Easily To Pass New SAP C_THR87_2211 Dumps with 82 Questions [Q31-Q49]

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Easily To Pass New SAP C_THR87_2211 Dumps with 82 Questions

Latest C_THR87_2211 Study Guides 2023 – With Test Engine PDF

SAP C_THR87_2211 Certification Exam has a duration of 180 minutes and consists of 80 multiple-choice questions. C_THR87_2211 exam is available in English, Japanese, Korean, and Simplified Chinese. Candidates must achieve a minimum score of 64% to pass the exam. C_THR87_2211 exam fee is $550, and candidates can take the exam online or at a Pearson VUE testing center.

SAP C-THR87-2211 exam is a certification test for individuals seeking to become SAP Certified Application Associates in SAP SuccessFactors Variable Pay 2H/2022. It is a challenging exam that tests the candidate’s knowledge and skills in the area of variable pay, which is an important component of successful talent management. C_THR87_2211 exam is designed to evaluate the candidate’s proficiency in the implementation and configuration of SAP SuccessFactors Variable Pay.

NEW QUESTION 31
If the Starting Point for Manager Form Eligibility is set to “No employees are eligible”, what actions can you take to include employees in the bonus plan? Note: There are 2 correct answers to this question.

Use an MDF rule instead of importing eligibility rules.

Flag employees in the UDF as TRUE in COMPENSATION_ELIGIBLE.

Create a rule in Manager Form Eligibility to include employees.

Add employees to the history data file.

NEW QUESTION 32
Which bonus plan configuration is available only when using an import file?

Bonus Plan Name

Team Section Weight

Bonus Cap Percentage

Individual Section Weight

NEW QUESTION 33
A customer does NOT want the basis to be prorated. In the employee history data file, what dates must the customer enter?

Dates later than program dates

Dates should NOT be entered

Dates equal to the program dates

Dates earlier than program dates

NEW QUESTION 34
The bonuses of all employees at your client are determined by the following results: 30% Corporate Performance. 30% Country Performance. 40% Individual Achievement. All employees have the same result for Corporate Performance, but the result for Country Performance varies based on the employee’s country. The Individual Achievement comes from a linked performance form’s overall result.
How would this be configured? Note: There are 2 correct answers to this question.

Additive plan with one Business Goal section. The Business Goal section is weighted 60% and the Individual section is weighted 40%. Within the Business Goal section, Corporate Performance is weighted 50% and Country Performance is weighted 50%

Additive plan with two Business Goal sections. Corporate Performance in one Business Goal section, weighted at 30%. Country Performance in other section, weighted at 30%. Individual section weighted at
40%

Additive plan with one Business Goal section. The Business Goal section is weighted 30% and the Individual section is weighted 40%. Within the Business Goal section, Corporate Performance is weighted 30% and Country Performance is weighted 30%

NEW QUESTION 35
Refer to the screenshot below. When implementing an Employee Central-integrated Variable Pay template, to which of the following does the highlighted Effective Date refer?

The date published transactions are effective in Employee Central

The date the system uses to pull data from Employee Central

The date the program ends

The date the program begins

NEW QUESTION 36
In which ways can the basis be configured in a non-EC integrated plan? Note: There are 2 correct answers to this question.

Imported from bonus plan

Imported from goal management

Imported from employee history

Imported from user data file

NEW QUESTION 37
Assume a starting point of “All employees are eligible” and all employees will appear on the worksheet regardless of employee history. Why would you use Manager Form Eligibility Rules?

To include inactive users as part of the payout calculation

To exclude employees who have given their notice from the Variable Pay form

To exclude employees who have given their notice from the bonus payout calculation

To include inactive users as part of the Variable Pay form

NEW QUESTION 38
Which of the following tools can you use to reorder the fields in the Assignment Details section (as shown in the screenshot)?

Variable Pay XML template

Column Designer

Configure Label Names and Visibility

Succession data model

NEW QUESTION 39
Your client has a performance process where employees can enter goals. The individual part of the employee’s bonus is based on the performance against these goals – but not all of them. When going through the goal setting process, the employee and their manager will discuss whether or not a goal is
“bonus relevant” – that is, the employee’s attainment against that goal affects their bonus at the end of the year. What is the best way to set this up without administrative intervention?

Relevant goal performance is imported into each employee’s Assignment History.

Goals that are relevant to the employee’s bonus need to have a different type, set when creating the goal.

Goals that are relevant to the employee’s bonus need to be in a separate section in the performance form.

Goals that are relevant to the employee’s bonus need to be exported from Goal Management and imported into Business Goals.

NEW QUESTION 40
Which of the following system-standard equations are considered to be multiplicative formulas? Note:
There are 3 correct answers to this question.

Base x business performance x individual performance

Base x business performance x team performance x individual performance

Base x business performance

Base x (business performance + team performance + individual performance)

Base x (business performance + individual performance)

NEW QUESTION 41
A public sector company would like to pay one business goal according to the following guidelines: If the company makes profits, employees get 100% of their target payout. If the company loses
$50,000, employees get 50% of their target payout. If the company loses $100,000 or more, nobody receives a payout. Finance provides administrators with the final amount on February 1 every year. How should your customer create this interpolated business goal?

Load metrics as: performanceMin=-100,000, performanceTarget=-50,000, performanceMax=0

Load metrics as: performanceMin= 0, performanceTarget= 50, performanceMax= 100

Use the Direct Payout function type and load 100,000 as achievement.

Use the Direct Payout function type and load 40,000 as achievement.

NEW QUESTION 42
A customer’s variable pay program dates are January 1 to December 31, 2017. Given the screenshot below, what are the approximate Proration and Prorated Target Amount for this assignment?

75% and 6,000 respectively

25% and 2,000 respectively

75% and 2,000 respectively

25% and 6,000 respectively

NEW QUESTION 43
In which customer scenario do you need to create more than one bonus plan in the same program?

The customer has multiple plan period date ranges.

The customer is using multiple bonus calculation formulas.

The customer has multiple route maps.

The customer has multiple sets of business goals.

NEW QUESTION 44
Which of the following can be achieved using variable pay gates? Notes: There are 2 correct answers to this question.

There are three business goals: Revenue, EBITDA, and Customer Satisfaction. The Individual section is capped to 100% unless the combined payout of the business goals exceeds 75%.

There are three business goals: Revenue, EBITDA, and Customer Satisfaction. The entire business goal section will pay out at 50% unless Customer Satisfaction is above target.

There are three business goals: Revenue, EBITDA, and Customer Satisfaction. The EBITDA goal CANNOT pay more than 100% unless Revenue achieves above target.

There are three business goals: Revenue, EBITDA, and Customer Satisfaction. The EBITDA goal will payout at 0% unless the Individual performance rating is “Good” or better.

NEW QUESTION 45
Your customer wants to display historical bonus payments with the current worksheet. How can they show this information? Note: There are 2 correct answers to this question.

Define compensation period data in the compensation profile.

Configure custom views in plan setup.

Build an integration with the previous variable pay goal template.

Create eligibility rules to pull historical data from previous plans.

NEW QUESTION 46
Which of the following areas are impacted when a customer uses flexible payout curves in their Variable Pay plan? Note: There are 2 correct answers to this question.

Calculations

Lookup values

Guidelines

Reports

NEW QUESTION 47
In which file do you specify the relationship between bonus plan and business goals?

Business goal template

Business goals data file

Bonus plan data file

Weights and mappings data file

NEW QUESTION 48
Your customer wants to use business goals in a Variable Pay program. Which actions are needed? Note:
There are 3 correct answers to this question.

Reference the Plan ID in the business goal data file.

Reference the Plan ID in the Bonus Plan file.

Upload the Business Goal XML template in Provisioning.

Assign the Business Goal template to the Variable Pay program.

Update eligibility rules to include a bonus plan.

NEW QUESTION 49
Your client wants to change the label on a field in the Assignment Details level of their worksheet.
Where could you make the change? Note: There are 2 correct answers to this question.

Column Designer, Entry Level fields

Column Designer, Assignment Level fields

Custom Views

Employee History background element

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