Workday Pro Compensation 시험 - Workday실제시험문제와 답 - 55문항

Question No : 1

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

정답:
Explanation:
Since the eligibility rule evaluates pay rate type = salaried, you need to ensure every job profile has the correct 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.
Reference: Workday Pro Compensation C Eligibility Rules & Job Profiles: Pay rate type must be assigned consistently at the job profile level.
Workday Community C Preventing Data Discrepancies in Eligibility.

Question No : 2

A company needs a $500 monthly car allowance for its sales team, paid as a flat amount. The allowance should only be for employees in the Sales job family.
How should you configure this allowance plan?

A.Create a unit-based allowance plan, specifying the number of units and per-unit amount to total $500 monthly. Create an eligibility rule for the Sales job family and assign it to the plan.
B.Create a percent-based allowance plan, specifying the percentage of base pay to equal $500 monthly. Create an eligibility rule for the Sales job family and assign it to the plan.
C.Create an amount-based allowance plan, specifying $500 as the amount, monthly frequency. Create an eligibility rule for the Sales job family and assign it to the plan.
D.Create a reimbursable allowance plan, specifying $500 as the reimbursement amount. Create an eligibility rule for the Sales job family and assign it to the plan.

정답:
Explanation:
The requirement is a flat $500 monthly allowance for Sales employees. Amount-based allowance plan is the correct choice since it supports fixed, recurring payments in a defined currency and frequency.
Adding an eligibility rule ensures only employees in the Sales job family are assigned this allowance.
Why not the others?
A. Unit-based allowance plan → Used when pay is based on number of units (e.g., kilometers, credits), not flat amounts.
B. Percent-based allowance plan → Tied to % of base pay, not a fixed dollar figure.
D. Reimbursable allowance plan → Used for expense reimbursements, not recurring flat
compensation.
Reference: Workday Pro Compensation Training C Allowance Plan Types: Amount-based plans = recurring fixed amounts.
Workday Community C Allowance Plan Configurations.

Question No : 3

You are creating a compensation package.
What can you add to the compensation package?

A.Retirement plan
B.One-time payment plan
C.Calculated plan
D.Future payment plan

정답:
Explanation:
A compensation package is a grouping of multiple compensation plans (salary, allowances, one-time payments, bonuses, etc.).
Workday allows you to bundle one-time payment plans into a package (e.g., relocation bonus, signing bonus).
Why not the others?
A. Retirement plan → Benefits plans are not part of comp packages.
C. Calculated plan → Standalone, not typically added to comp packages.
D. Future payment plan → Not a Workday plan type.
Reference: Workday Pro Compensation C Compensation Package Setup: Lists allowable plan types (salary, allowance, one-time payment).
Workday Community C Offer Package Setup.

Question No : 4

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.Sales employees will automatically be removed from the plan.
B.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.
C.All Australian employees will automatically be enrolled in the plan.
D.A system error will persist.

정답:
Explanation:
If the eligibility rule for Sales / Australia profile is changed to remove “Sales,” then all 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.
Reference: Workday Pro Compensation C Allowance Plan Eligibility Rules: Eligibility changes are enforced during transactions (hire, job change, comp change).
Workday Community C Compensation Profiles and Eligibility Handling.

Question No : 5

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
The HR administrator has made some changes to the Sales job family. The job family now contains the job profile Sales Analyst.
When accessing the Employee Compensation Audit report, what column will highlight the allowance plan for the Sales Analyst?

A.This plan won't appear on the report
B.Assigned Eligible Compensation Components
C.Unassigned Eligible Compensation Components
D.Assigned Ineligible Compensation Components

정답:
Explanation:
The Employee Compensation Audit Report highlights mismatches between eligibility rules and actual assignments.
Since Sales Analyst is part of Sales job family but eligibility rules may not yet reflect this new job profile, the allowance plan appears under Unassigned Eligible Compensation Components → meaning the employee is eligible but has not yet been assigned the component.
Why not the others?
A. Won’t appear → It will appear, because Sales job family has a profile.
B. Assigned Eligible Compensation Components → Only if already assigned.
D. Assigned Ineligible Compensation Components → Not correct, because Sales Analyst job profile makes them eligible.
Reference: Workday Pro Compensation C Audit Reporting: Explains difference between Assigned Eligible, Unassigned Eligible, and Assigned Ineligible.
Workday Community C Compensation Audit Report Usage.

Question No : 6

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.
How do you configure pay ranges for the Software Engineer job profile in each location?

A.Create one compensation grade for each location and attach it to the job profile.
B.Create three compensation grades and attach them to three job profiles.
C.Create one compensation grade with profiles for each location and attach it to the job profile.
D.Create one compensation grade with multiple eligibility rules.

정답:
Explanation:
Compensation grades define pay ranges, and grade profiles allow variation by location, job family, or other attributes.
In this case, the Software Engineer role exists in London, New York, and Milan, so the best practice is to:
Create one compensation grade (Software Engineer).
Add grade profiles for each location, each with its own pay range.
Attach the grade (with all profiles) to the job profile.
Why not the others?
A. One grade per location → Duplicates maintenance effort; profiles exist for this purpose.
B. Three grades tied to three job profiles → Unnecessary; job profile is the same role globally.
D. One grade with eligibility rules → Eligibility determines who qualifies, not pay ranges per location.
Reference: Workday Pro Compensation C Compensation Grades & Profiles Guide: Profiles allow different pay ranges for same grade across locations.
Workday Community C Global Grade Profiles Best Practice.

Question No : 7

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.Manage Basis Total
C.Total Base Pay
D.Total Salary & Allowances

정답:
Explanation:
The company wants to enter one total compensation amount for Milan employees instead of entering salary, allowance, and bonus separately.
This is achieved by Manage Basis Total, which allows admins to configure total comp entry at the worker level while Workday allocates automatically across plans.
This simplifies data entry for regions where comp is communicated as a total 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 is
Manage Basis Total.
Reference: Workday Pro Compensation C Manage Basis Total Functionality: Used when companies pay/track one total amount for comp.
Workday Community C European Compensation Configurations (Italy, Milan case).
✅ Final Verified Answer
B. Manage Basis Total

Question No : 8

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.Total Pay (Mexico)
B.Salary and Seniority
C.Total Compensation Sales
D.Total Compensation Non-Sales

정답:
Explanation:
The employee is a full-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 for both, the ranking determines priority.
Ranking:
(10) India
(20) Non-Sales
(30) Sales
(40) Mexico
Normally, the lowest ranking number (highest priority) applies. But because geography-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.
Reference: Workday Pro Compensation C Basis Ranking Rules: Geographic-specific bases override general ones if employee qualifies.
Workday Community C Configurable Compensation Basis Prioritization.

Question No : 9

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.Create and assign a fixed compensation basis.
B.Only include compensation plans. Remove retirement plans.
C.Select the Manage Basis Total checkbox and enter a salary plans maximum of 50.
D.Move the compensation basis ranking to 50.

정답:
Explanation:
For Total Cost (India), the requirement is that only 50% of total comp should be allocated toward salary plans.
This is achieved by using the Manage 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.
Reference: Workday Pro Compensation C Configurable Compensation Basis: Manage Basis Total allows control over contribution % for plan categories.
Workday Community C India Compensation Setup Example.
✅ Final Verified Answer
C. Manage Basis Total with 50% salary maximum.

Question No : 10

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.Update the Base Pay Elements field on the Mexico grade profiles to include the family allowance compensation element.
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.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.

정답:
Explanation:
Base Pay Elements on a grade profile determine which compensation plans/elements are included in Total Base Pay.
In this scenario, Mexico employees already have Base Pay + 13th Month included. To ensure Family Allowance is also counted as part of total base pay, you must add the family allowance element directly in the Base Pay Elements field of 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.
Reference: Workday Pro Compensation C Compensation Grades Guide: Base Pay Elements define what counts toward total base pay.
Workday Community C 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

Question No : 11

Refer to the following scenario to answer the question below.
An allowance plan has a default value of $100 USD.
The plan has three profiles:
$110 CAD - all Toronto employees are eligible
80 EUR - all Paris employees are eligible
$120 AUD - all Sydney employees are eligible
When you hire an employee in Dublin, Ireland, what amount does Workday default?

A.0 EUR
B.$100 USD
C.80 EUR
D.$0 USD

정답:
Explanation:
The allowance plan has a default = $100 USD, plus profiles for Toronto, Paris, Sydney.
Dublin (Ireland) does not have a profile yet, so Workday defaults to the plan default value.
Since the default is $100 USD, that is the value assigned at hire.
Why not the others?
A. 0 EUR → No such rule; Workday always uses defaults when profiles are missing.
C. 80 EUR → That’s Paris profile, not Dublin.
D. $0 USD → Incorrect because the plan default is not zero but $100.
Reference: Workday Pro Compensation C Allowance Plan Defaults vs Profiles: If no profile exists for location, the default value applies.
Workday Community C Compensation Plan Defaulting Rules.

Question No : 12

Refer to the following scenario to answer the question below.
An allowance plan has a default value of $100 USD.
The plan has three profiles:
$110 CAD - all Toronto employees are eligible
80 EUR - all Paris employees are eligible
$120 AUD - all Sydney employees are eligible
You want to give employees in Dublin, Ireland 90 EUR in the allowance.
How can you ensure that employees in Ireland receive the correct localized amount during hire without affecting the rate for employees hired in the US?

A.Use the Edit Allowance Plan task and add a 90 EUR plan profile for Ireland.
B.Use the Request Compensation Change business process and update the amount to 90 EU
C.Use the Set Up Allowance Plan Adjustment task and select the No Override checkbox.
D.Use the Set Up Allowance Plan Adjustment task and update the plan default value to 90 EU

정답:
Explanation:
The correct way to give Dublin employees 90 is to add a new plan profile specific to Ireland.
Profiles localize allowance values by country/region, ensuring correct defaults without disrupting global defaults.
Why not the others?
B. Request Compensation Change → Manual, per employee, not scalable.
C. Set Up Allowance Plan Adjustment C No Override → Adjustment applies to default, not region-specific.
D. Update plan default value → Would wrongly affect US and all other non-profile employees.
Reference: Workday Pro Compensation C Allowance Plan Profiles: Profiles localize compensation by currency/location.
Workday Community C Setting Profiles in Allowance Plans.

Question No : 13

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.One-time payment plan
C.Unit salary plan
D.Period salary plan

정답:
Explanation:
A Unit Salary Plan pays based on units worked (e.g., miles, credits, or kilometers).
In this case, pilots earn extra based on kilometers flown, making unit salary plan the correct choice.
It also supports estimation of wages for 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.
Reference: Workday Compensation Plans Training: Unit salary plans are designed for recurring, unit-driven pay like teaching credits or mileage.
Workday Community C Unit Salary Plans.

Question No : 14

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

정답:
Explanation:
Compensation grades in Workday define pay ranges (minimum, midpoint, maximum) for job profiles. Their purpose is guidance during 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 by compensation elements, not grades.
C. Overtime eligibility → Determined by work hours & worker type, not grades.
D. Compensation basis for reporting → Controlled by comp basis setup, not grades.
Reference: Workday Pro Compensation Training C Compensation Grades: Defines grades as “guidelines for pay ranges used during compensation transactions.”
Workday Community C Compensation Grades Overview.

Question No : 15

A company's employees based in Italy get paid 13 times in the year compared to the rest of the employees.
What base pay plan supports additional months, weeks, or days of pay?

A.Unit salary plan
B.Hourly plan
C.Period salary plan
D.Salary plan

정답:
Explanation:
A Period Salary Plan in Workday supports paying employees more than 12 times per year (e.g., 13 or 14 payments for regions like Italy or Spain).
This allows payroll to spread annual salary across the correct number of pay periods.
Why not the others?
A. Unit salary plan C Pays based on units (like per credit hour for faculty), not extra months.
B. Hourly plan C Pays by worked hours, not relevant to salaried employees.
D. Salary plan C Standard salary plan assumes 12 months and does not support extra pay periods.
Reference: Workday Pro Compensation C Salary Plans Overview: Period salary plans are designed for geographies with >12 pay cycles per year.
Workday Community C Global Compensation Setup: Confirms Italy’s 13-month pay is supported via Period Salary Plan.

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