SAP C_THR86_2505 today updated questions

SAP Certified Associate - Implementation Consultant - SAP SuccessFactors Compensation Questions and Answers

Question 1

In an EC-integrated compensation worksheet, what are some of the reasons you might include a lookup table in your configuration? Note: There are 3 correct answers to this question.

Options:

Providing budget percentage by country

Holding previous year's salary by Employee ID

Converting a code into its text equivalent for display

Converting money values from functional to local currency

Determining appropriate car allowance by grade

Question 2

You create a test user data file (UDF) for use with a compensation template. The template uses the Second Manager hierarchy. The CEO is head of both hierarchies.

In the user record of the CEO, what values would you use for the MANAGER SECOND_MANAGER columns?

Options:

MANAGER: NO_MANAGER

•SECOND_MANAGER: NO_MANAGER

MANAGER: blank

•SECOND MANAGER: blank

MANAGER: NO_MANAGER

•SECOND MANAGER: blank

MANAGER: blank

•SECOND MANAGER: NO_MANAGER

Question 3

Your client wants to ensure that planners justify their decision to NOT give an employee a merit increase. What is the best way to accomplish this?

Options:

Under Define Standard Validation Rules, add a Force Comment Rule with the mode set to "no-raise."

Use custom validations with the formula 'if(merit>0,"FALSE","TRUE")".

Edit the XML add a comp-force-comment-config tag with the mode attribute set to "guideline."

Under Define Standard Validation Rules, add a Force Comment Rule with the mode set to "raise."

Question 4

Your customer is based in the UK has a functional currency of GBP. However, they also have offices in the US (USD), France (EUR), Germany (EUR). They would like the budget displayed in local currency for all planners - for example, German planners see the budget in EUR, not GBP.

How can you best accomplish this?

Note: There are 2 correct answers to this question.

Options:

Use budget grouping group on the local currency code.

Enable Planner Currency mode.

Disable Functional Currency mode.

Have four separate templates, one for each country.

Question 5

How can the compRating field be used to enhance the compensation worksheet? Note: There are 2 correct answers to this question.

Options:

It allows for performance form rating overrides.

It allows for performance ratings to use a different rating scale.

It allows ratings to be entered directly on the planning worksheet for those employees who do NOT have a performance form.

It allows a second rating field for guidelines.

Question 6

Your customer uses SAP SuccessFactors Employee Central has the following setup:

•Pay Component (id = "SALARY")

•Pay Component (id = "CARALLOWANCE")

•Pay Component (id = "HOUSEALLOWANCE")

•Pay Component Group (id = "TC") made up of the above three components. The Use for Compa-Ratio Calculation flag is set to Yes for this group.

The customer performs total cash (TC) planning, that is, planners adjust the overall TC. Both the car housing allowances are fixed values based on employee grade. If an employee is promoted on the worksheet, these allowances may change. Salary is whatever TC is left over after the new allowances are updated.

How do you best implement this request while maximizing integration?

Options:

Map TC to the standard Current Salary field.

•Use the Merit column for the TC update.

•Use the finSalary field some custom columns to calculate the components publish those back to EC.

Map TC to the standard Current Salary field.

•Use the Merit column for the TC update.

•Publish the finSalary value back to the pay component group in EC have business rules split the sum into the components.

Map TC to the standard Current Salary field.

•Use the Merit column for the TC update.

•Extract the new TC with a report manually create import files to update EC.

Map SALARY to the standard Current Salary field TC to meritTarget.

•Use merit to update the TC use custom fields to allow planners to update the allowances.

•Publish each component back separately.

Question 7

Your client requests that no employee be eligible for a merit increase greater than 10%. Which configuration steps must you perform?

Options:

Enable a hard limit stop for the merit guideline in Admin Center.

•Set the maximum value to 10 for all guideline formulas.

Create a guideline rule with the High/Low Action option set to Allow in Admin Center.

•Define each guideline formula with a default value of 10.

Enable a hard limit stop for the merit guideline in Admin Center.

•Set the maximum value to 0.10 for all guideline formulas.

Set the guideline pattern to be low-high.

•Set the high value for all guidelines to be 10.

Question 8

What checks can you make with the Check tool? Note: There are 2 correct answers to this question.

Options:

Reportable fields correctly configured

Circular hierarchies for form creation

Custom validations correctly configured

Accuracy of formula calculations

Question 9

When generating compensation statements you notice that only the number is appearing for the rating, not the text. How can you correct this?

Options:

Update the field-based permissions for the PM Rating field.

Add help text to the PM Rating field.

Create a custom column referencing a lookup table to pull in the text.

Change the rating scale in Performance Management.

Question 10

Which of the following scenarios involving a Lookup table are valid solutions to a customer requirement?

Note: There are 2 correct answers to this question.

Options:

To determine the proper Event Reason for EC publishing based on employee Country.

To determine a budget percentage that is based upon employee Country Job Category.

To choose between two Event Reasons for EC publishing based upon whether an employee received a promotion with their pay adjustment.

To determine the median salary of an employee based upon Pay Grade, Legal Entity, FTE.

Question 11

What can be configured under Define Standard Validation Rules? Note: There are 2 correct answers to this question.

Options:

Split to Lump Sum when exceeding salary range.

Force comment when recommendation is outside guidelines.

Disallow save when budget is exceeded.

Update guideline hard limit.

Question 12

Your client uses a Salary Pay Matrix table for Pay Ranges. What are some Leading Practices Considerations around the maintenance use of these tables? Note: There are 2 correct answers to this question.

Options:

Updates to salary ranges after forms are launched are dynamic; any changes in the table will impact completed forms.

If the Template is integrated with Employee Central, Pay Range information MUST come from the EC Pay Range object.

Salary range tables should always be provided in the client's Functional Currency.

Do not update salary range tables that were referenced in forms that have been launched for a prior cycle.

Question 13

At the start of the calendar year, all employees are assigned a Performance form. At the end of the year, Salary forms are launched the performance ratings for most employees are displayed correctly, but all new hires are displayed as "N/A". Administrators realize that any employee that joined during the year is missing a Performance form, so they launch a PM form for each new hire.

All new hires are assigned a rating of "Good".

How will these ratings appear on the Salary worksheet?

Options:

N/A

Unrated

Too new to rate

Good

Question 14

In an EC-integrated implementation, which of the following EC elements can be used to map fields? Note: There are 3 correct answers to this question.

Options:

Biographical Information

Time Off

MDF Objects

Pay Components

Background Elements

Question 15

What triggers can be used to force a planner to add comments without using custom validations? Note: There are 2 correct answers to this question.

Options:

Any time an employee is given a raise, stock, or options.

When an employee's raise exceeds the range penetration maximum.

An employee is NOT given a raise, stock, or options at all.

When an employee's final salary is below range penetration minimum.

Question 16

What functions are available in a compensation profile? Note: There are 3 correct answers to this question.

Options:

Promote an employee.

Enter recommendations.

Import salary history into the profile.

Display salary history.

View budgets.

Question 17

What is the recommended leading practice workflow for a compensation template?

Options:

Process Setup → Manager Planning → Next Level Manager Review → Final Review → Complete

Manager Planning → Next Level Manager Review → Compensation Admin Review → HR Manager Planning → Complete

Process Setup Manager Planning → Next Level Manager Review → Third Level Manager Review → Complete

Manager Planning → Next Level Manager Review → HR Manager Planning → Complete

Question 18

A customer wants to display a block of text on the compensation statement only if the merit increase percentage is greater than 10%. How would you proceed?

Options:

Configure a new percent field with a formula within the compensation template add this field to the statement template. Use this field in the conditional logic.

Use conditional logic in the statement to only display the paragraph if merit is greater than 10.

Duplicate the standard merit field select the Show percent only radio button. Add this field to the statement template use it for the conditional logic.

Configure an adjustment field to duplicate the merit field select the Show percent only radio button. Add this field to the statement template use it for the conditional logic.

Question 19

For which customer requirement do you need to develop a custom statement?

Options:

Mix of data from compensation variable pay

Pie graph showing compensation element distribution

Different statements per employee group

Field visibility is conditional on amount

Question 20

How many custom columns may be used as Formula Criteria for Guidelines?

Options:

There is no limit on custom columns

Question 21

Which actions are controlled by role-based permissions? Note: There are 2 correct answers to this question.

Options:

Editing columns on a worksheet

Making changes through Executive Review

Opening compensation worksheets

Updating a Compensation Statement

Question 22

Which of the following permissions are required to be able to use Executive Review offline edit to download, modify, upload bulk changes? Note: There are 3 correct answers to this question.

Options:

The user needs the Executive Review - Export permission.

The user needs the Executive Review - Import permission.

The user needs the Executive Review - Mass Action permission.

The user needs the Executive Review - Edit permission.

The user needs the Ad Hoc Reports for the Compensation Planning domain permission.

Question 23

Which information is included in the rollup report? Note: There are 2 correct answers to this question.

Options:

The average bonus payout amount

The detail of planning decisions for each employee in the hierarchy

The sum of budget total spend for each division, department, or location

The sum of budget total spend for each planner in the hierarchy

Question 24

Which of the following updates require worksheets to be relaunched? Note: There are 2 correct answers to this question.

Options:

Revise field-based permissions.

Update a formula in a custom column.

Modify the route map.

Update lookup table contents.

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SAP C_THR86_2505 SAP Certified Associate - Implementation Consultant - SAP SuccessFactors Compensation Exam Practice Test

SAP Certified Associate - Implementation Consultant - SAP SuccessFactors Compensation Questions and Answers

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