Pass the Workday Human Capital Management Workday-Pro-Compensation Questions and answers with ExamsMirror

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.

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.

After creating a newallowance plan, you must assign it to all employees who qualify.

TheRollout Compensation Plans to Employeestask is the standard Workday process that mass-assigns plans to all workers who meet the eligibility rules.

This ensures bothcurrent and future eligible employeesreceive the plan automatically.

Why not the others?

B. View Compensation Plan Rollout Process→ Monitoring tool, not an assignment process.

C. Compensation Plan Assignment Audit→ Audit/reporting only, does not assign.

D. Employee Compensation Plans – Allowance report→ Reporting only; still requires manual actions.

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.

In Workday, one-time payments (likesigning bonuses) must flow fromOffer → Hireto remain consistent.

If the signing bonus added duringOfferdoesn’t carry intoHire, it means theHire business processis missing theRequest One-Time Payment subprocess.

Adding it ensures that any one-time payments from the offer are automatically included in the hire event.

Why not the others?

A. Include in package→ Package inclusion allows proposal but doesn’t ensure carry-forward into Hire.

B. Add approval step→ Workflow step won’t fix missing subprocess link.

D. Update security policy→ Security won’t solve missing subprocess configuration.

APeriod Salary Planin 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– Pays based on units (like per credit hour for faculty), not extra months.

B. Hourly plan– Pays by worked hours, not relevant to salaried employees.

D. Salary plan– Standard salary plan assumes 12 months and does not support extra pay periods.

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.

Out of Order Compensation Changes Reportidentifies employees with compensation changes enteredwith earlier effective dates than existing future-dated changes.

This prevents conflicts in comp history and ensures payroll/comp processing accuracy.

Why not the others?

A. Employee Compensation Audit→ Audits eligibility and assignment mismatches, not date conflicts.

B. Future Payment Audit→ Focuses on scheduled payments, not comp changes.

D. Compensation Changes→ General report, doesn’t flag sequencing issues.

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.

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.