Workday-Pro-Compensation Exam Dumps - Workday Human Capital Management Questions and Answers

TheEmployee Compensation Audit reportshows, for each worker:

Assigned & eligiblecompensation components.

Unassigned but eligiblecomponents.

Assigned but ineligiblecomponents.

This makes it the primary tool for validating comp assignments against eligibility rules.

Why not the others?

A. Employee Compensation Details by Job Profile→ Focuses on job profiles, not assignment eligibility.

C. Compensation Summary→ Summary-level report, not eligibility vs. assignment detail.

D. Compensation Rule Assignment→ Shows rules applied to plans, not worker assignment detail.

When setting up acar allowance plan(or any allowance/compensation plan in Workday), you must ensure that it is tied to payroll through the correctcompensation element.

Here’s the breakdown of the options:

Maintain Compensation Elements✅

This task is where youcreate, configure, and manage compensation elements.

Everycompensation plan(like salary, allowance, bonus) must be associated with acompensation element, which then links topayroll earningsfor processing.

For acar allowance, you would create a new compensation element (type = allowance) so that payroll can recognize and pay it.

Maintain Compensation Element Groups

This is used to group multiple compensation elements together for easier administration, reporting, or eligibility rules.

It does not create the element itself, so it’s not the right task here.

Map Compensation Elements to Payroll Earnings

This step is necessaryafterthe element exists, to map the element to the correctpayroll earning code(so payroll knows how to pay it).

However, you can’t map something that hasn’t been created yet.

Edit Tenant Setup HCM

This is a higher-level tenant configuration task for broad HCM settings (security, defaults, integrations, etc.).

It is not used for creating compensation elements.

????The correct first step to create acar allowance compensation plan that can be processed by payrollis to use the taskMaintain Compensation Elements.

References (Workday Pro Compensation knowledge & training):

Workday Pro Compensation Training:Compensation elements are the foundation for linking plans to payroll. The “Maintain Compensation Elements” task is where new elements are created.

Workday Community – Compensation Element Setup Guide:Clarifies the difference between creating (Maintain Compensation Elements), grouping (Maintain Compensation Element Groups), and mapping (Map Compensation Elements to Payroll Earnings).

Workday Payroll & Compensation Integration Documentation:Requires elements to be defined before they can be mapped to earnings.

Maintain Custom Validationsallows you to refine which events validations apply to.

Workday distinguishes betweenRequest One-Time Payment(manager/HR initiated) andRequest One-Time Payment for Self(employee initiated).

By using theOne Time Payment Event for Self field, you can exclude self-service events from being validated by the existing custom validations.

Why not the others?

B. Add new validations→ Would duplicate rules rather than exclude them.

C. Remove Employee as Self from security domain→ Would block employees from submitting requests, not exclude validations.

D. Configure Options Fields→ Controls fields displayed, not validation logic.

During aChange Job, compensation may be recalculated, and plans withno eligibility criteriamay inadvertently be dropped.

Thecompensation partnermustrestore the planafter the transfer usingPropose Compensation Change.

This ensures the employee retains the allowance assignment without disrupting the change job process.

Why not the others?

A. Roll Out Compensation Plans→ Mass rollout, not individual fix.

B. Plan Adjustment→ Adjusts targets/amounts, not restores removed plans.

D. Request Compensation Change→ Typically for ad hoc changes; restoration during job change is handled viaPropose Compensation Change.

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.

If you want to restrict employees so they can only submita single one-time payment per payment event, you must ensure thatMultiple One-Time Payments is not enabledin tenant setup.

When disabled, Workday enforcesone plan per effective date/reason.

Why not the others?

A. Segment security→ Controls data access, not number of payments allowed.

B. Rule-based BP→ Governs approvals/workflow, not structural system behavior.

C. Enable Multiple One-Time Payments→ Would allow multiple entries (opposite of requirement).

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.

If the recruiter cannot change the allowance amount (e.g., from$50 AUD → $100 AUD), the most likely reason is that the allowance plan is configured withNo Overrideselected.

No Overrideprevents users from modifying the default plan amounts during transactions.

Why not the others?

A. Plan not in package→ If missing, it wouldn’t appear at all, not appear but be locked.

B. Eligible for more than one package→ Doesn’t prevent changing amounts.

C. Not eligible for profile→ Would prevent plan assignment, not lock override fields.

InWorkday Compensation, step progression is controlled through a combination ofduration(time-based eligibility) andprogression rules(additional conditions, like hours worked or performance).

Here’s how the scenario breaks down:

Requirement 1 – 12 months of employment

Workday supports step duration, where you can specify that an employee must remain at a step for a defined period before being eligible for the next step.

Setting a duration of12 monthsensures that the employee only becomes eligible for a step increase after completing a year in the role.

Requirement 2 – 400 hours worked

Workday allows you to configurestep progression rulesthat evaluate conditions beyond time, such ashours worked, performance ratings, or other calculated fields tied to the worker.

Aprogression rule counting the number of hours workedensures that the pay increase is not triggered until the employee meets the required 400 hours.

Why not the other options?

A. Assign first step during compensation proposal + 12 months rule– This would only apply the first step, but it doesn’t enforce the “400 hours worked” requirement.

B. Hours worked only– This ignores the requirement of12 months of employment.

C. Duration of 12 months only– This ignores the requirement of400 hours worked.

Thus, onlyD(duration + step progression rule) satisfiesboth conditions simultaneously.

References (from Workday Pro Compensation knowledge & learning resources):

Workday Compensation – Step Progression Configuration:Duration enforces time-in-step, while progression rules allow conditions such as hours worked or performance-based eligibility.

Workday Pro Training Materials (Compensation module):Step increase rules require combiningdurationwitheligibility/progression conditionsfor multi-criteria automation.

Workday Community – Compensation Step Progression Guide:Confirms that when multiple criteria must be met (e.g., tenure and hours worked), they must be configured inboth the duration setting and the progression rule logic.

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.