Download Free SAP C_THR86_2405 Exam Questions & Answer [Q27-Q46]

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Download Free SAP C_THR86_2405 Exam Questions & Answer

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SAP C_THR86_2405 Exam Syllabus Topics:

Topic	Details
Topic 1	Compensation Worksheets: In the SAP C_THR86_2405 exam, your ability to configure compensation worksheets will be tested. As an SAP partner consultant, you will need to demonstrate your skills in setting up and managing these worksheets to ensure accurate and effective compensation processes within SAP SuccessFactors.
Topic 2	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 3	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.
Topic 4	Permissions: The exam will assess your capability to set up permissions effectively. As an aspiring SAP partner consultant, you will need to show how well you can manage access controls to safeguard sensitive compensation data while ensuring that the right users have access to the necessary functionalities.
Topic 5	Plan Settings: Managing plan settings is a crucial aspect of the SAP C_THR86_2405 exam. SAP partner consultants will need to demonstrate their abilities to configure and adjust plan settings to align with organizational goals and ensure that compensation plans function smoothly and effectively.
Topic 6	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.

NO.27 When generating compensation statements, you notice that only the number is appearing for the rating, not the text. How can you correct this?

Update your Rating Label Format to show the text

Add help text to the PM Rating field

Update the field-based permissions for the PM Rating field

Create a custom column referencing a lookup table to pull in the text

NO.28 Which compensation permissions are typically enabled in role-based permissions for Human Resources Business Partners?
Note: There are 2 correct answers to this question.

Manage Compensation Forms

Generate Statements

Executive Review Export

Compensation Management

NO.29 A customer’s salary process has a Final Review step at the end of the route map during which the reward team reviews the recommendations that have been made to ensure budget spend meets limits. The merit guideline is based upon performance rating, compa-ratio, two custom fields, Country Job Family. The customer wishes that the merit increase is reset to the default when the Country changes for an employee, but NOT when the Job Family changes. How can this requirement be met?

Set the Force Default On Rating Change option within guidelines to Yes.
*Make sure the Country column is reloadable Job Family is not.

Ensure the default value for all merit guidelines is non-zero.
*Make sure the Country Job Family columns are both reloadable.

Set the Force Default On Custom Column Change option within guidelines to Yes.
*Make sure the Country Job Family columns are both reloadable.

Set the Force Default On Custom Column Change option within guidelines to Yes.
*Make sure the Country column is reloadable Job Family is not.

NO.30 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?

Create two custom columns and map each to the pay components Use a third custom column to display whichever is non zero

Create two different templates and use eligibility rules to ensure employees appear on the correct one

Create a pay component group that includes both pay components and use that for the planning

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

NO.31 Your customer has the requirement where both sales non-sales employees are included on a single compensation template. However, only sales employees are eligible for a lump sum award.
How can you configure a single standard compensation statement template to ensure that just sales employees have a Lump Sum item displayed on their letter?

You can hide the Lump Sum column on the compensation worksheet using Field-Based Permissions. If the column is hidden on the worksheet, it won’t appear on the statement.

You cannot do this with a single statement template; a second template must be created to include this item statement groups used to assign the templates appropriately.

You can include the Lump Sum item in the statement template put a disclaimer in the signature section alerting non-sales employees that that item pertains only to sales employees.

You can include the Lump Sum item in the statement template set a condition on its display so that it will only be shown if it is greater than 0.

NO.32 Your EC-integtated client wishes to plan on monthly salaries (or 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?

Use two different pay components for salary with the US one having the ‘Use for Comp Planning’ set to
‘None’ and lhe UK one set to ‘Comp “

Include the unitsPerYear standard column and set it to 12

Use two templates with one having curSalary mapped to the pay component and the other on the pay component group

Use meritTarget set to the pay component value divided by 12

NO.33 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.

Create a custom validation of type Error to ensure that the column curRatio is less than 125.

Create a standard validation of type “splitOrDisallow” action “exceed” with the Threshold at 125.

Create a standard validation of type “disallow” action “exceed” with the Threshold at 125.

Create a custom validation of type Error to ensure that the column compaRatio is less than 125.

NO.34 You have configured a worksheet for a client that uses the following formula in a custom column of type Money (curSalary ‘ lookupCbudgettable” customCountry 1))/100. The lookup table ‘budget_table’ is configured with one input and one output There are three rows in the table*USA =5*GBR = 3*’ = 2 When the worksheet loads the column displays correctly but when a merit value is changed il switches to NfA for the employee What could be done to fix this behavior?

Surround the curSalary with the toString function

Remove the extra parentheses

Change the column to be of the Amount type

Surround the lookup function with the toNumber function.

NO.35 For which customer requirement do you need to develop a custom statement?

Different statements per employee group

Mix of data from compensation and variable pay

Field visibility is conditional on amount

Pie graph showing compensation element attribution

NO.36 When would you run the Update All Worksheets function?Note There are 3 correct answers to this question.

When there has been an update to a lookup table

When an administrator changes the layout of the compensation plan template to add a new column

When there has been a change to an eligibility rule

When an administrator makes a change to Field Based Permissions

When a performance rating is updated

NO.37 In Admin Center, you load a pay matrix table as shown in the screenshot. You map Attribute 1 to Geo Zone, Attribute 2 to Legal Entity, Attribute 3 to Pay Frequency.
On the compensation worksheet, an employee is in the UK LONDON Geo Zone, the ABC Legal Entity, Pay Frequency of BWK, Pay Grade GR-08. The employee’s current range penetration is calculated as exactly 0%.
What is their current salary?

3147.0

3140.0

2852.0

3458.0

NO.38 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?

Create a custom editable Money field and use custom validation to check that values are not entered until the correct date

Create a custom read-only Money field and change read-only to No on the correct date.

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

Create a custom editable Money field with field-based permissions set to read-only Change the permissions to editable on the correct date

NO.39 Your customer uses SAP SuccessFactors Employee Central has the following setup:
*Pay Component (id = “SALARY”)
*Pay Component (id = “CARALLOWANCE”)
*Pay Component (id = “HOUSEALLOWANCE”)
*Pay Component Group (id = “TC”) made up of the above three components. The Use for Compa-Ratio Calculation flag is set to Yes for this group.
The customer performs total cash (TC) planning, that is, planners adjust the overall TC. Both the car housing allowances are fixed values based on employee grade. If an employee is promoted on the worksheet, these allowances may change. Salary is whatever TC is left over after the new allowances are updated.
How 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 some custom columns to calculate the components 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 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 manually create import files to update EC.

Map SALARY to the standard Current Salary field TC to meritTarget.
*Use merit to update the TC use custom fields to allow planners to update the allowances.
*Publish each component back separately.

NO.40 Your client has two salary plans – one for Executives another for non-Executives. Which tool can be used to combine the results from both templates in a single output document?
Note: There are 2 correct answers to this question.

Ad Hoc report

Executive Review

Story reports

Aggregate export

NO.41 Your client has asked you to display both the number and text in the standard Performance Rating field.What do you need to update to meet this requirement?

Update the Rating Label Format to Number-Text under Display Settings

Change the labels in the rating scale to include both the number and text

Create a lookup table with the number and text

Create a new custom field with a formula under Column Designer

NO.42 Each employes has a custom number code assigned to them. However, your customer wants to display the name instead of the code on the worksheet If the code is NOT in the table, the customer wants blanks to be displayed.What would you define as the last row in your lookup table?

A blank In the input agreement with blanks as the output

FALSE as the input agreement with blanks as the output

An asterisk (‘) in the input agreement with blanks as the output

O N/A as the input value.key with blanks as the output

NO.43 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?

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

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

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

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

NO.44 Your client wants to restrict entry into the Lump Sum field to only members of the reward team. How can you achieve this?

Use mass actions through the Executive Review.

Update guidelines to put a hard stop on the Lump Sum field set all of the guideline values to 0.

Use field-based permissions on the Lump Sum field a permission group of named individuals.

Set the Lump Sum field to read-only to prevent planners from using it.

NO.45 What happens to compensation forms when the currency conversion table is updated during the planning period?

In-progress forms are NOT affected.

Only completed forms are affected.

Change is dynamic to in-progress forms.

In-progress forms are only affected when Update All Worksheets is run.

NO.46 What happens to compensation forms when the currency conversion table is updated during the planning period?

In-progress forms are only affected when Update All Worksheets is run

Change is dynamic to in-progress forms

In-progress forms are NOT affected

Only completed forms ate affected

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Download Free SAP C_THR86_2405 Exam Questions & Answer [Q27-Q46]

SAP C_THR86_2405 Exam Syllabus Topics:

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