Workday-Pro-Compensation Exam Outline | Latest Workday-Pro-Compensation Exam Topics

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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	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 3	Compensation Management: Compensation management refers to the HR discipline focused on ensuring fair and balanced administration of employee rewards and recognition programs.
Topic 4	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 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.

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WorkdayProCompensationExam Sample Questions (Q11-Q16):

NEW QUESTION # 11
A company's employees based in Italy get paid 13 times in the year compared to the rest of the employees.
What base pay plan supports additional months, weeks, or days of pay?

A. Unit salary plan
B. Hourly plan
C. Salary plan
D. Period salary plan

Answer: D

Explanation:
* APeriod Salary Planin Workday supports paying employees more than 12 times per year (e.g., 13 or
14 payments for regions like Italy or Spain).
* This allows payroll to spread annual salary across the correct number of pay periods.
Why not the others?
* A. Unit salary plan- Pays based on units (like per credit hour for faculty), not extra months.
* B. Hourly plan- Pays by worked hours, not relevant to salaried employees.
* D. Salary plan- Standard salary plan assumes 12 months and does not support extra pay periods.
References:
Workday Pro Compensation - Salary Plans Overview:Period salary plans are designed for geographies with >12 pay cycles per year.
Workday Community - Global Compensation Setup:Confirms Italy's 13-month pay is supported via Period Salary Plan.

NEW QUESTION # 12
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. Edit the Offer business process security policy.
B. Select the Enable Eligibility Rule Performance Enhancement for Compensation Plan Profiles setting in Edit Tenant Setup - HCM.
C. Select the Enable Defaulting Based on Changes to Guidelines setting in Edit Tenant Setup - HCM.
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 # 13
What is the advantage of using default compensation for requisition compensation?

A. Every applicant hired using the same job requisition receives consistent compensation values.
B. You can view the eligible plans when proposing compensation using the By Compensation Package and Rule or By Compensation Rule options.
C. Default compensation enables the establishment of compensation guidelines, plans, and plan amounts on a position.
D. Every employee who hires into that position receives the same compensation values.

Answer: A

Explanation:
* Default compensation for requisition compensationensures thatall hires from a requisition default to the same plan amounts/rates, supporting consistency in offers.
* This prevents discrepancies between candidates applying for the same role and requisition.
Why not the others?
* A. Guidelines on a position# Position compensation is separate from requisition compensation.
* C. Every employee in position receives same compensation# Controlled by position defaults, not requisition.
* D. Eligible plans view# That's determined bycompensation package setup, not requisition defaults.
References:
Workday Pro Compensation - Requisition Compensation Defaults:Ensures consistency of compensation values for all hires through the requisition.
Workday Community - Recruiting Compensation Configuration.

NEW QUESTION # 14
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. Salary and Seniority
C. Total Pay (Mexico)
D. Total Compensation Non-Sales

Answer: C

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 # 15
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 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.
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 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.
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: C

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 # 16
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Workday-Pro-Compensation Exam Outline | Latest Workday-Pro-Compensation Exam Topics

Workday Workday-Pro-Compensation Exam Syllabus Topics:

Latest Workday-Pro-Compensation Exam Topics | High Workday-Pro-Compensation Passing Score

WorkdayProCompensationExam Sample Questions (Q11-Q16):

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