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SAP C_THR86_2405 Latest Test Fee & Latest C_THR86_2405 Dumps Sheet

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SAP C_THR86_2405 Exam Syllabus Topics:

Topic
Details

Topic 1

Implementation Test: You will be evaluated on your ability to conduct implementation tests. This part of the exam focuses on your skills in verifying that all configurations and settings are correctly implemented, ensuring a smooth deployment of the compensation module.

Topic 2

Managing Employee Specific Data: The exam will test skills in managing employee-specific data within SAP SuccessFactors. SAP partner consultants will be required to show how effectively they can handle data to ensure accurate compensation decisions that reflect individual employee situations.

Topic 3

Compensation Plan Guidelines: In this section, SAP partner consultants will be evaluated on their abilities to configure compensation plan guidelines. Candidates must demonstrate their capacity to set up guidelines that align with company policies and industry standards, ensuring fair and consistent compensation practices.

Topic 4

Set Up Import Tables: Your expertise in configuring and modifying import tables will be tested. You need to illustrate your ability to manage data imports efficiently, ensuring that compensation data is accurately integrated into the system.

Topic 5

Compensation Statements: The exam will assess your expertise in configuring compensation statements. You will need to showcase your knowledge of how to set up these SAP statements so that they accurately reflect employee compensation, ensuring clarity and transparency in communication.

SAP Certified Associate - Implementation Consultant - SAP SuccessFactors Compensation Sample Questions (Q41-Q46):

NEW QUESTION # 41
Your customer has two pay components, with IDs SALARY_US and 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. 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 worksheet
B. Create two different templates and use eligibility rules to ensure employees appear on the correct one
C. Create a pay component group that includes both pay components and use that for the planning
D. Create two custom columns and map each to the pay components Use a third custom column to display whichever is non zero

Answer: A

NEW QUESTION # 42
Your client wants to pre-populate merit recommendations with the ideal values upon worksheet launch to start with a fully spent budget This means that if a planner wishes to increase an employee's raise, they need to decrease another s to stay within budget. How can you achieve this?Note There are 2 correct answers to this question.

A. Use a custom column with a formula to display the ideal values and guidelines with a default of 0 Budgets use the DirectAmount mode
B. Use guidelines to populate the default values and budget with mode PercentOfCustomField. where the custom field uses a lookup table.
C. Use a custom validation to display a warning to remind the planner to decrease an employee's merit if they increase another employee s merit. Budgets use the PercentOfCurSal mode.
D. Use guidelines to populate the default values and budget with mode Guideline.

Answer: B,D

NEW QUESTION # 43
You set up a merit guideline rule based on the performance rating and country. You configure guideline formulas as shown in the screenshot. See image below.

An employee in the USA has a rating of 4. What would be their default merit increase?

A. 0
B. 0.01
C. 0.04
D. 0.02

Answer: D

NEW QUESTION # 44
Your EC-integrated client wishes to plan on monthly salaries for employees in the UK, but on annual salaries for employee in the US. All employees have their salaries stored in EC with a single pay component with a frequency of "monthly" because of payroll integration constraints.
Which of the following options is a solution for this requirement?

A. Include the unitsPerYear standard column set it to 12.
B. Use meritTarget set to the pay component value divided by 12.
C. Use two different pay components for salary with the US one having the "Use for Comp Planning" set to "None" the UK one set to "Comp."
D. Use two templates with one having curSalary mapped to the pay component the other on the pay component group.

Answer: D

NEW QUESTION # 45
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. 2%-4%
B. 3%-5%
C. 0%-0%
D. 1%-2%

Answer: A

NEW QUESTION # 46
......

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