Workday-Pro-Benefits PDF：Workday Pro Certification exam確定通過考試

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Workday Workday-Pro-Benefits 考試大綱：

主題	簡介
主題 1	Benefits Setup and Administration: Covers end-to-end configuration of benefit plans, eligibility rules, life events, open enrollment, payroll linking, and exception handling.
主題 2	Introduction: Covers foundational knowledge of Workday Benefits, including its architecture, navigation, and core concepts.
主題 3	Compliance and Audit: Covers ensuring benefits configurations meet legal and company policy requirements, including audit trail management.
主題 4	Real Time Practice: Covers hands-on configuration of benefit plans, enrollment simulations, and use of Workday's tenant and enrollment dashboards.
主題 5	Reporting and Analytics: Covers generating standard and custom reports to track enrollment trends, plan usage, and benefits data insights.

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更新的Workday-Pro-Benefits PDF和資格考試領導者和最新的Workday-Pro-Benefits：Workday Pro Certification exam

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最新的 Human Capital Management Workday-Pro-Benefits 免費考試真題 (Q26-Q31):

問題 #26
An employee is undergoing a dissolution of domestic partnership (divorce) and requests that their ex-spouse be removed from their dependent profile. How should the benefits administrator handle this request?

A. The benefits administrator should inactivate the dependent profile from related actions, which will automatically remove the dependent from all benefit elections.
B. The benefits administrator should delete the dependent profile from related actions, which will automatically remove the dependent from all benefit elections.
C. The benefits administrator should process the Dissolution of Domestic Partnership benefit event, which will remove all elections from the dependent. Then the benefits administrator will inactivate the dependent from their related actions.
D. The benefits administrator should delete the elections from the dependent by processing a divorce benefit event and then delete the dependent from the system.

答案：C

解題說明：
The correct answer is A because Workday benefits administration requires the administrator to first address the benefit elections tied to the dependent before removing the related person from active use. When a domestic partnership or marriage ends, the correct process is to run the appropriate life event so the system can properly terminate the dependent's benefit coverage, update eligibility, and maintain an accurate audit trail of the enrollment changes. After the benefit event removes the dependent from all applicable elections, the administrator can then inactivate the dependent through related actions on the dependent record.
Option B is incorrect because deleting a dependent from the system is not the proper approach and would not preserve history appropriately. Option C is also incorrect because deleting the dependent profile does not represent the standard Workday process for handling dependent removal from benefits. Option D is incomplete because simply inactivating the dependent profile does not correctly process the benefits event or ensure elections are ended through the proper event-driven mechanism. Workday relies on the life event first, followed by dependent inactivation.

問題 #27
A company wants to reinstate benefits for employees rehired within six months of their termination date. How will you configure this?

A. Create a new benefit plan and select Reinstatement Event check, and enter a Reinstatement Period of six months. Enter the Rehire Employee Business Process and the reason for rehire in the Events and Reasons section.
B. Create an enrollment event type and select Reinstatement Event, and enter a Reinstatement Period of six months. Enter the Hire Employee Business Process and the reason for rehire in the Events and Reasons section.
C. Mark the rehire benefit event type as a reinstatement event, and configure the rehire business process with a six month step delay.
D. Create a notification in the hire business process to alert the benefits administrator, who will manually reinstate the benefits for the rehire.

答案：B

解題說明：
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.

問題 #28
What task do you use to configure a new target for a dental plan offering?

A. Maintain Additional Benefits Coverage Targets
B. Edit Benefit Group
C. Edit Tenant Setup - HCM
D. Maintain Health Care Coverage Targets

答案：D

解題說明：
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.

問題 #29
Your new hires have a 60-day waiting period. Medical coverage starts on the first of the month following 60 days from hire. Where do you configure the system to calculate first the 60-day waiting period and then apply the first of the following month logic?

A. Benefit Event Type
B. Benefit Plan Eligibility Rule
C. Benefit Group
D. Start or Waive Coverage

答案：D

解題說明：
The correct answer is A because the Start or Waive Coverage section of the Enrollment Event Rule is where Workday determines when benefit coverage becomes effective after an employee becomes eligible. In this scenario, the organization needs two pieces of timing logic applied in sequence: first, a 60-day waiting period from the hire date, and second, a rule that moves the actual coverage start date to the first day of the following month . This type of effective-date calculation belongs in the coverage start configuration tied to the enrollment event.
Option B is incorrect because a Benefit Plan Eligibility Rule determines whether the employee qualifies for the plan, but it does not control the detailed coverage effective-date calculation sequence. Option C identifies the event itself, such as hire or newly eligible, but does not hold the specific start-date logic needed here.
Option D is also incorrect because Benefit Groups are used to organize populations for benefits eligibility and plan assignment, not to calculate waiting periods and coverage effective dates. For waiting period and start- date timing logic, the correct configuration point is Start or Waive Coverage .

問題 #30
An employee attempts to report the April 30 birth of their child on June 30, but they receive an error when submitting the event. Why did they receive an error?

A. You have not configured coverage types for that event.
B. The Employee Cannot Report After Days to Enroll checkbox is selected.
C. You did not activate the employee's Workday account.
D. The employee belongs to more than one benefit group.

答案：B

解題說明：
The correct answer is B because Workday life event reporting can be restricted by enrollment timing rules tied to the event configuration. When an employee reports the birth of a child, the event must usually be submitted within a defined number of days from the event date. If the Employee Cannot Report After Days to Enroll setting is enabled, Workday prevents the worker from submitting the event once that reporting window has expired. In this scenario, the child's birth occurred on April 30 and the employee attempted to report it on June 30, which is typically outside the allowed time frame for that qualifying life event.
Option A is incorrect because missing coverage types would affect which benefits can be changed, but it would not specifically explain a timing-based submission error on the event itself. Option C is unrelated, since account activation does not determine whether a valid life event can be submitted after the deadline. Option D is also incorrect because benefit group overlap is an eligibility and configuration issue, not the reason for a late event reporting error. The error is caused by the event submission window having expired.

問題 #31
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