[Q43-Q64] C-THR86-2211 100% Guarantee Download C-THR86-2211 Exam PDF Q&A [Jul 16, 2023]

Rate this post

C-THR86-2211 100% Guarantee Download C-THR86-2211 Exam PDF Q&A [Jul 16, 2023]

Get C-THR86-2211 Actual Free Exam Q&As to Prepare for Your SAP Certification

To prepare for the SAP C_THR86_2211 Exam, candidates are recommended to have experience with SAP SuccessFactors Compensation Management. Candidates can also take advantage of SAP’s training resources, including instructor-led courses, e-learning modules, and certification guides. By passing C-THR86-2211 exam, individuals can demonstrate their expertise in compensation management and enhance their career prospects in the field of human resources management.

SAP C-THR86-2211 certification exam covers several key areas, such as configuring and managing SAP SuccessFactors Compensation, data integration and reporting, and managing and maintaining the system. C-THR86-2211 exam consists of 80 questions, and candidates have three hours to complete it. C-THR86-2211 exam is available in several languages, including English, German, Spanish, French, and Chinese.

Q43. In an EC-integrated implementation, which of the following portlets can be used to map fields? Note:
There are 3 correct answers to this question
Talent Profile

Employment Information

Job Information

Work Experience

Compensation Information

Q44. A customer wants to show merit increase only as an amount within the form, but they want to display the merit stage in the compensation statement. How would you proceed?

Duplicate the standard merit field, select the Show percent only radio button and add this field to the statement template

Configure a new percent field with a formula within the compensation template and add this field to the statement template

Configure an adjustment field to duplicate the merit field, select the Show percent only radio button and add it to the statement template

Configure a new field with a formula within the statement template

Q45. Your customer has the following requirements for their compensation plan:
1. Use a hard stop in the customer’s guidelines
2. Display only the high and low values in the compensation worksheet.
3. Display a prompt message to planners if they go outside of the high/low values. Which guideline rule settings must you set to fulfill these requirements?

MIN-MAX
.HARD LIMIT:YES HIGH/LOW ACTION:ALLOW

LOW HIGH
.HARD LIMIT:YES HIGH/LOW ACTION:ALLOW

LOW HIGH
.HARD LIMIT:YES
HIGH/LOW ACTION:WARN

Q46. Which of the following is possible without need for custom validations? Note: There are 2 correct answers

warning message when the budge is exceeded

An error message when adjustments are entered in two different fields

An error message when maximum guideline is exceeded

An error message when planners enter a promotion without changing pay grade

Q47. Customer is using the compensation manager hierarchy and would like the 2 -step approval to follow the Second Manager hierarchy. How will you set this up?

lst:E
2nd:EM

1st: EM
2nd:EMM

lst:EA
2nd:EAA

lst:E
2nd:EA

Q48. In Admin Center, you load a pay matrix table as shown in the attached screenshot. You map attribute 1 to business unit and attribute 2 to department On the compensation worksheet, an employee is in the Operations department, the ABC business unit, and pay grade 3. The employee’s current range penetration is calculated as exactly 100%. What is this employee’s current annual salary? #PayGrade MinPay MidPay MaxPay I Promotable Attribute AtiribOteZ ribute

72000

90000

66000

85000

Q49. The Detailed Reportl9es NOT appear on the compensation form as shown in the attached screenshot.
What is some possible Note: There are 2 correct answers to this question.

The Enable Rollup Reports option is NOT selected in the advanced settings.

The user does NOT have the compensation rollup permission in role-based permissions

The Use Form Creation Hierarchy for Compensation Rollup Report option is NOT selected in the advanced settings.

The < comp-include-report> option is NOT set in the compensation plan template XML

Q50. Your customer would like to planners to be able to edit the adjustment column only after a certain date, but before form reach completion, how can this be achieved?

After forms launch and AFTER the date has passed, change the field-based permission for the Adjustment column to be editable.

On the specified date, change the re -only setting on the column from YES to NO.

After forms launch and BEFORE the dateUaipuSed, change the field-based permission for the Adjustment column to be editable.

Use custom validation that c the date and update the validation once the date has passed

Q51. Your customer is based in and has a functional currency of GBP. However, they also have offices in the US (USD), France (EUR), and Ge EUR). They would like the budget displayed in local currency, for all planners for example, German planners h budget in EUR, NOT GBR. How can you best account list?
Note: There are 2 correct answers to this question

Disable functional Currency mode

Have four separate templates, one for each country

Use budget grouping and group on the local currency code

Enable Planner Currency mode

Q52. Your c to r needs to remove a compensation statement from the system for one employee who was NOT eligible for a merit Increase. Which of the following options would help you best accomplish this?

Make the employee ineligible for a merit increase using the eligibility engine.

Recall the compensation statement for the employee

Remove the employee from the compensation form and run the “Update all worksheets” job

Create an eligibility rule to exclude this employee

Q53. Which of the following functions in Admin Center can you use to delete compensation eets for active planners? Note: There are 2 correct answers to this question.

Update compensation worksheet

Manage worksheets

Delete employees

Delete form

Q54. A customer using USD as functional currency would like to format Column Totals and Budgets to display 2 decimal places number format can be used?

defMoneyFormat #,##0.00

MoneyFormat #,#0.00 ; useFor= “Annual

CustomMoney Format #,##0.00 ;useFor=”USD”

defAmountFormat #,##0.00

Q55. By default, how is budget allocation determined in Rewards and Recognition?

Standard hierarchy of Admin

Standard hierarchy of Nominee

Standard hierarchy of Planner

Standard hierarchy of Nominator

Q56. You configure merit guidelines as shown in the attached screenshot. If an employee has a rating of 3.05 what would be the low to high guideline column in the compensation worksheet?

3%-5%

2%-4%

0%-10%

0%-0%

Q57. Your customer has a compensation plan template with the functional EUR, The managers own currency id USD. Managers compensation worksheet contains employee who gets paid in following currencies EUR,USD,CHF,GBR Which view must you enable to make sure the manger can display the salary of all their employees USD

The includeLocalCurrency view

The includeAnyCurrency view

The includePlannerCurrency view

The includeFunctionalCurrency view

Q58. Your customer wants to include confidential information on the planning form that is visible only to the HR team and NOT to planners.

How can you achieve this?

Configure a custom field for the confidential data as reportable.

Configure a custom field for the confidential data and set the field to read-only.

Configure a custom field for the confidential data and use field-based permissions.

Configure a custom field and check the “hide this column on the form” box.

Q59. 37.You create a test user data file (UDF) for use with a compensation template. The template uses the Sec Manager hierarchy. The CEO is head of both hierarchies. In the user record of the CEO, what values would u for the MANAGER and SECOND MANAGER columns?

MANAGER: blank Q SECOND MANAGER: NO MANAGER

MANAGER: NO_MANAGER SECOND MANAGER: blank

MANAGER: blank SECOND MANAGER: blank

MANAGER: NO MANAGER SECOND MANAGER: NO MANAGER

Q60. You setup the merit guideline rule based on the performance rating. You configure guideline formulas as shown in the attached screenshot. What is the minimum merit guideline if an employee’s performance rating is 4?

Q61. 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?

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.

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.

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.

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.

Q62. Which report can aggregate compensation details from multiple plans? 2 correct answers

executive review

online report designer

Aggregate export

Adhoc report

Q63. You configure the following salary rule in the compen useFor=”merit” benchmark=”range-penetration” actionO [comp-salary-rule-threshold > <message-on-exceed

The ru s the planner that the range penetration threshold has been exceeded and the merit Field text turns red ‘-‘ Tlt,p anner can save the merit recommendation

A pop-up message the planner if the exceeded amount should be assigned to Lump Sum *-‘The planner ve the merit recommendation by selecting Cancel in the pop-up message

The rule prevents the planner from saving the merit increase. The planner must go back and change their merit recommendation

A pop-up message asks the planner if the exceeded amount should be assigned to Lump Sum. The planner CANNOT h merit increase by selecting Cancel in the pop-up message

Q64. An has changed and you need to assign the employee to a different compensation form. When importing the u data file (UDF) and updating the compensation worksheets, which option must you select to reflect this change?

Move user’s compensation data from old manager to current manager

Automatic an route document transfer to new manager

Add new user to compensation form

Automatic inbox document transfer to new manager