Workday Workday-Pro-Compensation Exam With Confidence Using Practice Dumps

When multiplecompensation basesapply to an employee, Workday selects theprimary basisbased onranking (lowest number = highest priority).

Rankings here:

Management = 1

International = 2

Sales = 3

Therefore,Management Compensationis the primary basis.

Why not the others?

B. Sales Compensation→ Ranked lowest (3).

C. International Compensation→ Ranked 2, lower than Management.

D. Total Base Pay→ Not listed among eligible ranked bases here.

The allowance plan has adefault = $100 USD, plusprofiles for Toronto, Paris, Sydney.

Dublin (Ireland) does not have a profile yet, so Workday defaults to theplan default value.

Since the default is$100 USD, that is the value assigned at hire.

Why not the others?

A. €0 EUR→ No such rule; Workday always uses defaults when profiles are missing.

C. €80 EUR→ That’s Paris profile, not Dublin.

D. $0 USD→ Incorrect because the plan default is not zero but $100.

When configuring asalary plan, you can choose whether the plan amount should automatically adjust for part-time employees based onFTE% (Full-Time Equivalent percentage).

Apply FTE%ensures that the salary plan prorates according to scheduled hours vs. full-time hours.

Example: If an employee works 50% FTE, a $60,000 annual salary plan will automatically adjust to $30,000.

Why not the others?

B. Compensation Element– Elements link plans to payroll but do not control proration.

C. Eligibility Rules– Define who is eligible, not how amounts are prorated.

D. Exclude from Merit– Used in merit review processes, unrelated to proration.