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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

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

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.

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 (Q56-Q61):

NEW QUESTION # 56
You are creating a compensation eligibility rule. The entry you are making in the Source External Field or Condition Rule column is displaying all valid fields and eligibility rules.
How can you exclude other condition rules?

A. Enter your search in all capital letters.
B. Place an asterisk before your entry.
C. Enter the prefix "field:" first before your entry.
D. Enclose your entry in brackets.

Answer: C

Explanation:
* In eligibility rule setup, theSource External Field or Condition Rulecolumn shows both fields and condition rules.
* To restrict your entry tofields only, Workday requires theprefixfield:.
* Example: enteringfield:Worker Typeensures only fields appear, excluding other condition rules.
Why not the others?
* B. Brackets# Not a recognized syntax.
* C. All caps# Doesn't change filtering behavior.
* D. Asterisk# Used for wildcard searches, not filtering.
References:
Workday Pro Compensation - Eligibility Rule Building Guide:Syntax uses prefixes such asfield:to filter available options.
Workday Community - Condition Rule Entry Best Practices.

NEW QUESTION # 57
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 Retain Basis Total for MBT Employees on the Set Up Allowance Plan Adjustment task.
D. Select Adjust to New Defaults on the Set Up Allowance Plan Adjustment task.

Answer: C

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 # 58
Refer to the following scenario to answer the question below.
A company with salaried and hourly employees has headquarters in London with additional offices in New York and Milan. How do you configure pay ranges for the Software Engineer job profile in each location?

A. Create one compensation grade with profiles for each location and attach it to the job profile.
B. Create one compensation grade for each location and attach it to the job profile.
C. Create one compensation grade with multiple eligibility rules.
D. Create three compensation grades and attach them to three job profiles.

Answer: A

Explanation:
* Compensationgradesdefine pay ranges, andgrade profilesallow variation bylocation, job family, or other attributes.
* In this case, the Software Engineer role exists inLondon, New York, and Milan, so the best practice is to:
* Createone compensation grade(Software Engineer).
* Addgrade profilesfor each location, each with its own pay range.
* Attach thegrade(with all profiles) to the job profile.
Why not the others?
* A. One grade per location# Duplicates maintenance effort; profiles exist for this purpose.
* B. Three grades tied to three job profiles# Unnecessary; job profile is the same role globally.
* D. One grade with eligibility rules# Eligibility determines who qualifies, not pay ranges per location.
References:
Workday Pro Compensation - Compensation Grades & Profiles Guide:Profiles allow different pay ranges for same grade across locations.
Workday Community - Global Grade Profiles Best Practice.

NEW QUESTION # 59
A company wants to create a compensation basis for their sales team. This basis should include:
* Base salary
* Monthly commission earnings
* Quarterly bonus plan
How should they configure this compensation basis?

A. Create a calculation compensation basis, including salary, commission, and bonus plan.
B. Use the total salary and allowances compensation basis and add the bonus plan.
C. Define a new compensation grade and assign the relevant compensation plans.
D. Create a configurable compensation basis, including salary, commission, and bonus plan.

Answer: D

Explanation:
* Aconfigurable compensation basisallows you to definewhat plans contribute to compensation calculations.
* For the sales team, the basis should include:
* Base salary (salary plan).
* Monthly commission earnings (commission plan).
* Quarterly bonus plan (bonus plan).
* Configurable compensation bases are designed for flexible aggregation of multiple comp plans.
Why not the others?
* B. Total salary and allowances basis# Covers only salary + allowance, does not include bonus
/commission.
* C. Compensation grade# Defines ranges, not aggregation of comp plans.
* D. Calculation compensation basis# Not a Workday configuration type (confusion with calculated fields).
References:
Workday Pro Compensation - Configurable Compensation Bases: Allow inclusion of salary, allowances, commissions, bonuses.

NEW QUESTION # 60
A mobile allowance plan has an amount of $150 per month. The new amount will be $200 for those employees using the plan. Employees using an override amount will keep their current difference.
How will you update the plan target and maintain current differences?

A. Change the allowance plan amounts and rollout the plan to all eligible workers.
B. Use the Set Up Allowance Plan Adjustment task and select Adjust to New Defaults for Employees Using Override.
C. Use the Remove Compensation Plan process and rollout the new plan to all eligible workers.
D. Use the Set Up Allowance Plan Adjustment task and select Adjust by Same Amounts for Employees Using Override.

Answer: D

Explanation:
* The business requirement: Raise the defaultmobile allowance from $150 # $200, butkeep employees with override amounts at their current difference.
* UsingSet Up Allowance Plan Adjustmentwith the optionAdjust by Same Amounts for Employees Using Overrideensures that:
* The default is increased by $50.
* Employees with overrides will also receive a $50 adjustment (preserving their override difference).
Why not the others?
* B. Change plan amounts & rollout# Would overwrite override amounts, losing differences.
* C. Remove and rollout new plan# Unnecessary and disruptive.
* D. Adjust to New Defaults# Would reset overrides to default, eliminating differences.
References:
Workday Pro Compensation - Allowance Plan Adjustments:Adjust by same amount option maintains override differences.
Workday Community - Managing Plan Adjustments.

NEW QUESTION # 61
......

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