Workday-Pro-Compensation Exam Dumps : WorkdayProCompensationExam

AUnit Salary Planpays based onunits worked(e.g., miles, credits, or kilometers).

In this case, pilots earn extra based onkilometers flown, makingunit salary planthe correct choice.

It also supportsestimation of wagesfor offer letters since you can project based on expected units.

Why not the others?

A. Unit-based allowance plan→ Allowances are flat recurring payments, not tied to actual units worked.

B. One-time payment→ Used for bonuses or ad hoc payments, not recurring per-unit pay.

D. Period salary plan→ Handles additional pay periods, not per-unit payments.

Guideline warningsin Workday Compensation are configured at theprimary compensation basis pay rangelevel.

These warnings alert HR/Managers if an entered amount isoutside the allowed range or guideline thresholds(e.g., 90%–110% of midpoint).

They act as soft controls for ensuring compliance with comp policy.

Why not the others?

A. Position in range→ This is a calculation, not a configuration point.

B. Compa-ratio→ A metric comparing pay to midpoint; doesn’t hold guideline warnings.

D. Segment range→ Related to segment-based ranges in variable comp, not base pay packages.

Default compensation for requisition compensationensures thatall hires from a requisition default to the same plan amounts/rates, supporting consistency in offers.

This prevents discrepancies between candidates applying for the same role and requisition.

Why not the others?

A. Guidelines on a position→ Position compensation is separate from requisition compensation.

C. Every employee in position receives same compensation→ Controlled by position defaults, not requisition.

D. Eligible plans view→ That’s determined bycompensation package setup, not requisition defaults.