JPTestKing最高のWorkday-Pro-Benefitsテストトレントを提供する世界的なリーダーとして、私たちは大多数の消費者に包括的なサービスを提供し、統合サービスの構築に努めています。 さらに、Workday-Pro-Benefits認定トレーニングアプリケーションのほか、インタラクティブな共有およびアフターサービスでブレークスルーを達成しました。 実際問題として、当社Workdayはすべてのクライアントの適切なソリューションの問題を考慮しています。 ヘルプが必要な場合は、Workday-Pro-Benefitsガイドトレントに関するWorkday Pro Certification exam問題に対処するための即時サポートを提供し、Workday-Pro-Benefits試験の合格を支援します。
| Certification Vendor: | Workday |
|---|---|
| Exam Name: | Workday Pro Certification - Benefits |
| Exam Number: | Workday-Pro-Benefits |
| Exam Price: | USD 150 |
| Related Certifications: | Workday Certified Professional - HCM Workday Pro Certifications |
| Exam Duration: | 120 minutes |
| Passing Score: | 80% |
| Certificate Validity Period: | 2 years |
| Available Languages: | English |
| Exam Format: | Drag-and-drop, Scenario-based, Multiple-choice |
| Real Exam Qty: | 55 |
| Recommended Training: | Workday Pro Benefits Training Course |
| Exam Registration: | Workday Certification Portal |
| Sample Questions: | Workday Workday-Pro-Benefits Sample Questions |
| Exam Way: | Online proctored exam |
| Pre Condition: | Recommended: Hands-on experience with Workday HCM and Benefits configuration; no mandatory prerequisite exams |
| Official Syllabus URL: | https://www.workday.com/en-us/services/certifications.html |
>> Workday Workday-Pro-Benefits日本語解説集 <<
すべてのWorkday受験者の試験を容易にするために、JPTestKingのWorkday-Pro-Benefits試験準備では履歴をテストし、パフォーマンスを確認することができます。その後、障害を見つけて克服できます。 また、このタイプのWorkday Pro Certification exam試験問題を一度オンラインで使用すると、次回はオフライン環境で練習できます。 Workday-Pro-Benefitsテストトレントは、コンピューターや携帯電話の複数のクライアントがオンラインで勉強したり、オフラインで統合するためにデータを印刷したりするために使用できます。 また、試験のためにWorkday-Pro-Benefits試験問題を選択することをお勧めします。
| トピック | 出題範囲 |
|---|---|
| トピック 1 |
|
| トピック 2 |
|
| トピック 3 |
|
| トピック 4 |
|
質問 # 15
A company is introducing a new gym membership benefit. Employees can enroll in at any time during the year. The only plan that should be available is the gym membership, and coverage and deductions should start first of the following month. What should the benefit administrator do to the enrollment event rule?
正解：D
解説：
The correct answer is A because this scenario describes a benefit that employees may elect during the year as a new enrollment opportunity, which means the event belongs on the Start/Waive tab of the Enrollment Event Rule . The requirement also states that only the gym membership plan should be available and that both coverage and payroll deductions should begin on the first of the following month . The Start/Waive configuration is where Workday controls which coverage type is opened for election and how coverage and deduction effective dates are calculated for that event.
Option B is incorrect because the Loss of Coverage tab is used when coverage is ending, not when a worker is newly electing a plan. Option C is also incorrect because it would start coverage and deductions on the event date , which does not meet the stated timing requirement. Option D is incorrect because enrollment event rules are driven by event types , not by adding a coverage type in place of the event itself. Therefore, the administrator should add the gym membership event type to Start/Waive and configure the start logic for the first of the following month.
質問 # 16
A new benefit plan will become eligible for enrollment for employees on July 1, in the middle of the current plan year. What steps do you take to ensure the plan is implemented and eligibility is controlled correctly?
正解：B
解説：
The correct answer is C because Workday allows benefit plans to be introduced mid-year by using effective dating on the plan and associating that plan with the existing benefit plan year definition . Since the plan must become available on July 1 within the current plan year , the correct approach is to configure the plan with a future effective date of July 1 and ensure it is included in the current plan year so eligible workers can enroll when the plan becomes active.
Option A is incorrect because delaying the plan until the next plan year does not meet the stated requirement for a mid-year rollout. Option B is also incorrect because creating a separate plan year beginning July 1 is not the standard solution when the organization is already operating within an existing plan year. Option D is incorrect because eligibility is not automatically controlled simply by adding the plan to a plan year; eligibility must still be governed through the appropriate benefit group and plan eligibility configuration.
Effective dating plus inclusion in the current plan year provides the correct structure for controlled mid-year implementation.
質問 # 17
What task do you use to configure a new target for a dental plan offering?
正解：A
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 # 18
A company wants to reinstate benefits for employees rehired within six months of their termination date. How will you configure this?
正解：D
解説：
The correct answer is C because reinstatement of benefits for rehired employees is configured through an Enrollment Event Type , not at the individual benefit plan level. Workday uses the enrollment event type to define whether a rehire should trigger reinstatement behavior, how long the reinstatement window remains valid, and which business processes and reasons should launch that event. By selecting Reinstatement Event and setting the Reinstatement Period to six months, the system can determine whether a rehired employee falls within the allowed timeframe to restore prior benefit elections.
Associating the event with the Hire Employee business process and the correct rehire reason ensures the event is triggered automatically when the rehire occurs. Option A is incorrect because reinstatement is not configured on a benefit plan itself. Option B is not appropriate because manual reinstatement introduces inconsistency and bypasses standard event automation. Option D is also incorrect because a step delay in the business process does not define reinstatement logic or prior-election restoration rules. The correct design is to configure a reinstatement-enabled enrollment event type tied to the rehire process.
質問 # 19
The company would like to ensure that all benefit events go to the benefits team when an employee goes out on a leave of absence. You added the Change Benefit Elections step to the Leave of Absence business process, but the event is still not routing to the benefits team. What configuration do you need in the Enrollment Event Type?
正解：C
解説：
The correct answer is C because for a benefit event to both trigger from a Leave of Absence business process and route to the benefits team , two key configurations must be present within the Enrollment Event Type .
First, the event must be properly linked to the Leave of Absence business process in the Events and Reasons section so that Workday recognizes the staffing action as a trigger. Second, the Route to Benefits Partner checkbox must be selected so that once the event is initiated, it is automatically routed to the benefits team for review or processing.
Option A is incorrect because reinstatement configuration applies to rehire scenarios, not leave events. Option B is incorrect because Worker Selectable controls employee self-service visibility, not routing. Option D is partially correct regarding routing but incomplete, as without mapping the Leave event in Events and Reasons, the event will not trigger at all. Therefore, both mapping the Leave event and enabling routing are required to ensure proper event initiation and processing by the benefits team.
質問 # 20
......
Workday-Pro-Benefitsダウンロード: https://www.jptestking.com/Workday-Pro-Benefits-exam.html