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Exam Sample Workday-Pro-Compensation Questions & Workday-Pro-Compensation Study Center

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Workday Workday-Pro-Compensation Exam Syllabus Topics:

Topic
Details

Topic 1

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

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

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 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

Operational Reporting: In data systems, operational reporting provides insights into real-time operational activities and current performance details.

>> Exam Sample Workday-Pro-Compensation Questions <<

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WorkdayProCompensationExam Sample Questions (Q36-Q41):

NEW QUESTION # 36
What is the purpose of the compensation element?

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

Answer: A

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 # 37
You are creating a compensation package.
What can you add to the compensation package?

A. One-time payment plan
B. Future payment plan
C. Calculated plan
D. Retirement plan

Answer: A

Explanation:
* Acompensation packageis a grouping of multiple compensation plans (salary, allowances, one-time payments, bonuses, etc.).
* Workday allows you tobundle one-time payment plansinto a package (e.g., relocation bonus, signing bonus).
Why not the others?
* A. Retirement plan# Benefits plans are not part of comp packages.
* C. Calculated plan# Standalone, not typically added to comp packages.
* D. Future payment plan# Not a Workday plan type.
References:
Workday Pro Compensation - Compensation Package Setup:Lists allowable plan types (salary, allowance, one-time payment).
Workday Community - Offer Package Setup.

NEW QUESTION # 38
You have a seniority dynamic calculated plan to increase the amount of the plan every three years of an employee's employment. An employee reaches their sixth anniversary. What do you need to do to make sure this employee's plan updates with the new amount?

A. You need to create a custom audit report to identify employees who reach their anniversary, and then submit a Request Compensation Change to run the calculation and update the amount for the employee.
B. You need to set up the Schedule Automatic Step Progression task so Workday is on schedule to process the calculation on the anniversary and change the amount for the employee.
C. You do not need to do anything. Workday will check daily and automatically change the amount for the employee.
D. You need to schedule a Mass Operation Management task to evaluate and update anyone assigned to the dynamic plan.

Answer: C

Explanation:
* Aseniority dynamic calculated planautomatically adjusts based onworker attributessuch as length of service.
* Workday evaluates dynamic calculationsdaily, ensuring that once an employee reaches their 3-year, 6- year, or other milestone, the plan amount updates automatically without manual intervention.
Why not the others?
* A. Audit report + Request Compensation Change- Unnecessary; dynamic plans do not require manual updates.
* B. Schedule Automatic Step Progression- That applies tostep progression plans, not dynamic calculated plans.
* C. Mass Operation Management- Used for bulk updates, but not required here because Workday auto-updates dynamic plans.
References:
Workday Pro Compensation - Dynamic Calculated Plans Guide:Dynamic plans are self-updating based on employee data, recalculated daily.
Workday Community - Dynamic Plan Functionality:Confirms no manual action is needed for anniversary- based increases.

NEW QUESTION # 39
You need to identify employees assigned to bonus plans for which they are not eligible.
What report will you use?

A. View Rollout Compensation Plan Rollout Process
B. Employee Compensation Audit
C. Employees Assigned Multiple Bonus Plans
D. Compensation Spreadsheet

Answer: B

Explanation:
* TheEmployee Compensation Audit reportidentifies mismatches, such as employees:
* Assigned to comp plans for which they are not eligible.
* Missing comp plans they should have.
* It is the standard audit tool for verifying eligibility alignment with assigned compensation.
Why not the others?
* B. Rollout Process report# Tracks rollout actions, not eligibility mismatches.
* C. Employees Assigned Multiple Bonus Plans# Only checks duplicate plan assignments.
* D. Compensation Spreadsheet# Used for review/updates, not eligibility audits.
References:
Workday Pro Compensation - Audit Reports:Employee Compensation Audit identifies eligibility issues.
#Final Verified answer: A. Employee Compensation Audit.

NEW QUESTION # 40
Refer to the following scenario to answer the question below.
An allowance plan has a default value of $100 USD. The plan has three profiles:
* $110 CAD - all Toronto employees are eligible
* €80 EUR - all Paris employees are eligible
* $120 AUD - all Sydney employees are eligible
When you hire an employee in Dublin, Ireland, what amount does Workday default?

A. $0 USD
B. $100 USD
C. €80 EUR
D. €0 EUR

Answer: B

Explanation:
* The allowance plan has adefault = $100 USD, plusprofiles for Toronto, Paris, Sydney.
* Dublin (Ireland) does not have a profile yet, so Workday defaults to theplan default value.
* Since the default is$100 USD, that is the value assigned at hire.
Why not the others?
* A. €0 EUR# No such rule; Workday always uses defaults when profiles are missing.
* C. €80 EUR# That's Paris profile, not Dublin.
* D. $0 USD# Incorrect because the plan default is not zero but $100.
References:
Workday Pro Compensation - Allowance Plan Defaults vs Profiles:If no profile exists for location, the default value applies.
Workday Community - Compensation Plan Defaulting Rules.

NEW QUESTION # 41
......

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