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| Section | Weight | Objectives |
|---|---|---|
| Topic 1: Jobs and Positions | 15% | - Compensation Grades and Plans - Position Setup and Restrictions - Job Families - Job Profiles and Management |
| Topic 2: Reporting | 15% | - Dashboards and Analytics - Matrix and Transposed Reports - Report Writer Basics - Advanced Reports |
| Topic 3: Staffing Setup | 20% | - Staffing Models - Hiring Restrictions - Worker Types and Subtypes - Position Management |
| Topic 4: Configuration Security | 15% | - Functional and Integration Security - Business Process Security - Domain Security Policies - Security Groups |
| Topic 5: Business Processes | 15% | - Step Types (Approval, Review, To Do) - Condition Rules - Business Process Configuration - Business Process Framework |
| Topic 6: Organizations | 20% | - Cost Center Organization - Organization Types - Company and Region Setup - Supervisory Organization - Location Hierarchy |
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NEW QUESTION # 155
You added asigning bonusduring theOfferevent, but the signing bonus didnot carry forwardinto theHire event.
What is missing from your configuration?
Answer: B
Explanation:
In Workday, compensation entered during theOfferevent only carries forward to theHireevent if it is part of thecompensation packageassociated with the job or position. Compensation packages define which plans- such as salary plans, allowance plans, andone-time payment plans-are eligible to flow through staffing events.
If a signing bonus is entered during Offer but not included in the compensation package, Workday treats it as an isolated entry that does not persist into Hire. This behavior is by design to ensure consistency and control over compensation structures.
Security policies, approval steps, and subprocess configuration do not control whether compensation carries forward between Offer and Hire. The determining factor is inclusion in the compensation package.
Therefore, to ensure the signing bonus carries forward, theSigning Bonus one-time payment plan must be included in the compensation package, making optionAcorrect.
NEW QUESTION # 156
You want to displayonly relevant compensation plan sectionsduring thePropose Compensation Change step of theChange Jobbusiness process, for both internal job changes and internal hires.
What setting enables Workday to determine which plan sections to display based onworker eligibilityand user security permissions?
Answer: C
Explanation:
TheDynamic Display for Compensation Plan Sectionssetting allows Workday to intelligently show or hide compensation plan sections during compensation events based onplan eligibilityandsecurity permissionsof the user performing the transaction.
When enabled, Workday evaluates:
* Whether the worker is eligible for a plan
* Whether the user has security access to view or edit the plan
This results in a cleaner, more relevant user experience and reduces errors during compensation proposals.
Segment security controls access but does not dynamically hide sections. Eligibility performance enhancements affect rule evaluation speed, not UI behavior. Hiding Total Salary & Allowances is cosmetic and does not control plan section logic.
Therefore, optionBis the correct and recommended configuration.
NEW QUESTION # 157
A company withsalaried and hourly employeeshas headquarters inLondon, with additional offices inNew YorkandMilan.
How do you configurepay rangesfor theSoftware Engineer job profilein each location?
Answer: B
Explanation:
In Workday HCM,compensation gradesdefine pay structures, whilegrade profilesallow those grades to be localizedby attributes such as country, location, currency, or frequency. This separation is intentional and supports scalable global job architecture.
The best practice for configuring location-specific pay ranges for thesame job profileis to createone compensation gradeand then definemultiple grade profiles, each with its own eligibility rules and localized pay ranges. In this scenario, separate grade profiles would be created for London, New York, and Milan, each reflecting local market conditions, currencies, and regulations.
Creating multiple compensation grades would unnecessarily fragment the job architecture and increase maintenance effort. Eligibility rules alone are not sufficient because pay ranges differ by location and currency. Grade profiles are specifically designed to solve this use case.
Once the grade profiles are created, the single compensation grade is attached to theSoftware Engineer job profile, and Workday automatically selects the correct grade profile based on employee location.
This approach ensures consistency, reduces configuration complexity, and aligns with Workday Pro HCM organizational design best practices.
NEW QUESTION # 158
For the past four years, your company offered employees a$3,000 annual housing allowance. The company wants to increase the allowance to$3,500 annuallyand ensureboth new and existing employeesreceive the updated amount.
How should you make this change?
Answer: A
Explanation:
TheSet Up Allowance Plan Adjustmenttask is specifically designed to update allowance plan amounts for existing employee assignmentswhen plan targets change. Simply editing the allowance plan amount ensures new employeesreceive the updated value, but it doesnot automatically update existing employeesalready assigned to the plan.
By running the Allowance Plan Adjustment task and selectingAdjust to New Defaults, Workday evaluates all employees assigned to the plan and updates their allowance amounts to match the new default value of
$3,500.
Manually updating employees through Request Compensation Change is inefficient and error-prone. Creating a new plan introduces unnecessary complexity and disrupts reporting continuity.
Therefore, the correct and Workday-recommended approach is to runSet Up Allowance Plan Adjustment and adjust to new defaults, making optionDcorrect.
NEW QUESTION # 159
How do you grant a user access to approve compensation changes for promoted employees?
Answer: C
Explanation:
In Workday HCM, approval authority is granted through business process security policies, not by assigning individual users directly to steps within a business process definition. Business process definitions determine what steps exist, while business process security policies determine who can perform actions on those steps.
When an employee is promoted, compensation changes are handled through the Propose Compensation Change business process. Even though the promotion itself occurs within the Change Job business process, the approval of compensation changes is controlled separately. This separation allows organizations to assign different approvers for job changes and compensation decisions, supporting strong governance and segregation of duties.
To grant a user the ability to approve compensation changes related to promotions, the user must be assigned to a security group that has permission to perform the Approve action on the Propose Compensation Change business process security policy. Once the user is a member of that security group and the changes are activated, Workday will route compensation approval tasks to them when applicable.
Options B and D are incorrect because users are never assigned directly to individual steps within a business process definition. Step routing is driven by security groups, not individual users. Option A is incorrect because the Change Job business process controls job-related actions, not compensation approval.
From a Workday Pro HCM best-practice standpoint, always grant approval access by updating the appropriate business process security policy and assigning users to the correct security groups. This ensures scalable, auditable, and role-based access control.
Therefore, the correct and Workday-verified answer is Assign the user to a security group with permissions to the Approve action on the Propose Compensation Change business process security policy.
NEW QUESTION # 160
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