Workday-Pro-Compensation Exam Dumps : WorkdayProCompensationExam

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.

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.

The taskRequest Compensation Changeis specifically forupdating salary or allowanceswithout affecting other worker details (position, job, location).

This allows an ad hoc adjustment to salary while leaving the rest of the worker’s profile unchanged.

Why not the others?

A. Transfer/Promote/Change Job→ Used when job details (title, location, org) change, not just pay.

C. Request Grade Change→ Alters grade, not salary directly.

D. Request One-Time Payment→ Temporary, ad hoc payments, not ongoing salary.