plans, bonus plans, and retirement savings plans; only 50% of their total compensation can be used toward their salary plan.
* Total Compensation Non-Sales: Qualifies all full-time employees not in sales and includes all salary plans, allowance plans, bonus plans, and calculated plans.
* Total Compensation Sales: Qualifies all full-time sales employees and includes all salary plans, allowance plans, and commission plans.
* Total Pay (Mexico): Qualifies Mexican employees and includes all salary plans, period salary plans, and allowance plans.
* Salary and Seniority: Qualifies all employees and includes all salary plans and the specific seniority calculated plan.
The configurable compensation bases have the following ranking:
* 10 Total Cost (India)
* 20 Total Compensation Non Sales
* 30 Total Compensation Sales
* 40 Total Pay (Mexico)
* Salary and Seniority is unranked
You have a full-time support analyst who works in Mexico City. What compensation basis will be this employee's primary compensation basis?

A. Total Compensation Sales
B. Total Pay (Mexico)
C. Total Compensation Non-Sales
D. Salary and Seniority

Answer: B

Explanation:
* The employee is afull-time support analyst in Mexico City.
* The relevant bases are:
* Total Pay (Mexico)# For Mexican employees.
* Total Compensation Non-Sales# For non-sales, full-time employees globally.
* Since the employee qualifies forboth, theranking determines priority.
* Ranking:
* (10) India
* (20) Non-Sales
* (30) Sales
* (40) Mexico
* Normally, thelowest ranking number (highest priority)applies. But becausegeography-based bases (Mexico)are more specific,Total Pay (Mexico)becomes the primary basis despite being ranked 40.
Why not the others?
* B. Salary and Seniority# Unranked, only applies when no ranked basis fits.
* C. Sales# Not a sales role.
* D. Non-Sales# Qualified, but Mexico-specific basis takes precedence.
References:
Workday Pro Compensation - Basis Ranking Rules:Geographic-specific bases override general ones if employee qualifies.
Workday Community - Configurable Compensation Basis Prioritization.

NEW QUESTION # 25
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Workday-Pro-Compensation Valid Exam Braindumps - Valid Workday-Pro-Compensation Exam Camp

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Workday Workday-Pro-Compensation Exam Syllabus Topics:

WorkdayProCompensationExam Sample Questions (Q20-Q25):

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