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100% Pass C-THR86-2505 - SAP Certified Associate - Implementation Consultant - SAP SuccessFactors Compensation Authoritative Standard Answers
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Exam SAP C-THR86-2505 Training | C-THR86-2505 Reliable Exam Topics
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| Topic |
Details |
| Topic 1 |
- Set Up Import Tables:This section of the exam assesses the ability of Compensation Analysts to configure and import required compensation-related tables. It includes loading lookup tables and data required for business rules and logic.
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| Topic 2 |
- Permissions:This section of the exam measures the knowledge of Compensation Analysts in managing role-based permissions for compensation planners and administrators. It includes securing access to forms, fields, and processes.
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| Topic 3 |
- Plan Settings: This section of the exam measures the skills of SAP Consultants in defining plan-level configurations. It includes cycle setup, planner eligibility, planner hierarchy, and general settings required to operationalize compensation plans.
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| Topic 4 |
- Managing Employee Specific Data:This section of the exam assesses the skills of SAP Consultants in handling employee-specific data used in compensation planning. It includes importing and mapping fields like pay, performance, and custom metrics.
|
| Topic 5 |
- Reports and Workflows: This section of the exam evaluates the proficiency of SAP Consultants in setting up reports and approval workflows. It covers route maps, executive reviews, and standard reporting capabilities.
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| Topic 6 |
- Implementation Test: This section of the exam evaluates the understanding of Compensation Analysts in verifying system configuration using implementation test tools. It includes basic validation and troubleshooting before plan launch.
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| Topic 7 |
- Compensation Plan Guidelines: This section of the exam measures skills of Compensation Analysts and covers the configuration of compensation plan guidelines, including eligibility and budgeting parameters that guide manager decisions during compensation cycles.
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SAP Certified Associate - Implementation Consultant - SAP SuccessFactors Compensation Sample Questions (Q60-Q65):
NEW QUESTION # 60
What is the recommended leading practice workflow for a compensation template?
- A. Process Setup Manager Planning → Next Level Manager Review → Third Level Manager Review → Complete
- B. Manager Planning → Next Level Manager Review → Compensation Admin Review → HR Manager Planning → Complete
- C. Manager Planning → Next Level Manager Review → HR Manager Planning → Complete
- D. Process Setup → Manager Planning → Next Level Manager Review → Final Review → Complete
Answer: D
NEW QUESTION # 61
Your customer has an Employee Central integrated template with an effective date of March 1, 2023. The template has a reloadable field that is mapped to the Pay Grade field in SAP SuccessFactors Employee Central. The forms are launched on February 1, 2023, with a start date of March 1, 2023. An employee gets promoted on March 5, 2023, which includes a pay grade change.
What is the effect on the value that is displayed when the planner opens the worksheet on March 6, 2023?
- A. The pay grade remains the same as it was when the forms were created.
- B. New forms need to be created because an error will be shown.
- C. The employee becomes ineligible.
- D. The new pay grade is displayed.
Answer: A
NEW QUESTION # 62
Your customer has two pay components, with IDS SALARY_US SALARY_UK, that are used for employees' base salary in their respective countries. They want to plan for all employees on a single worksheet using the employees' periodic salary, NOT the annual value.
What is the best way to accomplish this?
- A. Create two different templates use eligibility rules to ensure employees appear on the correct one.
- B. Create two custom columns map each to the pay components. Use a third custom column to display whichever is non-zero.
- C. Create a pay component group that includes both pay components use that for the planning.
- D. Ensure the Used for Comp Planning flag of the pay components is set to Comp do NOT map to a specific pay component ID in the worksheet.
Answer: D
NEW QUESTION # 63
Your client wishes to limit new employee salaries so that no employee can exceed 125% compa- ratio. They do not award lump sums.
How can you configure the worksheet to meet this requirement? Note: There are 2 correct answers to this question.
- A. Create a standard validation of type "splitOrDisallow" action "exceed" with the Threshold at 125.
- B. Create a custom validation of type Error to ensure that the column compaRatio is less than 125.
- C. Create a standard validation of type "disallow" action "exceed" with the Threshold at 125.
- D. Create a custom validation of type Error to ensure that the column curRatio is less than 125.
Answer: B,C
NEW QUESTION # 64
Your client requests that no employee be eligible for a merit increase greater than 10%. Which configuration steps must you perform?
- A. 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.
- B. Enable a hard limit stop for the merit guideline in Admin Center.
* Set the maximum value to 10 for all guideline formulas.
- C. Set the guideline pattern to be low-high.
* Set the high value for all guidelines to be 10.
- D. Enable a hard limit stop for the merit guideline in Admin Center.
* Set the maximum value to 0.10 for all guideline formulas.
Answer: B
NEW QUESTION # 65
......
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