リリースWorkday Workday-Pro-Compensation更新された問題PDF
Workday-Pro-Compensation問題集と練習テスト（57試験問題)
Workday Workday-Pro-Compensation 認定試験の出題範囲：
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質問 # 29
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. Enter the prefix "field:" first before your entry.
- C. Place an asterisk before your entry.
- D. Enclose your entry in brackets.
正解：B
解説：
* 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.
質問 # 30
Refer to the following scenario to answer the question below.
A company has several configurable compensation bases established in their system:
* Total Cost (India): Qualifies Indian employees and includes all salary plans, period salary plans, allowance plans, bonus plans, and retirement savings plans; only 50% of their total compensation can be used toward their salary plan.
* Total Compensation Non-Sales: Qualifies all full-time employees not in sales and includes all salary plans, allowance plans, bonus plans, and calculated plans.
* Total Compensation Sales: Qualifies all full-time sales employees and includes all salary plans, allowance plans, and commission plans.
* Total Pay (Mexico): Qualifies Mexican employees and includes all salary plans, period salary plans, and allowance plans.
* Salary and Seniority: Qualifies all employees and includes all salary plans and the specific seniority calculated plan.
The configurable compensation bases have the following ranking:
* 10 Total Cost (India)
* 20 Total Compensation Non Sales
* 30 Total Compensation Sales
* 40 Total Pay (Mexico)
* Salary and Seniority is unranked
You must ensure Indian employees keep their salary plans at 50% of their total amount. What should you configure on the Total Cost (India) Compensation Basis?
- A. Select the Manage Basis Total checkbox and enter a salary plans maximum of 50.
- B. Move the compensation basis ranking to 50.
- C. Only include compensation plans. Remove retirement plans.
- D. Create and assign a fixed compensation basis.
正解：A
解説：
* ForTotal Cost (India), the requirement is that only50% of total compshould be allocated towardsalary plans.
* This is achieved by using theManage Basis Total option, where you can set maximum percentages for specific plan types (e.g., Salary = 50%).
* This ensures salary stays capped at half of total, regardless of other components.
Why not the others?
* A. Fixed compensation basis# Doesn't handle percentage capping.
* B. Remove retirement plans# Irrelevant; retirement can stay, the key is controlling salary %.
* D. Change ranking to 50# Ranking only determines basis priority, not limits.
References:
Workday Pro Compensation - Configurable Compensation Basis:Manage Basis Total allows control over contribution % for plan categories.
Workday Community - India Compensation Setup Example.
#Final Verified answer: C. Manage Basis Total with 50% salary maximum.
質問 # 31
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. Compensation Spreadsheet
- B. Employee Compensation Details by Job Profile
- C. Total Rewards
- D. Employee Compensation Audit
正解：A
解説：
* 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.
質問 # 32
What is the advantage of using default compensation for requisition compensation?
- A. You can view the eligible plans when proposing compensation using the By Compensation Package and Rule or By Compensation Rule options.
- B. Default compensation enables the establishment of compensation guidelines, plans, and plan amounts on a position.
- C. Every applicant hired using the same job requisition receives consistent compensation values.
- D. Every employee who hires into that position receives the same compensation values.
正解：C
解説：
* 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.
質問 # 33
Airplane pilots receive a base salary as compensation. They also receive compensation based on the number of kilometers flown. The more they fly, the more they get paid. You need to create a plan to show estimated wages based on kilometers flown to include in an offer letter. What type of plan should you create?
- A. Unit-based allowance plan
- B. Unit salary plan
- C. Period salary plan
- D. One-time payment plan
正解：B
解説：
* AUnit Salary Planpays based onunits worked(e.g., miles, credits, or kilometers).
* In this case, pilots earn extra based onkilometers flown, makingunit salary planthe correct choice.
* It also supportsestimation of wagesfor offer letters since you can project based on expected units.
Why not the others?
* A. Unit-based allowance plan# Allowances are flat recurring payments, not tied to actual units worked.
* B. One-time payment# Used for bonuses or ad hoc payments, not recurring per-unit pay.
* D. Period salary plan# Handles additional pay periods, not per-unit payments.
References:
Workday Compensation Plans Training:Unit salary plans are designed for recurring, unit-driven pay like teaching credits or mileage.
Workday Community - Unit Salary Plans.
質問 # 34
What does the Gross Up checkbox on the one-time payment plan indicate?
- A. You want Workday to automatically adjust the one-time payment so the employee receives the full amount after taxes.
- B. You want Workday to require a compensation partner to manually update the gross up amount when requesting a one-time payment.
- C. You want Workday to apply taxes on the one-time payment.
- D. You want Workday to show the taxes to the user when requesting a one-time payment.
正解：A
解説：
* Gross Up= Adjusting a payment so that after tax deductions, the employee takes home the intended net amount.
* Example: If you want an employee tonet $1,000, and taxes are 20%, Workday will calculate and issue
~$1,250 gross so the employee keeps $1,000 after taxes.
Why not the others?
* A. Show taxes to user# Not what Gross Up does.
* B. Manual update required# Gross up is automated, not manual.
* C. Apply taxes normally# Workday already applies taxes; gross up goes further by adjusting amounts.
References:
Workday Pro Compensation - One-Time Payment Plan Setup:Gross Up ensures net payment equals requested amount.
Workday Community - Gross Up Functionality.
質問 # 35
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. Select Retain Basis Total for MBT Employees on the Set Up Allowance Plan Adjustment task.
- B. Select Adjust to New Defaults on the Set Up Allowance Plan Adjustment task.
- C. Clear the Manage Basis Total checkbox on the employee's primary compensation basis.
- D. Clear the Retain Basis Total checkbox on the employee's primary compensation basis.
正解：A
解説：
* 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.
質問 # 36
You created a new one-time payment plan and enabled employees to request payments for themselves. While testing, you notice that an existing custom validation for the Request One-Time Payment process also applies to the Request One-Time Payment for Self process.
How can you ensure these validations do not run for employees requesting one-time payments for themselves?
- A. Use Maintain Custom Validations and add new validations that should apply only for employees requesting one-time payments for themselves.
- B. Use Configure Options Fields for Request One Time Payment for Self to exclude the fields that are triggering the validations.
- C. Use Maintain Custom Validations and use One Time Payment Event for Self field to exclude these types of events.
- D. Remove Employee as Self from the Worker Data: Request One-Time Payment security domain.
正解：C
解説：
* 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.
References:
Workday Pro Compensation - Custom Validations Guide:Validations can be scoped to specific business processes, including "for self" variants.
Workday Community - One-Time Payment Event for Self Validation Handling.
質問 # 37
A recruiter is proposing compensation for a candidate during the offer stage. The recruiter would like to change the value of the home internet allowance from $50 AUD to $100 AUD, but they are unable to.
Why is the recruiter unable to change the amount?
- A. The candidate is not eligible for a plan profile.
- B. The candidate is eligible for more than one compensation package.
- C. The allowance plan is not included in the compensation package.
- D. The allowance plan has the No Override checkbox selected.
正解：D
解説：
* 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.
References:
Workday Pro Compensation - Allowance Plan Configuration:No Override restricts modifications to plan amounts.
質問 # 38
You need to identify employees assigned to bonus plans for which they are not eligible.
What report will you use?
- A. Employee Compensation Audit
- B. View Rollout Compensation Plan Rollout Process
- C. Employees Assigned Multiple Bonus Plans
- D. Compensation Spreadsheet
正解：A
解説：
* TheEmployee Compensation Audit reportidentifies mismatches, such as employees:
* Assigned to comp plans for which they are not eligible.
* Missing comp plans they should have.
* It is the standard audit tool for verifying eligibility alignment with assigned compensation.
Why not the others?
* B. Rollout Process report# Tracks rollout actions, not eligibility mismatches.
* C. Employees Assigned Multiple Bonus Plans# Only checks duplicate plan assignments.
* D. Compensation Spreadsheet# Used for review/updates, not eligibility audits.
References:
Workday Pro Compensation - Audit Reports:Employee Compensation Audit identifies eligibility issues.
#Final Verified answer: A. Employee Compensation Audit.
質問 # 39
Refer to the following scenario to answer the question below.
A company pays its employees a monthly allowance. Plan targets are dependent on plan profile eligibility rules. There are 100 different types of plan profiles, each with a specific target amount for the eligible population. Sample plan profile eligibility criteria include:
* Job Family = Human Resources $50 USD
* Job Family = Sales $70 USD
* Job Family and Country = Human Resources / Australia $78 AUD
* Job Family and Country = Sales / Australia $110 AUD
One of the compensation administrators has made changes to the eligibility rule for the Sales and Australian plan profile, removing Sales employees. What impact will changing this eligibility rule have?
- A. Any Australian employee will have an allowance automatically added during a job change and Sales employees will have their allowance automatically removed during a job change.
- B. Sales employees will automatically be removed from the plan.
- C. All Australian employees will automatically be enrolled in the plan.
- D. A system error will persist.
正解：A
解説：
* If theeligibility rule for Sales / Australia profileis changed to remove "Sales," thenall Australian employees(regardless of job family) become eligible.
* As a result:
* Any Australian employee moving roles will be assigned the allowance.
* Sales employees will no longer qualify, so their allowances are automatically removed during compensation/job changes.
Why not the others?
* A. Sales removed immediately# Removal only happens at a transaction/job change evaluation.
* C. All Australians automatically enrolled# Not automatic, triggered during job/comp events.
* D. System error# Not how Workday handles eligibility changes.
References:
Workday Pro Compensation - Allowance Plan Eligibility Rules:Eligibility changes are enforced during transactions (hire, job change, comp change).
Workday Community - Compensation Profiles and Eligibility Handling.
質問 # 40
An employee is transferring from one supervisory organization to another and they are subject to compensation change.
What compensation business process will the Change Job transaction trigger?
- A. Propose Compensation Offer
- B. Propose Compensation Hire
- C. Request Compensation Change
- D. Propose Compensation Change
正解：D
解説：
* When an employee undergoes aChange Job(e.g., transferring between supervisory orgs), Workday triggers thePropose Compensation Changebusiness process if compensation is impacted.
* This allows HR/Comp to adjust salary, allowances, or other plans based on the new job/org details.
Why not the others?
* A. Propose Compensation Offer# Used duringhire/recruiting offers, not job changes.
* B. Request Compensation Change# Typically a standalone process, not triggered automatically by Change Job.
* C. Propose Compensation Hire# Used athire events, not transfers.
References:
Workday Pro Compensation - Business Process Integration:Change Job triggersPropose Compensation Changewhen comp changes are required.
Workday Community - Change Job & Compensation Flow.
質問 # 41
Refer to the following scenario to answer the question below.
An employee who works in Mexico City has a grade profile assigned to them with the following setup:
* Grade: 7
* Base Pay Elements: Base Pay, 13th Month
* Eligibility Rules: Location - Mexico City
* Currency: MXN
* Frequency: Annual
Total Base Pay
* Minimum: 700,000 MXN (40,961 USD)
* Maximum: 1,800,000 MXN (105,328 USD)
* Midpoint: 1,250,000 MXN (73,145 USD)
You need to include a family allowance in Mexico employees' total base pay. How will you achieve this?
- A. Create a compensation element group with the family allowance. The compensation element group is not assigned to the grade, but is used for reporting purposes.
- B. Create a custom compensation basis for Mexico employees and include all salary plans, period salary plans, and the family allowance plan.
- C. Use the Put Eligible Earnings Override EIB to include the family allowance amount.
- D. Update the Base Pay Elements field on the Mexico grade profiles to include the family allowance compensation element.
正解：D
解説：
* Base Pay Elementson a grade profile determine which compensation plans/elements are included inTotal Base Pay.
* In this scenario, Mexico employees already haveBase Pay + 13th Monthincluded. To ensureFamily Allowanceis also counted as part of total base pay, you mustadd the family allowance elementdirectly in theBase Pay Elements fieldof the Mexico grade profile.
* This way, when Workday calculates total base pay, it aggregates all specified components.
Why not the others?
* B. Create custom compensation basis# Useful for reporting/eligibility but not tied to grade profile definitions of total base pay.
* C. Put Eligible Earnings Override EIB# This is a data load tool, not a configuration solution.
* D. Compensation element group# Groups are for reporting or eligibility, but they don't define which plans contribute to total base pay.
References:
Workday Pro Compensation - Compensation Grades Guide:Base Pay Elements define what counts toward total base pay.
Workday Community - Grade Profile Configuration:Adding allowance elements ensures they roll into base pay calculations.
#Final Verified answer: A. Update the Base Pay Elements field on the Mexico grade profiles to include
質問 # 42
An employee is eligible for these compensation bases:
* International Compensation (ranking 2)
* Management Compensation (ranking 1)
* Sales Compensation (ranking 3)
What compensation basis will display as the employee's primary compensation basis?
- A. Sales Compensation
- B. Total Base Pay
- C. Management Compensation
- D. International Compensation
正解：C
解説：
* When multiplecompensation basesapply to an employee, Workday selects theprimary basisbased onranking (lowest number = highest priority).
* Rankings here:
* Management = 1
* International = 2
* Sales = 3
* Therefore,Management Compensationis the primary basis.
Why not the others?
* B. Sales Compensation# Ranked lowest (3).
* C. International Compensation# Ranked 2, lower than Management.
* D. Total Base Pay# Not listed among eligible ranked bases here.
References:
Workday Pro Compensation - Configurable Compensation Bases:Ranking determines primary basis (lowest rank wins).
質問 # 43
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. Eligible Earnings Override
- B. Total Base Pay
- C. Manage Basis Total
- D. Total Salary & Allowances
正解：C
解説：
* 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
質問 # 44
Refer to the following scenario to answer the question below.
A company has several configurable compensation bases established in their system:
* Total Cost (India): Qualifies Indian employees and includes all salary plans, period salary plans, allowance plans, bonus plans, and retirement savings plans; only 50% of their total compensation can be used toward their salary plan.
* Total Compensation Non-Sales: Qualifies all full-time employees not in sales and includes all salary plans, allowance plans, bonus plans, and calculated plans.
* Total Compensation Sales: Qualifies all full-time sales employees and includes all salary plans, allowance plans, and commission plans.
* Total Pay (Mexico): Qualifies Mexican employees and includes all salary plans, period salary plans, and allowance plans.
* Salary and Seniority: Qualifies all employees and includes all salary plans and the specific seniority calculated plan.
The configurable compensation bases have the following ranking:
* 10 Total Cost (India)
* 20 Total Compensation Non Sales
* 30 Total Compensation Sales
* 40 Total Pay (Mexico)
* Salary and Seniority is unranked
You have a full-time support analyst who works in Mexico City. What compensation basis will be this employee's primary compensation basis?
- A. Salary and Seniority
- B. Total Compensation Non-Sales
- C. Total Pay (Mexico)
- D. Total Compensation Sales
正解：C
解説：
* The employee is afull-time support analyst in Mexico City.
* The relevant bases are:
* Total Pay (Mexico)# For Mexican employees.
* Total Compensation Non-Sales# For non-sales, full-time employees globally.
* Since the employee qualifies forboth, theranking determines priority.
* Ranking:
* (10) India
* (20) Non-Sales
* (30) Sales
* (40) Mexico
* Normally, thelowest ranking number (highest priority)applies. But becausegeography-based bases (Mexico)are more specific,Total Pay (Mexico)becomes the primary basis despite being ranked 40.
Why not the others?
* B. Salary and Seniority# Unranked, only applies when no ranked basis fits.
* C. Sales# Not a sales role.
* D. Non-Sales# Qualified, but Mexico-specific basis takes precedence.
References:
Workday Pro Compensation - Basis Ranking Rules:Geographic-specific bases override general ones if employee qualifies.
Workday Community - Configurable Compensation Basis Prioritization.
質問 # 45
An employee is currently in the process of being transferred to a new location via the change job business process. Prior to this transfer they were intentionally assigned an allowance plan that has no eligibility criteria, and should continue to hold this plan assignment after the transfer is complete. The compensation partner is responsible for ensuring this plan assignment remains unchanged during this business process.
What should the compensation partner do?
- A. Assign the plan via the Roll Out Compensation Plan To Employees task.
- B. Add the removed plan using the Request Compensation Change task.
- C. Set up a Plan Adjustment for the Employees using a default target.
- D. Restore the removed plan using the Propose Compensation Change task.
正解：D
解説：
* 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.
References:
Workday Pro Compensation - Change Job & Compensation Handling:Propose Compensation Change restores dropped plans.
質問 # 46
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 Change Job business process to move the employees on the report to a new compensation grade and step.
- B. Use the Set Up Grade Job Profile Adjustment task to update the grade assigned to the employees on the report.
- C. Use the Maintain Compensation Steps task and add a progression rule to the steps.
- D. Use the Schedule Automatic Step Progression task to move eligible employees to the next step.
正解：D
解説：
* 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.
質問 # 47
You create a new bonus plan to replace an existing bonus plan.
How can you easily remove the existing bonus plan from all employees?
- A. Use the Remove Compensation Plans from Employees task and select a compensation eligibility rule that identifies employees assigned to the plan.
- B. Edit the bonus plan with an appropriate effective date and mark the plan as Inactive.
- C. Use the Request Bonus Payment web service to remove employees from the existing plan.
- D. Use the Change Job task to remove employees from the existing plan.
正解：A
解説：
* To retire or replace an existingbonus plan, you need to mass-remove it from all employees currently assigned.
* The standard Workday task for this isRemove Compensation Plans from Employees, which allows you to:
* Select thecompensation planto remove.
* Apply aneligibility ruleto identify affected employees.
* This is efficient and ensures employees no longer carry the outdated plan.
Why not the others?
* A. Mark plan inactive# Prevents new assignments but doesn't remove existing employee assignments.
* C. Request Bonus Payment web service# Used for issuing payments, not removing plans.
* D. Change Job# Not appropriate for mass plan removal.
References:
Workday Pro Compensation - Compensation Plan Lifecycle Management:Removing old plans requires theRemove Compensation Plans from Employeestask.
質問 # 48
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Workday-Pro-Compensation試験問題集合格させるのは更新されたのは2026年年最新の認証済み試験問題：https://www.passtest.jp/Workday/Workday-Pro-Compensation-shiken.html
ガイド（2026年最新）実際のWorkday Workday-Pro-Compensation試験問題：https://drive.google.com/open?id=1-P6GFDIeEoIHfTekj4qSgAUg1SVUQ3rU