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

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.

If you want to restrict employees so they can only submita single one-time payment per payment event, you must ensure thatMultiple One-Time Payments is not enabledin tenant setup.

When disabled, Workday enforcesone plan per effective date/reason.

Why not the others?

A. Segment security→ Controls data access, not number of payments allowed.

B. Rule-based BP→ Governs approvals/workflow, not structural system behavior.

C. Enable Multiple One-Time Payments→ Would allow multiple entries (opposite of requirement).

Acompensation elementin Workday is the foundational link between acompensation plan(e.g., salary, bonus, allowance) andpayroll processing.

When you assign a compensation plan (like a car allowance, bonus, or salary plan), Workday requires acompensation elementthat directly maps to apayroll earning code.

This ensures that the pay component flows into payroll correctly, appears on pay slips, and is taxable/deductible as designed.

Why not the others?

B. Requisition compensation– Job requisitions use compensation packages for recruiting, but elements are not tied to requisitions.

C. Eligibility rules– Eligibility determineswhocan receive the plan, not the element itself.

D. Benefit deductions– Those are handled bybenefit deduction elements, not compensation elements.