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>> Workday-Pro-Benefitsテストサンプル問題 <<
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質問 # 21
Your company decides to require workers to attach a document when they report a life event. Where will you configure this?
正解：D
解説：
The correct answer is D because requiring supporting documentation during a life event submission is controlled through the business process framework , specifically within the Change Benefits business process
. Workday allows administrators to enforce rules such as mandatory attachments by configuring a validation rule on the business process step. This ensures that when an employee submits a life event, the system checks for the presence of an attachment and prevents submission if the requirement is not met.
Option A is incorrect because the Route to Benefits Partner checkbox only determines whether the event is routed for review by a benefits administrator and does not enforce document attachment requirements. Option B is unrelated, as Do Not Reprocess controls event reprocessing behavior. Option C is also incorrect because Worker Selectable determines whether employees can initiate the event, not whether attachments are required.
To enforce compliance and ensure documentation is provided at submission, the requirement must be configured using a validation rule within the Change Benefits business process.
質問 # 22
How do you update the HSA contribution limits to take effect in the upcoming open enrollment?
正解：D
解説：
The correct answer is B because Workday uses effective dating to manage changes to benefit plans over time, including contribution limits for plans such as Health Savings Accounts (HSAs). To ensure that new contribution limits apply for the upcoming open enrollment period, administrators must update the HSA plan with an effective date aligned to the start of the new benefit plan year. This allows the system to maintain historical accuracy while applying updated limits prospectively for future enrollments.
By entering the new limits with the correct future effective date, Workday ensures that employees enrolling during open enrollment will see and be governed by the updated contribution thresholds. Option A is incorrect because HSA contribution limits are configured within the benefit plan, not solely in payroll. Option C is incorrect because Workday does not prompt administrators automatically to update limits during enrollment events. Option D is also incorrect because Workday does not automatically adjust HSA limits; administrators must manually update them to reflect regulatory changes. Proper use of effective dating ensures accurate and compliant benefit plan configuration across plan years.
質問 # 23
What task do you use to configure a new target for a dental plan offering?
正解：C
解説：
The correct answer is D because dental plans in Workday are classified under health care plans , and therefore their coverage targets are configured using the Maintain Health Care Coverage Targets task. Coverage targets define how costs are distributed between employer and employee, such as percentage-based contributions or employer subsidy strategies. Since dental plans fall within the broader health care category, they inherit the same configuration framework used for medical and other health-related plans.
Option A is incorrect because Additional Benefits Coverage Targets are used for non-health-related offerings, such as life insurance or supplemental benefits, not for dental plans. Option B is not relevant because editing a benefit group impacts eligibility grouping rather than plan cost-sharing configuration. Option C is also incorrect because tenant setup tasks are used for system-wide configuration and do not control specific plan- level coverage targets. To properly define employer and employee cost-sharing for a dental plan, administrators must use the Maintain Health Care Coverage Targets task, ensuring consistent configuration within the health care benefits structure.
質問 # 24
What is true about Related Person Relationships in Workday?
正解：B
解説：
The correct answer is B because in Workday, Related Person Relationships are configurable and can be used across multiple contexts such as dependents, beneficiaries, and emergency contacts. The Restricted to Relationships field allows administrators to limit where a relationship type can be used. However, if this field is left blank , the relationship type becomes broadly available across all applicable areas, enabling it to be used flexibly for different purposes within the system.
Option A is incorrect because although Workday delivers some standard relationship types, they can be configured or extended as needed. Option C is incorrect because Workday does support tracking certain dependent-related data within benefits and eligibility contexts. Option D is also incorrect because Related Person Relationships are not restricted by benefit group; they are global configuration elements that apply across the tenant rather than being tied to specific benefit group eligibility structures. Therefore, leaving the restriction field blank allows maximum usability of a relationship type across different business processes.
質問 # 25
Refer to the following scenario to answer the question below.
You need to configure an Open Enrollment event for your client, with these requirements:
All benefit coverages and deductions will start at the beginning of the new plan year. Employees may select any benefit for which they are eligible.
If employees do not make changes during open enrollment, they should remain enrolled in the benefits they had prior to open enrollment.
If employees do not enroll in Health Savings Account and Flexible Spending Accounts, then those benefits should no longer be active for the employee.
Where do you configure these requirements?
正解：D
解説：
The correct answer is D because the Enrollment Event Rule is the configuration area in Workday that controls how benefit elections behave during events such as Open Enrollment. This is where administrators define which coverage types are available, when coverage and deductions begin, what defaulting logic applies if employees take no action, and how plans such as HSA and FSA should be treated when active re-enrollment is required. The scenario specifically references requirements that involve start dates, election behavior, and default outcomes, all of which are managed through the rule tied to the enrollment event.
Option A is incorrect because the Enrollment Event Type identifies and classifies the event, but it does not hold the detailed coverage behavior rules described in the question. Option B is also incorrect because Benefit Coverage Types classify plan groupings rather than define event processing logic. Option C is not correct because Initiate Open Enrollment is the process used to launch the event, not the place where these functional requirements are configured. Since the requirement is about controlling enrollment behavior and coverage processing during the event, the correct setup location is the Enrollment Event Rule .
質問 # 26
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結果として、Workday-Pro-Benefitsの質問トレントはユーザーレベルのニーズに合わせて調整され、文化レベルは不均一であり、大学生が学校に多く、労働者に多くの仕事があり、さらには教育レベルが低い人もいます。オフなので、ユーザーのさまざまなレベルの違いに適応するために、テキスト情報の表現に特に焦点を当てた教材を作成するときにWorkday-Pro-Benefits試験の質問が行われるため、Workday-Pro-Benefits学習ガイドの内容を理解できますWorkday-Pro-Benefits試験に簡単に合格します。
Workday-Pro-Benefits基礎問題集: https://www.certshiken.com/Workday-Pro-Benefits-shiken.html