[Oct 30, 2023] Latest C_THR86_2305 Exam with Accurate SAP Certified Application Associate - SAP SuccessFactors Compensation 1H/2023 PDF Questions
Practice To C_THR86_2305 - Pass4cram Remarkable Practice On your SAP Certified Application Associate - SAP SuccessFactors Compensation 1H/2023 Exam
NEW QUESTION # 19
Your EC-integrated client has set up the Pay Range object to use Pay Grade Legal Entity, and Geo Zone as inputs.Keeping the order of the Attributes in mind which columns do you need to assign as Attributes in the Salary Pay Matrix section of the Plan Setup page?
- A. Pay Grade Geo Zone. Legal Entity
- B. Legal Entity Geo Zone
- C. Pay Grade Legal Entity Geo Zone
- D. Geo Zone. Legal Entity
Answer: D
NEW QUESTION # 20
Which actions can you perform on the Add/Edit Statement Tempi reen in Admin Center when creating a compensation statement from SuccessStore templates? Note: There are 3 of answers to this question
- A. Configure the statement for multiple languages
- B. Reference the company logo URL and change the title of the statement
- C. Customize the statement text to fit your customer's company and culture
- D. Change the order of the compensation fields
- E. Design the statement with multiple graphics
Answer: B,C,D
NEW QUESTION # 21
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 new pay grade is displayed
- B. The employee becomes ineligible
- C. The pay grade remains the same as it was when the forms were created
- D. New forms need to be created because an error will be shown
Answer: C
NEW QUESTION # 22
Your customer uses a look up table to calculate custom budgets, as shown in the attached screenshot.
The budget is based on an employees country and status. In the template, the country is defined with field custom country and status is defined with field id customStatus. What is the correct syntax to calculate merit.
- A. lookup(toNumber(,l2018_BudgetPool,,/ customCountry,customStatus,1)*curSalary
- B. lookup(toNumber("2018_BudgetPoor, customCountry,customStatus,1))*curSalary
- C. lookup(toNumber("2018_BudgetPool,,/ customCountry, customStatus, merit))*curSalary
- D. lookup(toNumber(,l2018_BudgetPool,,/ customCountry, customStatuS/merit)*curSalary
Answer: B
NEW QUESTION # 23
Your customer has two pay components, IDs SALARY_US and SALARY_UK, that are used for employees base salary in their respective countries, They wan for all employees on a single worksheet using the employee's periodic salary, NOT the annual value. What is the best way to accomplish this?
- A. Create a pay com t group that includes both pay components and use that for the planning
- B. Ensure the Used for Comp planning flag of the pay components is set to Comp and do NOT map to a specific pay component ID in the w
- C. Create two t templates and use eligibility rules to ensure employees appear on the correct one
- D. Create two custom columns and map each to the pay components. Use a third custom column to display whichever is non-zero
Answer: B
NEW QUESTION # 24
What functions are available in a compensation profile? 2 correct answers
- A. Enter recommendations
- B. Display salary history
- C. View Budgets
- D. Import salary history into the profile
- E. Promote an employee
Answer: A,B,E
NEW QUESTION # 25
A customer is using the following number format:
Mode: Round down
Multiple: 10 How will a value of 96.5 be displayed
- A. 90-00
- B. 100.00
- C. 900.00
- D. 960.00
Answer: A
NEW QUESTION # 26
You configured merit guidelines as shown in the screenshot.If an employee has a range penetration of 24% what would be the low to high guideline that would appear in the merit guideline column in the compensation worksheet?
- A. 3%-5%
- B. O 1%-2%
- C. 0%-0%
- D. O 2%-4%
Answer: C
NEW QUESTION # 27
Your client wants to restrict entry into the Lump Sum field to only members of the reward team.How can you achieve this?
- A. Use mass actions through the Executive Review
- B. Update guidelines to put a hard stop on the Lump Sum field and set all of the guideline values to 0
- C. Set the Lump Sum field to read-only to prevent planners from using it
- D. Use field-based permissions on the Lump Sum field and a permission group of named individuals
Answer: D
NEW QUESTION # 28
How can you enable bulk printing of reward statements from a completed compensation worksheet?
- A. Set RBP User Permission View Statement for everyone.
- B. Grant managers read permission for "personalCompensationStatement" in the data model
- C. Set XML plan attribute include
- D. Set RBP User Permission View Statement for managers.
Answer: C
NEW QUESTION # 29
Your customer has implemented SAP SuccessFactors Employee Central (EC) and now wishes to implement a single global compensation template However, only part of the organization is in Employee Central, some countries are still using SAP ERP. but there are plans to move to SAP SuccessFactors Employee Central over the next two years The customer wants to use the Compensation module to plan for all employees regardless of where their employee data sits.What is the recommended approach to this scenario?
- A. Create a single non-integrated template export the EC employees and import them via UDF
- B. Create two templates - one with EC integration and one without
- C. Suggest a phased approach where the non-EC employees become part of the process later as they migrate
- D. Create a single EC-integrated template and use the Hybrid Template option.
Answer: D
NEW QUESTION # 30
Your EC-intagrated client has employees in several countries While all the countries are planned on the same worksheet at the same time there are slight differences in the Effective Dates of the new salaries when they are published back to EC.How can this requirement be met through configuration?
- A. On the Employee Central Settings screen in Compensation Home set the Effective Date to be that of the largest country.*Use the Publish Selected Employees in Employee Central to publ<sh the data for this country*Manually modify the effective date to be that of the next country and publish the data for them Repeat for all countries
- B. Create a lookup table that contains the different dates that uses country as an input*Map the lookup table name to the start-date' of the pay component in the XML
- C. Enter the effective date for the largest country in the Employee Central Settings screen*Publish the results of the planning for all countries*Manually modify the effective dates of the resulting EC data for the smaller countries
- D. Create a lookup table that contains the different dates that uses country as an input.*Create a custom date column that reads from the lookup table based on employee country*Map the column ID of the custom date column to the 'start-date' of the pay component in the XML
Answer: D
NEW QUESTION # 31
Your customer uses SAP essfactors Employee Central and has the following setup:
Pay Component (id =
Pay Component "CARALLOWANCE")
Pay comp e Cid = "HOUSEALLOWANCE")
Payment Group (id = "TC") made up of the above three components. The Use for Compa-Ratio Calculation la s t to Yes for this group.
er performs TC (total cash) planning, that is, planners adjust the overall TC. Both the car and housing all ces are fixed values based on employee grade. If an employee is promoted on the worksheet, these allowances hange. Salary is whatever TC is left over after the new allowances are updated, w do you best implement this request while maximizing integration?
- A. Map TC to the standard Current Salary field.Use the Merit column for the TC update.Use the finSalary field and some custom columns to calculate the components and publish those back to EC.
- B. Map SALARY to the standard Current Salary field and TC to meritTarget.Use merit to update the TC and use custom fields to allow planners to update the allowances.Publish each component back separately.
- C. 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 and have business rules split the sum into the components.
- D. Map TC to the standard Current Salary field.Use the Merit column for the TC update.Extract the new TC with a report and manually create import files to update EC.
Answer: A
NEW QUESTION # 32
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 'disallow and action 'exceed with the Threshold at 125.
- B. Create a standard vaBdation of type 'splitOrDisallov/' and action 'exceed' with the Threshold at 125
- C. Create a custom validation of type Error to ensure that the column curRatio is less than 125
- D. Create a custom validation of type Error to ensure that the column compaRatio is less than 125
Answer: A,D
NEW QUESTION # 33
You use date based proration and you do NOT include dates in the user data files (UDF) for an employee. What does the system use to calculate the proration percent?
- A. The start and end date of the compensation worker
- B. The review start date and review end date configured in the compensation template
- C. the start date and end date of customer fiscal year
- D. January 1 to 31 of the current year
Answer: C
NEW QUESTION # 34
Your customer uses the Second Manager compensation hierarchy. How can you check for missing managers in the hierarchy? Note: There are 2 correct answers to this question.
- A. Run a Compensation Eligibility ad hoc report
- B. Use the check tool
- C. Use the Export Users Without Managers report
- D. Use the rollup report
Answer: B,C
NEW QUESTION # 35
Your customer requires a field on the worksheet that is a picklist with two values: TRUE or FALSE. How can you achieve this?
- A. Create a read-only string field and make it reloadable.
- B. Create a read-only string field and make it reportable D.
- C. Create an editable string field and make it reportable B.
- D. Create an editable string field with enumerated values
Answer: D
NEW QUESTION # 36
Your customer would Ike the Reward team to be able to override the final salary of the employee by directly entering in the final amount in Executive Review.However, they want to make sure that this is only posstole during the last week of the planning cycle How can you achieve this?
- A. Create a custom editable Money field and use custom validation to check that values are not entered until the correct date.
- B. Create a custom read-only Money field and change read-only to No on the correct date.
- C. Create a custom editable Money field In the formula to calculate the final salary, use the dateDIffO function to determine if the custom column can override the calculated value.
- D. Create a custom editable Money field with field-based permissions set to read-only Change the permissions to editable on the correct date.
Answer: C
NEW QUESTION # 37
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?
- A. Edit the XML and add a comp-force-comment-config tag with the mode attribute set to 'guideline '
- B. Q Use custom validations with the formula if(merit>0.'FALSE .'TRUE
- C. Under Define Standard Validation Rules add a Force Comment Rule with the mode set to 'no-raise '
- D. Under Define Standard Validation Rules add a Force Comment Rule with the mode set to 'raise '
Answer: C
NEW QUESTION # 38
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