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Practice Workday-Pro-Compensation Exams Free, Workday-Pro-Compensation New Practice Questions

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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

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

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.

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Workday-Pro-Compensation New Practice Questions | Latest Workday-Pro-Compensation Test Online

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WorkdayProCompensationExam Sample Questions (Q21-Q26):

NEW QUESTION # 21
What is the primary purpose of assigning a Compensation Grade to a Job Profile?

A. To determine employees' eligibility for bonus plans
B. To default the salary or hourly range for employees in that job
C. To establish employees' default compensation frequency
D. To set employees' target compensation amount

Answer: B

Explanation:
* Assigning acompensation grade to a job profilelinks that job to adefined pay range(min, midpoint, max).
* This ensures that whenever employees are hired or promoted into the job profile, Workdaydefaults the pay range guidanceautomatically.
* Managers and HR can then use this information to propose fair and competitive pay.
Why not the others?
* B. Target compensation amount# Target comp is usually set at the employee or plan level, not the grade.
* C. Eligibility for bonus plans# Controlled viaeligibility rules, not compensation grades.
* D. Compensation frequency# Determined byplan setup (annual, monthly, hourly), not by grades.
References:
Workday Pro Compensation - Compensation Grades & Profiles:Grades default ranges for jobs, guiding compensation decisions.
Workday Community - Job Profile & Grade Integration.

NEW QUESTION # 22
You must make a change to an employee's salary without changing other worker details.
What task will you use to make the ad hoc change?

A. Transfer, Promote or Change Job
B. Request Compensation Change
C. Request One-Time Payment
D. Request Grade Change

Answer: B

Explanation:
* The taskRequest Compensation Changeis specifically forupdating salary or allowanceswithout affecting other worker details (position, job, location).
* This allows an ad hoc adjustment to salary while leaving the rest of the worker's profile unchanged.
Why not the others?
* A. Transfer/Promote/Change Job# Used when job details (title, location, org) change, not just pay.
* C. Request Grade Change# Alters grade, not salary directly.
* D. Request One-Time Payment# Temporary, ad hoc payments, not ongoing salary.
References:
Workday Pro Compensation - Compensation Changes Guide:Salary adjustments without job changes use Request Compensation Change.

NEW QUESTION # 23
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 Run Eligibility Rules when there is Requisition Compensation setting in Edit Tenant Setup - HCM.
D. Select the Enable Defaulting Based on Changes to Guidelines setting in Edit Tenant Setup - HCM.

Answer: C

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 # 24
A salary plan uses an eligibility rule that evaluates if pay rate type is salaried.
To minimize data discrepancies, what configuration do you complete next?

A. Assign the salary plan to job profiles.
B. Assign a pay rate type to job requisitions.
C. Modify the eligibility rule to evaluate all job profiles.
D. Assign pay rate types to job profiles.

Answer: D

Explanation:
* Since the eligibility rule evaluatespay rate type = salaried, you need to ensure every job profile has thecorrect pay rate type assigned.
* This prevents mismatches where employees may not qualify for the salary plan due to missing or inconsistent data.
Why not the others?
* A. Modify rule to evaluate all job profiles# Broadens scope incorrectly; doesn't ensure data integrity.
* C. Pay rate type on job requisitions# Impacts recruiting, not existing employee eligibility.
* D. Assign salary plan to job profiles# Comes after ensuring the pay rate type is consistently set.
References:
Workday Pro Compensation - Eligibility Rules & Job Profiles:Pay rate type must be assigned consistently at the job profile level.
Workday Community - Preventing Data Discrepancies in Eligibility.

NEW QUESTION # 25
A company is in the process of introducing pay ranges for specific job profiles to ensure fair and competitive compensation, which are implemented as compensation grades in Workday. What role do compensation grades fulfill within the Workday compensation framework?

A. To connect the salary amount to payroll earnings.
B. To provide guidance when entering pay rates during a transaction.
C. To determine the employee's eligibility for overtime pay.
D. To calculate which compensation basis is used for reporting.

Answer: B

Explanation:
* Compensation gradesin Workday definepay ranges(minimum, midpoint, maximum) for job profiles.
* Their purpose isguidanceduring compensation transactions (hire, promotion, merit increase, etc.), ensuring pay is competitive and consistent.
* They do not enforce payroll mapping or overtime eligibility directly but help managers and HR align salary offers to market ranges.
Why not the others?
* B. Connect salary to payroll# That is done bycompensation elements, not grades.
* C. Overtime eligibility# Determined bywork hours & worker type, not grades.
* D. Compensation basis for reporting# Controlled bycomp basis setup, not grades.
References:
Workday Pro Compensation Training - Compensation Grades:Defines grades as "guidelines for pay ranges used during compensation transactions." Workday Community - Compensation Grades Overview.

NEW QUESTION # 26
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