サンプル問題 1： You have a new gym membership benefit offering. You currently do not offer any gym benefits. Before you can configure the plan, what must you do?
A: Create a new rate to specify how much to charge the employee.
B: Create a new benefit group for gym-eligible workers.
C: Create a new coverage type in the Maintain Benefit Coverage Types task.
D: Create a new related person relationship in the Maintain Related Person Relationships task.
正解：C
Explanation: The correct answer is C because Workday Benefits configuration starts with the foundational components that define how a benefit offering is structured. When introducing a completely new type of benefit such as a gym membership, the system must first recognize the benefit category through an appropriate coverage type. The coverage type serves as a core setup element that supports plan creation and determines how the plan is classified within the benefits framework. Option A is not correct because rates are generally configured after the underlying plan structure exists. Rates define pricing or cost-sharing, but they do not establish the foundational setup needed to create a new benefit offering. Option B is also incorrect because benefit groups are used to organize worker eligibility and enrollment populations, not to establish the base benefit component required for a new plan type. Option D applies to dependent or related-person scenarios, such as spouse or child coverage, which is not relevant for a gym membership benefit. In this case, defining the proper coverage type is the necessary first step before the plan itself can be configured
サンプル問題 2： A worker is showing up on the Benefit Group Audit in more than one benefit group. How will you ensure the worker is only eligible for one benefit group?
A: Create a third benefit group that all employees are eligible for.
B: Check the benefit plan eligibility to determine which workers are eligible for each plan.
C: Check the enrollment event rule to ensure the employee can only enroll in benefits one time.
D: Check the benefit group eligibility rules to determine why an employee is eligible for both groups.
正解：D
Explanation: The correct answer is D because benefit groups in Workday are driven by benefit group eligibility rules, and the Benefit Group Audit is specifically used to identify workers who qualify for more than one group at the same time. When a worker appears in multiple benefit groups, the root cause is almost always overlapping or conflicting eligibility logic within those group definitions. The appropriate corrective action is to review the criteria assigned to each benefit group and determine exactly why the worker satisfies both sets of rules. Option A is not appropriate because creating an additional broad benefit group does not resolve the overlap; it would likely add more complexity and increase the risk of duplicate eligibility. Option B focuses on plan-level eligibility, which is downstream from the benefit group assignment and does not address why the worker entered multiple groups in the first place. Option C relates to event processing and enrollment timing, not foundational eligibility setup. To ensure a worker is only eligible for one benefit group, the administrator must refine or correct the group eligibility rules so the criteria are mutually exclusive and aligned with the intended benefits population.
サンプル問題 3： While creating a benefit plan you receive the following Workday-delivered error message: "Error: You must enter today's date or a date in the past. You cannot enter a future date." How can you ensure your plan is available for enrollment next year?
A: The plan will be automatically available for enrollment based on the effective date of the benefit plan.
B: Add the plan to the appropriate benefit plan year definition to make it active during a plan year.
C: Mark the plan as Inactive on the benefit plan setup until it is available for enrollment.
D: Add the plan to the current benefit plan year definition so it is available for enrollment next year.
正解：B
Explanation: The correct answer is B because Workday separates plan configuration dates from plan availability for enrollment through the use of benefit plan year definitions. Even though the system restricts entering a future effective date during plan creation, administrators can still control when a plan becomes available by associating it with a specific benefit plan year. The plan year defines the enrollment period, coverage dates, and availability of benefit plans for a given cycle, such as the upcoming year. By adding the plan to the appropriate future benefit plan year definition, the administrator ensures that the plan is included in enrollment events like Open Enrollment for that year. Option A is incorrect because the effective date alone does not determine enrollment availability. Option C is not appropriate, as marking a plan inactive prevents usage rather than scheduling future availability. Option D is incorrect because assigning the plan to the current plan year does not make it available for the next year’s enrollment. Proper configuration of the benefit plan year is the correct approach to control timing and availability.
Workday Pro Benefits試験の準備に向けた復習資料としてWorkday Pro Benefits問題集を提供しています。Workday Pro Certification exam試験の主要な知識ポイントをカバーしています。ページ上部の「Workday Pro Benefits 試験を開始する」ボタンからオンライン無料サンプル問題を確認できます。
Workday Pro Benefits問題集の収録内容と更新状況はどうなっていますか？
答え：現在提供されているWorkday Pro Benefits問題集には、Workday Pro Benefits試験対策に向けた全55問の練習問題と解答が収録されています。Workday Pro Certification exam試験に向けた復習に利用できます。
答え：時間の許す限り、内容を理解しながら計画的に復習することをお勧めします。Workday Pro Benefits問題集の多くの設問と知識ポイントを一度の学習ですべて定着させるのは難しいため、3回に分けて反復する方法が効果的です。1回目は全体を通して解説とあわせて理解し、2回目は分野ごとに自分の言葉で説明できるか確認し、3回目は試験直前に間違えやすい設問を中心に総復習します。
学習時間が限られている場合は、Workday Pro Benefits問題集の選択問題を中心に重要キーワードと正答の根拠を優先して整理してください。また、ドラッグ＆ドロップ問題やシミュレーション形式の設問については、手順や前提条件を含めて仕組みを理解しておくことが重要です。
