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Workday Workday-Pro-Compensation Exam Syllabus Topics:

Topic
Details

Topic 1

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 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

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

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

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 (Q35-Q40):

NEW QUESTION # 35
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 # 36
A customer requires an additional month to be paid as per the country's legislative requirements.
How do you configure this?

A. Create a period salary plan with a multiplier of one month.
B. Create a percent-based merit plan.
C. Create a one-time payment plan.
D. Create an amount-based allowance plan with plan profiles for each month.

Answer: A

Explanation:
* Some countries (e.g., Italy, Spain) legally require employees to be paid13 or 14 times per year.
* Workday supports this by using aPeriod Salary Planwith amultiplier, which allows additional months, weeks, or days of pay.
* In this case, to meet the legislation for an extra month, configure theperiod salary plan with a 1-month multiplier.
Why not the others?
* A. Amount-based allowance plan# Allowances are supplemental, not designed for legislated base salary multipliers.
* B. Percent-based merit plan# Merit is performance-based, not a legislative requirement.
* C. One-time payment plan# One-time payments are ad hoc, not recurring annual extra months.
References:
Workday Pro Compensation - Period Salary Plans:Used for countries with 13th/14th month pay requirements.
Workday Community - Regional Compensation Setup Guides.

NEW QUESTION # 37
A manager is proposing compensation for an employee and is only able to assign the car allowance. When the compensation partner approves the compensation change, they are able to assign any allowance plan configured in the tenant, even if the employee is not eligible for those plans.
What security domain allows the compensation partner to assign allowance plans that the employee is not eligible for?

A. Add Compensation Plans: Add Allowance
B. Select Any Compensation Package
C. Worker Data: Compensation Plan Type
D. Worker Data: Compensation for Managers

Answer: A

Explanation:
* The scenario describes acompensation partnerbeing able to assignany allowance plan, even when the employee isnot eligible.
* This is controlled by thesecurity domain "Add Compensation Plans: Add Allowance", which allows users with access to bypass eligibility and directly assign allowance plans.
Why not the others?
* A. Worker Data: Compensation Plan Type# Governs visibility to compensation data, not bypassing eligibility.
* B. Select Any Compensation Package# Pertains to choosing packages, not adding allowance plans outside eligibility.
* C. Worker Data: Compensation for Managers# Grants managers ability to propose comp, but does not override eligibility.
References:
Workday Pro Compensation - Security Domains for Compensation Plans:"Add Compensation Plans: Add Allowance" allows assignment of ineligible allowance plans.

NEW QUESTION # 38
A customer configured a step-based grade with a progression sequence that uses eligibility rules. The design will progress an employee if the employee does not have a poor performance rating.
Performance is measured from 1 - 5, with selection list 1 being poor performance, and selection list 5 being outstanding performance.
The progression sequence is as follows:
* Step 1 is $25 Hourly
* Step 2 is $30 Hourly
* Step 3 is $35 Hourly
What should the conditional logic be?

A. Step 1, Step 2, and Step 3 require condition logic that evaluates if performance review rating is in the selection list 1.
B. Step 2 and Step 3 require condition logic that evaluates if performance review rating is not in the selection list 1.
C. Step 1 and Step 2 require condition logic that evaluates if performance review rating is in the selection list 1.
D. Step 1 and Step 2 require condition logic that evaluates if performance review rating is not in the selection list 1.

Answer: B

Explanation:
* The design requires thatemployees only progress if they do NOT have poor performance (rating = 1).
* Thus:
* Step 1= entry, no condition needed.
* Step 2 and Step 3require conditional logic:Performance rating # 1.
* This ensures employees can only progress beyond Step 1 if their performance is above "poor." Why not the others?
* A. All steps require condition logic rating = 1# Would block all progress (wrong condition).
* C. Step 1 and 2 require # 1# Step 1 is the baseline, no condition required.
* D. Step 1 and 2 require rating = 1# Opposite of requirement, would keep poor performers eligible.
References:
Workday Pro Compensation - Step Progression with Conditional Logic:Conditional rules can block progression based on performance criteria.
Workday Community - Step-based Progression Setup.

NEW QUESTION # 39
On March 5, you need to award a group of employees an equity adjustment base pay increase effective March
1. It will be processed when payroll runs on March 31. You asked managers to communicate the change by March 20.
How can you ensure this increase will not be available to employees in Workday until March 21?

A. Enter an Employee Visibility Date of March 21.
B. Enter an Expected End Date of March 31.
C. Enter an Actual End Date of March 1.
D. Change the Effective Date of the base pay changes to March 5.

Answer: A

Explanation:
* Effective Date (March 1)= When the pay increase is valid for payroll.
* Employee Visibility Date (March 21)= When employees can actually see the change in Workday.
* This allows managers to communicate the increase by March 20, and employees only see it from March
21 onward, while payroll processes it correctly on March 31.
Why not the others?
* A. Expected End Date March 31# Used to close plans, not to control visibility.
* B. Actual End Date March 1# Would end the plan immediately.
* D. Effective Date March 5# Wrong; payroll needs it effective March 1.
References:
Workday Pro Compensation - Effective Dating & Visibility Dates:Visibility date allows decoupling of when changes are effective vs. when employees see them.

NEW QUESTION # 40
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