試験の準備方法-更新するWorkday-Pro-Compensation資格試験試験-素敵なWorkday-Pro-Compensation模擬練習

Jpexamの WorkdayのWorkday-Pro-Compensation試験トレーニング資料を手に入れるなら、あなたは最も新しいWorkdayのWorkday-Pro-Compensation学習教材を手に入れられます。Jpexamの学習教材の高い正確性は君がWorkdayのWorkday-Pro-Compensation認定試験に合格するのを保証します。もしうちの学習教材を購入した後、商品は問題があれば、或いは試験に不合格になる場合は、私たちが全額返金することを保証いたします。

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Workday-Pro-Compensation模擬練習 & Workday-Pro-Compensation資格参考書

Workday-Pro-Compensationの科学技術の改善は、社会の将来の建設と発展に強大な力を生み出します。 Workday-Pro-Compensation模擬試験は、緊急の課題に対処するための最適な選択および有用なツールとなります。 10年以上の努力により、当社のWorkday-Pro-Compensationトレーニング資料は、業界で最も広く称賛され、待望の製品になりました。 Workday-Pro-Compensation模擬試験の計画と設計において、プロのエリートから完全な技術サポートを受けています。もうheしないでください。 Workday-Pro-Compensation学習エンジンの購入を後悔することはありません！

WorkdayProCompensationExam 認定 Workday-Pro-Compensation 試験問題 (Q22-Q27):

質問 # 22
When employees request a one-time payment for themselves, they have access to view and update the Gross Up and Send to Payroll checkboxes. Selecting these options could impact their payment.
How can you prevent employees from updating these options?

A. Remove Employee as Self from the Self-Service: Request One-Time Payment security domain.
B. Remove Employee as Self from the Self-Service: Payroll security domain.
C. Configure Optional Fields for Request One-Time Payment to hide the fields.
D. Configure Optional Fields for Request One-Time Payment for Self to hide the fields.

正解：D

解説：
* Employees requestingone-time payments for selfmay see sensitive options likeGross UporSend to Payroll.
* To prevent them from updating these fields, configureOptional Fields for Request One-Time Payment for Selfand hide the checkboxes.
* This limits their visibility and update access without affecting manager/HR workflows.
Why not the others?
* A. Optional Fields for Request One-Time Payment# Applies to manager/HR use, not self-service.
* C. Remove Employee as Self from self-service comp domain# Would block employees from initiating requests entirely.
* D. Payroll security domain# Payroll security doesn't control compensation request UI fields.
References:
Workday Pro Compensation - Configuring Optional Fields for Self-Service One-Time Payments.

質問 # 23
Refer to the following scenario to answer the question below.
A company has several configurable compensation bases established in their system:
* Total Cost (India): Qualifies Indian employees and includes all salary plans, period salary plans, allowance plans, bonus plans, and retirement savings plans; only 50% of their total compensation can be used toward their salary plan.
* Total Compensation Non-Sales: Qualifies all full-time employees not in sales and includes all salary plans, allowance plans, bonus plans, and calculated plans.
* Total Compensation Sales: Qualifies all full-time sales employees and includes all salary plans, allowance plans, and commission plans.
* Total Pay (Mexico): Qualifies Mexican employees and includes all salary plans, period salary plans, and allowance plans.
* Salary and Seniority: Qualifies all employees and includes all salary plans and the specific seniority calculated plan.
The configurable compensation bases have the following ranking:
* 10 Total Cost (India)
* 20 Total Compensation Non Sales
* 30 Total Compensation Sales
* 40 Total Pay (Mexico)
* Salary and Seniority is unranked
You must ensure Indian employees keep their salary plans at 50% of their total amount. What should you configure on the Total Cost (India) Compensation Basis?

A. Select the Manage Basis Total checkbox and enter a salary plans maximum of 50.
B. Only include compensation plans. Remove retirement plans.
C. Move the compensation basis ranking to 50.
D. Create and assign a fixed compensation basis.

正解：A

解説：
* ForTotal Cost (India), the requirement is that only50% of total compshould be allocated towardsalary plans.
* This is achieved by using theManage Basis Total option, where you can set maximum percentages for specific plan types (e.g., Salary = 50%).
* This ensures salary stays capped at half of total, regardless of other components.
Why not the others?
* A. Fixed compensation basis# Doesn't handle percentage capping.
* B. Remove retirement plans# Irrelevant; retirement can stay, the key is controlling salary %.
* D. Change ranking to 50# Ranking only determines basis priority, not limits.
References:
Workday Pro Compensation - Configurable Compensation Basis:Manage Basis Total allows control over contribution % for plan categories.
Workday Community - India Compensation Setup Example.
#Final Verified answer: C. Manage Basis Total with 50% salary maximum.

質問 # 24
You need to create a car allowance plan. In order for your compensation plan to be paid by payroll, you determine you need to create a compensation element. What task do you use to set up the compensation element?

A. Maintain Compensation Elements
B. Map Compensation Elements to Payroll Earnings
C. Maintain Compensation Element Groups
D. Edit Tenant Setup HCM

正解：A

解説：
When setting up acar allowance plan(or any allowance/compensation plan in Workday), you must ensure that it is tied to payroll through the correctcompensation element.
Here's the breakdown of the options:
* Maintain Compensation Elements#
* This task is where youcreate, configure, and manage compensation elements.
* Everycompensation plan(like salary, allowance, bonus) must be associated with acompensation element, which then links topayroll earningsfor processing.
* For acar allowance, you would create a new compensation element (type = allowance) so that payroll can recognize and pay it.
* Maintain Compensation Element Groups
* This is used to group multiple compensation elements together for easier administration, reporting, or eligibility rules.
* It does not create the element itself, so it's not the right task here.
* Map Compensation Elements to Payroll Earnings
* This step is necessaryafterthe element exists, to map the element to the correctpayroll earning code(so payroll knows how to pay it).
* However, you can't map something that hasn't been created yet.
* Edit Tenant Setup HCM
* This is a higher-level tenant configuration task for broad HCM settings (security, defaults, integrations, etc.).
* It is not used for creating compensation elements.
#The correct first step to create acar allowance compensation plan that can be processed by payrollis to use the taskMaintain Compensation Elements.
References (Workday Pro Compensation knowledge & training):
* Workday Pro Compensation Training:Compensation elements are the foundation for linking plans to payroll. The "Maintain Compensation Elements" task is where new elements are created.
* Workday Community - Compensation Element Setup Guide:Clarifies the difference between creating (Maintain Compensation Elements), grouping (Maintain Compensation Element Groups), and mapping (Map Compensation Elements to Payroll Earnings).
* Workday Payroll & Compensation Integration Documentation:Requires elements to be defined before they can be mapped to earnings.

質問 # 25
What is the primary purpose of assigning a Compensation Grade to a Job Profile?

A. To establish employees' default compensation frequency
B. To determine employees' eligibility for bonus plans
C. To default the salary or hourly range for employees in that job
D. To set employees' target compensation amount

正解：C

解説：
* Assigning acompensation grade to a job profilelinks that job to adefined pay range(min, midpoint, max).
* This ensures that whenever employees are hired or promoted into the job profile, Workdaydefaults the pay range guidanceautomatically.
* Managers and HR can then use this information to propose fair and competitive pay.
Why not the others?
* B. Target compensation amount# Target comp is usually set at the employee or plan level, not the grade.
* C. Eligibility for bonus plans# Controlled viaeligibility rules, not compensation grades.
* D. Compensation frequency# Determined byplan setup (annual, monthly, hourly), not by grades.
References:
Workday Pro Compensation - Compensation Grades & Profiles:Grades default ranges for jobs, guiding compensation decisions.
Workday Community - Job Profile & Grade Integration.

質問 # 26
You need to identify employees assigned to bonus plans for which they are not eligible.
What report will you use?

A. Employee Compensation Audit
B. Compensation Spreadsheet
C. Employees Assigned Multiple Bonus Plans
D. View Rollout Compensation Plan Rollout Process

正解：A

解説：
* TheEmployee Compensation Audit reportidentifies mismatches, such as employees:
* Assigned to comp plans for which they are not eligible.
* Missing comp plans they should have.
* It is the standard audit tool for verifying eligibility alignment with assigned compensation.
Why not the others?
* B. Rollout Process report# Tracks rollout actions, not eligibility mismatches.
* C. Employees Assigned Multiple Bonus Plans# Only checks duplicate plan assignments.
* D. Compensation Spreadsheet# Used for review/updates, not eligibility audits.
References:
Workday Pro Compensation - Audit Reports:Employee Compensation Audit identifies eligibility issues.
#Final Verified answer: A. Employee Compensation Audit.

質問 # 27
......

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この場合、私たちにWorkday-Pro-Compensation試験模擬資料を選んで、私達に信頼する機会を与えませんか、いつもあなたに最高のWorkday-Pro-Compensation認定試験に関連する試験参考書を与えられるために、Jpexamは常に問題集の質を改善し、ずっと最新の試験のシラバスに応じて問題集を更新しています、また、他の多くのお客様と同様に、Workday-Pro-Compensation模擬練習 - WorkdayProCompensationExam試験に合格する必要があることを確認できます、したがって、テストを準備するには、Workday-Pro-Compensationガイドトレントを購入するのが最善かつ賢明な選択です、Workday Workday-Pro-Compensation資格試験あなたが仕事を求める競争力を高めて、自分の技術レベルに合わせている技術職を取って、気楽にホワイトカラー労働者になって高い給料を取ることをお祈りします、私たちのWorkdayのWorkday-Pro-Compensation問題集を使うのは君のベストな選択です。

何か言葉が出そうになったのか、梨花がぱっと口を手で塞いだ、はて、吉よし法師ほうしのことで泣なき言ごとでもいうのか）とおもったが老人ろうじんはべつなことをいった、この場合、私たちにWorkday-Pro-Compensation試験模擬資料を選んで、私達に信頼する機会を与えませんか？

検証するWorkday-Pro-Compensation資格試験 & 合格スムーズWorkday-Pro-Compensation模擬練習 | 便利なWorkday-Pro-Compensation資格参考書

いつもあなたに最高のWorkday-Pro-Compensation認定試験に関連する試験参考書を与えられるために、Jpexamは常に問題集の質を改善し、ずっと最新の試験のシラバスに応じて問題集を更新しています、また、他の多くのお客様と同様に、WorkdayProCompensationExam試験に合格する必要があることを確認できます。

したがって、テストを準備するには、Workday-Pro-Compensationガイドトレントを購入するのが最善かつ賢明な選択です、あなたが仕事を求める競争力を高めて、自分の技術レベルに合わせている技術職を取って、気楽にホワイトカラー労働者になって高い給料を取ることをお祈りします。

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試験の準備方法-更新するWorkday-Pro-Compensation資格試験試験-素敵なWorkday-Pro-Compensation模擬練習

Workday-Pro-Compensation模擬練習 & Workday-Pro-Compensation資格参考書

WorkdayProCompensationExam 認定 Workday-Pro-Compensation 試験問題 (Q22-Q27):

検証するWorkday-Pro-Compensation資格試験 & 合格スムーズWorkday-Pro-Compensation模擬練習 | 便利なWorkday-Pro-Compensation資格参考書

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