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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

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

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.

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WorkdayProCompensationExam Sample Questions (Q16-Q21):

NEW QUESTION # 16
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. What configuration allows the company to enter one total compensation amount for employees based in Milan?

A. Manage Basis Total
B. Total Salary & Allowances
C. Eligible Earnings Override
D. Total Base Pay

Answer: A

Explanation:
* The company wants to enterone total compensation amountfor Milan employees instead of entering salary, allowance, and bonus separately.
* This is achieved byManage Basis Total, which allows admins to configuretotal comp entryat the worker level while Workday allocates automatically across plans.
* This simplifies data entry for regions where comp is communicated as atotal package.
Why not the others?
* A. Eligible Earnings Override# Used for payroll overrides, not comp plan entry.
* C. Total Base Pay# Only includes salary + base pay elements, not full compensation package.
* D. Total Salary & Allowances# Not a standard Workday configuration option; the correct feature isManage Basis Total.
References:
Workday Pro Compensation - Manage Basis Total Functionality:Used when companies pay/track one total amount for comp.
Workday Community - European Compensation Configurations (Italy, Milan case).
#Final Verified answer: B. Manage Basis Total

NEW QUESTION # 17
When employees request a one-time payment for themselves, they have access to view and update the Gross Up and Send to Payroll checkboxes. Selecting these options could impact their payment.
How can you prevent employees from updating these options?

A. Remove Employee as Self from the Self-Service: Request One-Time Payment security domain.
B. Configure Optional Fields for Request One-Time Payment to hide the fields.
C. Remove Employee as Self from the Self-Service: Payroll security domain.
D. Configure Optional Fields for Request One-Time Payment for Self to hide the fields.

Answer: D

Explanation:
* Employees requestingone-time payments for selfmay see sensitive options likeGross UporSend to Payroll.
* To prevent them from updating these fields, configureOptional Fields for Request One-Time Payment for Selfand hide the checkboxes.
* This limits their visibility and update access without affecting manager/HR workflows.
Why not the others?
* A. Optional Fields for Request One-Time Payment# Applies to manager/HR use, not self-service.
* C. Remove Employee as Self from self-service comp domain# Would block employees from initiating requests entirely.
* D. Payroll security domain# Payroll security doesn't control compensation request UI fields.
References:
Workday Pro Compensation - Configuring Optional Fields for Self-Service One-Time Payments.

NEW QUESTION # 18
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. Default compensation enables the establishment of compensation guidelines, plans, and plan amounts on a position.
C. Every employee who hires into that position receives the same compensation values.
D. You can view the eligible plans when proposing compensation using the By Compensation Package and Rule or By Compensation Rule options.

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 # 19
A compensation partner runs the Employee Compensation Step Progression Audit report and notices seven employees listed on the report.
What should you do?

A. Use the Set Up Grade Job Profile Adjustment task to update the grade assigned to the employees on the report.
B. Use the Change Job business process to move the employees on the report to a new compensation grade and step.
C. Use the Schedule Automatic Step Progression task to move eligible employees to the next step.
D. Use the Maintain Compensation Steps task and add a progression rule to the steps.

Answer: C

Explanation:
* progressionbut haven't yet been moved to the next step.
* The corrective action is to runSchedule Automatic Step Progression, which processes all eligible employees and updates their step automatically.
Why not the others?
* B. Maintain Compensation Steps + progression rule# Only needed if rules are missing. If employees appear, rules already exist.
* C. Change Job# Not required; step progression is automated.
* D. Set Up Grade Job Profile Adjustment# Used for grade changes, not step progression.
References:
Workday Pro Compensation - Step Progression Process:Audit report + Schedule Automatic Step Progression ensures progression is applied.

NEW QUESTION # 20
What report allows you to view each worker's compensation details including total base pay, compensation package, and compa-ratio, for one or more organizations that you manage or support, and optionally their subordinates?

A. Employee Compensation Details by Job Profile
B. Employee Compensation Audit
C. Compensation Spreadsheet
D. Total Rewards

Answer: C

Explanation:
* TheCompensation Spreadsheet reportprovides a detailed view of:
* Worker'stotal base pay.
* Assignedcompensation package.
* Compa-ratio(position in range).
* Can be scoped by organizations and includes subordinates if required.
Why not the others?
* A. Total Rewards# Worker-facing summary report, not detailed comp admin view.
* B. Employee Compensation Details by Job Profile# Focused on jobs, not individual worker comp breakdown.
* D. Employee Compensation Audit# Audit mismatches, not full comp detail.
References:
Workday Pro Compensation - Reports Overview:Compensation Spreadsheet = detailed comp report by org.

NEW QUESTION # 21
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