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Workday-Pro-Compensation模擬対策 & Workday-Pro-Compensation試験解説

それでもWorkday-Pro-Compensation認定試験に腹を立て、インターネット上の専門のWorkday-Pro-Compensation学習ガイド教材を無意識に探している場合、受験者がキーの整理に役立つ最高のWorkday-Pro-Compensation試験準備教材を選択するのに良い方法です。知識を効果的かつ迅速に。ご購入前に、参照用に無料のPDFデモをダウンロードできます。製品を購入すると、10分以内に製品を受け取ることができます。Workday-Pro-Compensation試験にあまり時間をかける必要はありませんが、短時間で認定資格を取得できます。

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>> Workday-Pro-Compensation模擬対策 <<

人気のあるWorkday Workday-Pro-Compensation模擬対策 は主要材料 & 最新の更新Workday-Pro-Compensation試験解説

当面の実際のテストを一致させるために、It-PassportsのWorkdayのWorkday-Pro-Compensation問題集の技術者はずべての変化によって常に問題と解答をアップデートしています。それに我々はいつもユーザーからのフィードバックを受け付け、アドバイスの一部をフルに活用していますから、完璧なIt-PassportsのWorkdayのWorkday-Pro-Compensation問題集を取得しました。It-Passportsはそれを通じていつまでも最高の品質を持っています。

WorkdayProCompensationExam 認定 Workday-Pro-Compensation 試験問題 (Q53-Q58):

質問 # 53
What is the purpose of the compensation element?

• A. It ties compensation to requisition compensation.
• B. It ties compensation to the eligibility rules.
• C. It ties compensation to payroll earnings.
• D. It ties compensation to benefit deductions.

正解：C

解説：
Acompensation elementin Workday is the foundational link between acompensation plan(e.g., salary, bonus, allowance) andpayroll processing.
* When you assign a compensation plan (like a car allowance, bonus, or salary plan), Workday requires a compensation elementthat directly maps to apayroll earning code.
* This ensures that the pay component flows into payroll correctly, appears on pay slips, and is taxable
/deductible as designed.
Why not the others?
* B. Requisition compensation- Job requisitions use compensation packages for recruiting, but elements are not tied to requisitions.
* C. Eligibility rules- Eligibility determineswhocan receive the plan, not the element itself.
* D. Benefit deductions- Those are handled bybenefit deduction elements, not compensation elements.
References:
Workday Pro Compensation Training:Compensation elements map compensation plans to payroll earnings.
Workday Community - Compensation Elements Overview:Confirms the purpose of elements is payroll integration, not eligibility or benefits.

 

質問 # 54
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 connect the salary amount to payroll earnings.
• B. To calculate which compensation basis is used for reporting.
• C. To determine the employee's eligibility for overtime pay.
• D. To provide guidance when entering pay rates during a transaction.

正解：D

解説：
* Compensation gradesin Workday definepay ranges(minimum, midpoint, maximum) for job profiles.
* Their purpose isguidanceduring 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 bycompensation elements, not grades.
* C. Overtime eligibility# Determined bywork hours & worker type, not grades.
* D. Compensation basis for reporting# Controlled bycomp basis setup, not grades.
References:
Workday Pro Compensation Training - Compensation Grades:Defines grades as "guidelines for pay ranges used during compensation transactions." Workday Community - Compensation Grades Overview.

 

質問 # 55
What report lists all compensation components using any eligibility rule?

• A. Compensation Changes
• B. Employee Compensation Audit
• C. Compensation Rule Assignment
• D. Compensation Spreadsheet

正解：C

解説：
* TheCompensation Rule Assignment reportlistsall compensation components (plans, packages, elements, etc.) that are using eligibility rules.
* This helps administrators verify where and how eligibility rules are applied across the system.
Why not the others?
* B. Employee Compensation Audit# Focuses on mismatches between eligibility and assignments, not all rules in use.
* C. Compensation Spreadsheet# Shows comp details, not eligibility rules.
* D. Compensation Changes# Tracks transaction history, not rule assignments.
References:
Workday Pro Compensation - Audit & Reporting Tools:Rule Assignment report = all components tied to rules.

 

質問 # 56
What report allows you to view the compensation components that the worker is assigned and eligible for, unassigned and eligible for, and assigned and ineligible for?

• A. Compensation Rule Assignment
• B. Compensation Summary
• C. Employee Compensation Details by Job Profile
• D. Employee Compensation Audit

正解：D

解説：
* 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.
References:
Workday Pro Compensation - Employee Compensation Audit Guide.

 

質問 # 57
On March 5, you need to award a group of employees an equity adjustment base pay increase effective March
1. It will be processed when payroll runs on March 31. You asked managers to communicate the change by March 20.
How can you ensure this increase will not be available to employees in Workday until March 21?

• A. Enter an Employee Visibility Date of March 21.
• B. Enter an Actual End Date of March 1.
• C. Enter an Expected End Date of March 31.
• D. Change the Effective Date of the base pay changes to March 5.

正解：A

解説：
* Effective Date (March 1)= When the pay increase is valid for payroll.
* Employee Visibility Date (March 21)= When employees can actually see the change in Workday.
* This allows managers to communicate the increase by March 20, and employees only see it from March
21 onward, while payroll processes it correctly on March 31.
Why not the others?
* A. Expected End Date March 31# Used to close plans, not to control visibility.
* B. Actual End Date March 1# Would end the plan immediately.
* D. Effective Date March 5# Wrong; payroll needs it effective March 1.
References:
Workday Pro Compensation - Effective Dating & Visibility Dates:Visibility date allows decoupling of when changes are effective vs. when employees see them.

 

質問 # 58
......

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