一部の候補者は、自社のWorkday-Pro-Absenceソフトウェアテストシミュレーターを購入する場合があります。 ソフトバージョンをインストールできるパーソナルコンピューターの台数を尋ねられます。 実際、コンピューターの数に制限はありません。 したがって、Workday-Pro-Absenceソフトウェアテストシミュレータを購入すると、同時にマルチユーザーをサポートします。 無制限にコンピューターにインストールできます。 あなたが訓練学校である場合、教師が気軽に発表して説明するのに適しています。 優れたWorkday-Pro-Absenceソフトウェアテストシミュレータは合格率が高く、Japancertは長期的な協力をお待ちしています。
| Section | Objectives |
|---|---|
| Leave of Absence Management | - Leave components and leave families - Managing leaves of absence |
| Workday HCM Core or Payroll Concepts | - Key Workday HCM Core concepts - Key Workday Payroll concepts |
| Time Off Configuration | - Configuring time off business processes - Setting up time off calculations - Time off plan administration tasks |
| Leave of Absence Configuration | - Setting up leave components using calculated fields - Configuring leave of absence business processes |
| Time Off Management | - Time off overrides - Time off adjustments - Time off corrections |
>> Workday-Pro-Absenceテスト参考書 <<
Workday-Pro-Absence実践資料は、これらのWorkday-Pro-Absence実践資料を説明責任を持って作成した当社のものです。 また、Workday-Pro-Absenceトレーニング資料は効率的な製品です。 さらに、Workday-Pro-Absence試験準備は適切で立派な練習資料です。 進捗状況を確認し、Workday-Pro-Absenceトレーニング資料の証明書を取得することは、当然のことながら、最新かつ最も正確な知識を備えた最も専門的な専門家によるものです。 Workday-Pro-Absence試験準備は市場の大部分を占めています。
質問 # 29
What is the primary purpose of a touchpoint diagram when planning Workday Absence Management?
正解：D
解説：
A touchpoint diagram is used to evaluate dependencies and interactions between Workday Absence Management and other functional areas. Absence configuration does not operate in isolation. Period schedules may be shared with Time Tracking or Payroll; time off results can feed payroll calculations; leave events can affect worker status, benefits, compensation, scheduling, and other HCM processes. A touchpoint view helps administrators identify these cross-functional impacts before changing configuration.
The diagram is therefore an architectural and impact-assessment tool. It allows the implementation team to determine which upstream data supplies Absence processing, which downstream processes consume absence results, and which business processes or integrations may require coordinated changes. It does not calculate an individual worker's balance, define the approval chain for one request, or perform segmented-security configuration.
Those operational functions are handled by time off plan calculations, business process definitions, and security domains or segments respectively. Selecting the cross-functional impact purpose is essential because configuration changes made without considering touchpoints can produce inconsistent payroll results, incorrect eligibility behavior, or unexpected effects in related Workday applications.
Reference: Workday Education-Absence Management Overview
質問 # 30
You are terminating an employee, and you need their entire remaining balance paid out.
What must you configure on the time off plan to make that happen?
正解：A
解説：
The time off plan must specify a time off in the Time Off for Termination Adjustment field. This configuration tells Workday which time off component to use when generating the adjustment that removes the worker's entire remaining balance during termination processing.
When the Adjust Time Off Balances service step runs in the Termination business process, Workday evaluates the eligible plan, determines the remaining balance, and creates a termination adjustment using the designated time off. The adjustment reduces the plan balance to zero. Where payroll integration or Workday Payroll calculations are appropriately configured, that adjustment can support payment of the outstanding amount.
A payout accrual is not required because an accrual ordinarily adds units to a time off plan; it does not remove and pay the existing termination balance. Accrual Frequency Method controls whether ordinary accrual processing occurs at the start or end of a processing period and does not establish termination payout behavior. Time Off Forfeiture Adjustment is used when a balance is being forfeited under plan rules, not when the organization intends to pay the balance upon termination.
Study Guide reference: Absence Management Business Processes - Automating Payout of Plan Balance upon Termination , particularly the time off plan's termination-adjustment configuration.
質問 # 31
Refer to the following scenario to answer the question below.
You created a new time off. You need to prevent employees from requesting more than eight hours of time off in a day. Managers and administrators should be able to enter more than eight hours to allow for exceptional circumstances.
Which data entry validation should you use to configure the above?
正解：D
解説：
The Maximum data entry validation limits how much time off a worker can enter in a single request or across qualifying requests. The administrator can configure a constant value of eight hours or use a calculation when the permitted quantity varies according to a worker's schedule, holiday calendar, or other operational criteria.
To enforce a daily total, the administrator must also select the appropriate Time Off Entries to Include scope. If the restriction must evaluate the combined quantity of multiple requests on the same date, the validation should examine all relevant time off entries for that worker and date rather than only the individual request. Selecting Do Not Allow Request makes the employee restriction a hard error, while the administrative override setting permits authorized managers and administrators to handle exceptions.
Multiple Time Off Requests Not Allowed for Same Date prohibits duplicate requests but does not establish an eight-hour quantity threshold. Consecutive Day Maximum limits the number of consecutive days in a request, not the hours entered on one day. Maximum Unpaid Time Off Units Allowed controls how much of a request may be unpaid after applying the plan's lower limit. Therefore, the general Maximum validation is the correct mechanism for enforcing the eight-hour daily ceiling.
Reference: Workday Education - Absence for Administrators: Time Off Validations, "Maximum"
質問 # 32
Which combination represents the required configuration of a time off plan with balance tracking enabled?
正解：A
解説：
A balance-tracking plan requires the components necessary to define the calculation window, processing frequency, balance presentation, permitted request dates, measurement unit, balance additions, balance reductions, and worker eligibility. The balance period supplies the overall calculation range, while the period schedule establishes processing periods and accrual frequency. Balance visibility and calendar-display settings determine how balance information is presented.
Days to Include and Unit of Time control which dates contribute to requests and whether the plan processes hours or days. Accruals add units to the balance; time offs subtract units. Eligibility rules determine which workers can accrue and use the plan. Together, these elements form the minimum functional architecture of a balance-tracking time off plan.
Leave families, leave entitlements, and payroll-effect configurations belong primarily to leave-of-absence configuration and cannot replace time off plan components. A time off type categorizes the user-facing request but is associated with the underlying time off rather than serving as the complete plan architecture. A balance period and period schedule alone are insufficient because the plan would have no configured sources or uses of balance units.
Reference: Workday Education-Time Off Plans and Components, Time Off Plans with Balance Tracking
質問 # 33
What task would you use to manually set up a new period schedule in Workday?
正解：C
解説：
The delivered task used to manually establish a period schedule is Set Up Period Schedule. This task creates the schedule framework and enables the administrator to define its frequency and periods directly in the Workday tenant. Period schedules are foundational to Absence configuration because they establish the processing periods used for accruals, time off transactions, reporting, and period-based eligibility evaluation.
Generate Period Schedule Periods serves a different purpose. It extends an existing supported schedule by generating future periods from its established pattern; it is not the manual setup task for a new schedule.
"Produce Period Schedule Periods" is not the applicable delivered task. Although Workday course materials may describe the overall activity as creating a period schedule and reference period-schedule creation functionality, the task label tested by this question is Set Up Period Schedule.
During setup, administrators should specify the correct frequency and application usage and ensure that the periods are consecutive. Workday Absence, Payroll, and Time Tracking can share a schedule when their period dates align. After creating the schedule, it can be selected on a time off plan, where it governs accrual frequency, processing periods, reporting intervals, and available effective dates.
Reference: Workday Pro Absence course topic - Period Schedule: Set Up a Period Schedule; Workday Education - Absence for Administrators: Time Off Plans and Components
質問 # 34
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