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| Section | Weight | Objectives |
|---|---|---|
| Reporting | 15% | - Report Writer Basics - Dashboards and Analytics - Matrix and Transposed Reports - Advanced Reports |
| Organizations | 20% | - Location Hierarchy - Company and Region Setup - Supervisory Organization - Cost Center Organization - Organization Types |
| Business Processes | 15% | - Condition Rules - Step Types (Approval, Review, To Do) - Business Process Framework - Business Process Configuration |
| Staffing Setup | 20% | - Worker Types and Subtypes - Hiring Restrictions - Staffing Models - Position Management |
| Jobs and Positions | 15% | - Job Profiles and Management - Compensation Grades and Plans - Job Families - Position Setup and Restrictions |
| Configuration Security | 15% | - Functional and Integration Security - Security Groups - Domain Security Policies - Business Process Security |
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NEW QUESTION # 110
You create anew bonus planto replace an existing bonus plan.
How can youeasily remove the existing bonus plan from all employees?
Answer: C
Explanation:
Workday provides theRemove Compensation Plans from Employeestask as the most efficient and scalable method for removing an existing compensation plan from a large population. This task allows administrators to select acompensation eligibility rulethat identifies all employees currently assigned to the plan and remove it in bulk.
Marking a plan asInactiveonly prevents future assignments; it doesnot removethe plan from employees who are already assigned. Using Change Job events would require individual transactions and is not operationally efficient. The Request Bonus Payment web service is used for issuing bonus payments, not removing bonus plan assignments.
The removal task ensures:
* Clean and auditable removal
* No unintended job or worker data changes
* Correct end-dating of plan assignments
Therefore, optionAis the correct and Workday-recommended approach.
NEW QUESTION # 111
Your company would like to automatically increase pay after12 months of employment, butonly after 400 hours worked.
What configuration will achieve this oncompensation steps?
Answer: D
Explanation:
Compensation steps in Workday are designed to support structured, automatic pay progression based ontime, service, or measurable criteria. To meet the requirement in this scenario, the configuration must enforcetwo separate conditionsbefore the employee progresses to the next step: completion of12 months of duration and accumulation of400 worked hours.
In Workday,durationdefines the minimum amount of time an employee must remain on a compensation step before becoming eligible for progression. Setting the duration to12 monthsensures the employee cannot advance earlier than one year of service. However, duration alone is insufficient when additional criteria- such as hours worked-must also be met.
This is wherestep progression rulesare used. A step progression rule allows administrators to define measurable thresholds, such as hours worked, that must be satisfied before progression occurs. By configuring a rule that counts400 hours worked, Workday ensures that employees who do not meet the hours requirement will not advance, even if they have completed 12 months.
Options A and B only configure one condition and do not satisfy the full requirement. Option C applies to initial step assignment, not progression eligibility.
Therefore, combining a12-month durationwith astep progression rule based on hours workedis the correct and Workday-supported configuration, making option D the correct answer.
NEW QUESTION # 112
A company wants to create a compensation basis for their sales team. This basis should include:
Base salary
Monthly commission earnings
Quarterly bonus plan
How should they configure this compensation basis?
Answer: B
Explanation:
In Workday, a configurable compensation basis is used when an organization needs to group multiple compensation plans-such as salary, commission, and bonus-for purposes of calculation, validation, guidelines, and reporting. This type of basis allows administrators to explicitly select which compensation plans are included and define how they interact.
For a sales team, compensation commonly consists of base salary, variable commission earnings, and incentive or bonus plans. A configurable compensation basis is the only option that supports combining these different plan types into a single, controlled compensation framework. It also allows ranking, eligibility rules, and advanced controls such as Manage Basis Total.
Compensation grades define pay ranges and are not used to aggregate compensation components. Calculated compensation bases derive values from formulas and are not appropriate when simply grouping plans. The delivered Total Salary and Allowances basis does not include commission plans and cannot be extended to meet this requirement.
Therefore, creating a configurable compensation basis that includes salary, commission, and bonus plans is the correct and Workday-recommended solution, making option A correct.
NEW QUESTION # 113
When hiring a worker, you want the HR Partner to receive a task to review and update the company and cost center assigned to the new hire. What action do you add to the Hire business process to accomplish this?
Answer: B
Explanation:
To ensure the HR Partner reviews and updates a new hire'sCompanyandCost Center, you add theChange Organization Assignmentsaction step to theHirebusiness process.
This action allows the HR Partner (or assigned role) to validate and modify organizational assignments, such as Company, Cost Center, Region, or Location, before the Hire event is finalized. It is typically positioned after the Review Employee Hire stepto confirm that all organization-level data aligns with the new worker's role and supervisory org defaults.
Option A (Review Employee Hire) is a completion-type review step and does not update organization data.
Option B (Onboarding Setup) prepares onboarding tasks, not organizational details.
Option C (Edit Workday Account) deals with account credentials and system access.
Thus,Change Organization Assignmentsis the correct step for updating or confirming company and cost center information during the hiring process.
Reference (Paraphrased Source):
Workday Pro HCM Core - Business Process Configuration Guide (2023R2), Section: "Adding and Configuring Organization Assignment Steps in Staffing BPs."
NEW QUESTION # 114
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: C
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 # 115
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