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SAP C_THR86_2405 Exam Syllabus Topics:
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NEW QUESTION # 29
Your non-EC customer v/ants only users in Pay Grade 1 and 2 to be ineligible for Lump Sum. Pay Grades 3 through 9 are eligible.What can you do to fulfill this requirement?Note. There are 3 correct answers to this question.
- A. Start with all employees are ineligible using the legacy eligibility rules engine, create a rule condition that makes the Pay Grades 1 and 2 ineligible for the Lump Sum field
- B. Start with all employees are eligible Using the legacy eligibility rules engine create a rule condition that makes the Pay Grades 1 and 2 ineligible for the Lump Sum field
- C. Start with all employees are ineligible Using the legacy eligibility rules engine, create a rule condition that goes through the eligible Pay Grades and makes them eligible for the Lump Sum field
- D. Start with all employees are eligible In the UDF set the LUMPSUM_ELIGIBLE field to FALSE for Grades 1 and 2. and TRUE for Grades 3 through 9
- E. Start with all employees are eligible Using the legacy eligibility rules engine create a rule condition that makes the Pay Grades 3 through 9 eligible for the Lump Sum field
Answer: B,C,D
NEW QUESTION # 30
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. 0.02
- B. 0
- C. 0.04
- D. 0.01
Answer: A
NEW QUESTION # 31
What are some SAP recommended guiding principles to achieve clean core operations? Note: There are 3 correct answers to this question.
- A. Establish regular housekeeping tasks procedures.
- B. Integrate clean core practices in the end-to-end value process chain.
- C. Define roles responsibilities as part of a process transformation office.
- D. Establish an organizational structure, technical foundation, transformation methodology for clean core.
- E. Establish release management.
Answer: C,D,E
NEW QUESTION # 32
Your customer has the following requirements for their compensation plan:
1.Allow planners to make recommendations outside of the high/low values. 2. Display only the max min values in the compensation worksheet. Which guideline rule settings must you set to fulfill these requirements?
- A. In Display Settings use min-max
*Hard Limit: No
*High/Low Action: Warn - B. In Display Settings use low-high
*Hard Limit: Yes
*High/Low Action: Allow - C. In Display Settings use min-max
*Hard Limit: Yes
*High/Low Action: Allow - D. In Display Settings use min-max
*Hard Limit: No
*High/Low Action: Allow
Answer: D
Explanation:
To allow planners to make recommendations outside of the high/low values but only display max and min values on the worksheet:
* Option A: "In Display Settings use min-max, Hard Limit: No, High/Low Action: Allow"
* Min-maxdisplay shows only the minimum and maximum guideline values. SettingHard Limitto
"No" allows planners to make recommendations outside these values, andHigh/Low Action:
Allowenables the flexibility needed by the client.
NEW QUESTION # 33
Your client has a requirement to set a custom Amount column called RSU Shares to 15 if the employee has a performance rating of 5 and a Pay Grade of 6 or 7. If the employee does not meet these conditions, then they receive 0 shares.What formulas could work for this requirement?Note There are 2 correct answers to this question.
- A. if(pmRating=5&&(payGrade=6| 7).15.0)
- B. if(pmRating=5.if(payGrade=6 l5.if(payGrade=7 15.0)) 0)
- C. if(pmRating=5 AND payGrade=6 OR payGrade=7 15,0)
- D. iflpmRaling=5&&(payGrade=6| payGrade=7) 15 0)
Answer: B,D
NEW QUESTION # 34
Which report can aggregate compensation details from multiple plans?Note There are 2 correct answers to this question
- A. Aggregate export
- B. Online Report Designer
- C. Ad Hoc report
- D. Executive Review
Answer: A,D
NEW QUESTION # 35
Which of the following fields can be used to group budgets? Note: There are 2 correct answers to this question.
- A. Performance Rating (pmRating)
- B. Pay Grade (payGrade)
- C. Currency Code (localCurrencyCode)
- D. Any custom, reportable, read-only String field
Answer: C,D
NEW QUESTION # 36
Which of the following requires the use of custom validations?Note There are 2 correct answers to this question
- A. A warning message when the budget is exceeded
- B. An error message when planners enter a promotion without changing pay grade
- C. An error message when the maximum guideline is exceeded
- D. An error message when adjustments are entered in two different fields
Answer: B,D
NEW QUESTION # 37
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. 1%-2%
- B. 0%-0%
- C. 3%-5%
- D. 2%-4%
Answer: D
NEW QUESTION # 38
Your client wants managers to see a graph of the average salary increase percentage for each performance rating for their entire reporting hierarchy. How can you achieve this?Note. There are 3 correct answers to this question.
- A. Create a Tile report and add it to a dashboard for view on the planner s homepage
- B. Create a Tile report and add it to a dashboard for view in the Salary worksheet's Insights icon
- C. Grant all planners access to the Executive Review and use the standard YouCalc widget
- D. Create an Ad Hoc report and share it with all planners
- E. Add the standard YouCalc widget to the worksheet template and have planners access it whie they do their planning
Answer: B,C,E
NEW QUESTION # 39
You configure the following salary rule in the compensation plan template:
How does the system behave?
- A. The rule alerts the planner that the range penetration threshold has been exceeded the merit field text turns red.
*The planner can save the merit recommendation. - B. A pop-up message asks the planner if the exceeded amount should be assigned to Lump Sum.
*The planner can save the merit recommendation by selecting Cancel in the pop-up message. - C. The rule prevents the planner from saving the merit increase.
*The planner must go back change their merit recommendation. - D. A pop-up message asks the planner if the exceeded amount should be assigned to Lump Sum.
*The planner CANNOT save the merit increase by selecting Cancel in the pop-up message.
Answer: B
NEW QUESTION # 40
Your client, who uses SAP SuccessFactors Employee Central wants to make sure that only employees who have been with the company more than 2 years are eligible for a Lump Sum. How do you build the eligibility rule to make this happen?
- A. Use the effective date from Job Info to check if the employee has been in this position for more than 2 years
- B. Check the Hire Date field to see if the employee started at least 2 years ago
- C. Check if the Event Reason is New Hire and the effective date is 2 years ago
- D. Add help text to the Lump Sum field to notify planners only to use the field for eligible employees
Answer: B
NEW QUESTION # 41
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 add a comp-force-comment-config tag with the mode attribute set to "guideline."
- B. Under Define Standard Validation Rules, add a Force Comment Rule with the mode set to "raise."
- C. Under Define Standard Validation Rules, add a Force Comment Rule with the mode set to "no-raise."
- D. Use custom validations with the formula 'if(merit>0,"FALSE","TRUE")".
Answer: C
Explanation:
When planners need to provide a reason for not awarding a merit increase, this can be enforced through standard validation rules.
* Setting a Force Comment Rule with "No-Raise" Mode
* In SuccessFactors Compensation, under theDefine Standard Validation Rulessection, you can set aForce Comment Rulewith the mode set to "no-raise." This triggers a required comment whenever a planner decides not to give a merit increase.
* This is a straightforward way to enforce explanations for no-raise situations, leveraging standard settings.
* Why Other Options Are Incorrect
* Option B is incorrect because custom validation formulas are not necessary for this type of forced comment.
* Option C (comp-force-comment-config tag with mode "guideline") is unrelated to no-raise situations.
* Option D (setting mode to "raise") is incorrect as this would trigger comments for raises, not for when no raise is given.
* Reference Documentation
* SAP SuccessFactors Compensation Guide onForce Comment Rules.
NEW QUESTION # 42
Which of the following permissions are required to be able to use Executive Review offline edit to download, modify, upload bulk changes? Note: There are 3 correct answers to this question.
- A. The user needs the Executive Review - Import permission.
- B. The user needs the Ad Hoc Reports for the Compensation Planning domain permission.
- C. The user needs the Executive Review - Edit permission.
- D. The user needs the Executive Review - Export permission.
- E. The user needs the Executive Review - Mass Action permission.
Answer: A,C,D
Explanation:
To use theExecutive Review Offline Editfeature in SAP SuccessFactors Compensation, certain permissions are required for downloading data, making bulk changes offline, and re-uploading those changes.
* Executive Review - Export Permission
* Option A: This permission allows users to export the compensation data from the Executive Review page to a downloadable format (such as Excel). This is essential for performing offline edits.
* Executive Review - Import Permission
* Option B: This permission enables users to import or re-upload the edited data back into the system after making bulk changes offline. It's critical to ensure these changes are successfully integrated into the worksheet.
* Executive Review - Edit Permission
* Option D: This permission allows users to edit entries within the Executive Review interface. It is necessary for making adjustments to compensation data.
* Why Other Options Are Incorrect
* Option C (Executive Review - Mass Action permission) is unrelated to offline editing; it pertains to actions like applying mass updates within the online Executive Review.
* Option E (Ad Hoc Reports for the Compensation Planning domain) is for reporting rather than permissions directly related to offline editing capabilities.
* Reference Documentation
* SAP SuccessFactors Compensation Guide onExecutive Review PermissionsandOffline Edit Requirement
NEW QUESTION # 43
Your EC-integrated template has an Effective Date of April 1 under Worksheet Settings. Your eligibility rule states that only grade 1 employees are eligible for compensation. On March 1 an employee is grade 1. but on April 15 they are promoted to grade 2 On April 16 you run Update all worksheets with thecheckbox 'Update worksheet to reflect any employee s eligibility changes selected.What happens on the worksheet for this employee?
- A. The employee remains eligible for planning with no changes.
- B. The employee remains on the worksheet but their planning fields reset to default values
- C. The employee remains on the worksheet but becomes grayed out.
- D. The employee Is removed from the worksheet
Answer: A
NEW QUESTION # 44
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?
- A. 3147.0
- B. 3140.0
- C. 2852.0
- D. 3458.0
Answer: C
NEW QUESTION # 45
Your customer has part-time full-time employees. You notice that for part-time employees, their compa-ratio in EC is different than in Compensation. What do you configure in the system to have it calculate the correct compa-ratio take into account the FTE?
- A. Add values in the EC Pay Range object to align with each FTE.
- B. Set the XML attribute isActualSalary Imported to False in the compensation plan template ensure standard FTE field is used.
- C. Set the XML attribute isActualSalaryImported to True in the compensation plan template ensure standard FTE field is used.
- D. Create a custom Amount column to store FTE rather than using the standard FTE column.
Answer: B
NEW QUESTION # 46
A customer wants to display a block of text on the compensation statement only if the merit increase percentage is greater than 10%.How would you proceed?
- A. Configure a nevr percent field with a formula within the compensation template and add this field to the statement template Use this field in the conoitional logic
- B. Use conditional logic in the statement to only display the paragraph if merit is greater than 10
- C. Duplicate the standard merit field and select the Show percent only radio button Add this field to the statement template and use it for the conditional logic
- D. Configure an adjustment field to duplicate the merit field and select the Show percent only radio button Add this field to the statement template and use it for the condiional logic.
Answer: A
NEW QUESTION # 47
Your customer has the requirement that employees with low performance ratings have a different text in their statement than those with high performance ratings How can you accomplish this?
- A. Use two compensation worksheet templates
- B. Use conditional text sections in the statement editor
- C. Use the suppress statement function
- D. Create multiple statement templates and use groups
Answer: B
NEW QUESTION # 48
In provisioning for your customer's instance you select the 'Assign default required field values for new users if none specified' option You want to import a compensation-specific user data file (UDF). Which columns are required.Note. There are 2 correct answers to this question.
- A. USERID
- B. USERNAME
- C. MANAGER
- D. STATUS
Answer: A,D
NEW QUESTION # 49
How can the compRating field be used to enhance the compensation worksheet?Note There are 2 correct answers to this question.
- A. It allows ratings to be entered directly on the planning worksheet for those employees who do NOT have a performance form
- B. It allows for performance form rating overrides
- C. It allows a second rating field for guidelines
- D. It allows for performance ratings to use a different rating scale
Answer: A,D
NEW QUESTION # 50
Which of the following API types does SAP recommend to use to achieve clean core integrations? Note:
There are 2 correct answers to this question.
- A. OData
- B. SOAP
- C. RFC
- D. IDoc
Answer: A,B
Explanation:
SAP recommends usingODataandSOAPAPIs to achieve clean core integrations with SAP SuccessFactors.
These API types are designed to work within the SAP ecosystem and support integration scenarios without impacting the core system structure.
* OData API
* ODatais a REST-based API standard and is SAP's preferred choice for modern, scalable, and lightweight integrations, especially within SuccessFactors. It is ideal for clean core integrations that interact with business data.
* SOAP API
* SOAPis a widely used API protocol in SAP integrations and is highly structured, making it suitable for clean and stable integrations. Many SuccessFactors services support SOAP, especially for HR and payroll-related integrations.
* Why Other Options Are Incorrect
* Option B (IDoc)andOption C (RFC)are older SAP interface protocols typically used for SAP ECC or SAP S/4HANA on-premise integrations, but they are not generally recommended for SuccessFactors clean core cloud integrations.
* Reference Documentation
* SAP SuccessFactors Integration Guide onOData and SOAP API Usage.
NEW QUESTION # 51
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 # 52
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 guidelines to populate the default values and budget with mode PercentOfCustomField. where the custom field uses a lookup table.
- B. Use guidelines to populate the default values and budget with mode Guideline.
- C. Use a custom column with a formula to display the ideal values and guidelines with a default of 0 Budgets use the DirectAmount mode
- D. 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.
Answer: A,B
NEW QUESTION # 53
Your customer requires a field on the worksheet where planners can select from a list to categorize the reason for the employee receiving a lump sum. How can you achieve this?
- A. Create an editable string field make it reportable.
- B. Create a read-only string field make it reportable.
- C. Create a read-only string field make it reloadable.
- D. Create an editable string field with enumerated values.
Answer: D
Explanation:
In SAP SuccessFactors Compensation, when a field requires planners to select from a pre-defined list of reasons (enumerated values) for categorizing lump sum reasons, it's essential to set up an editable string field with enumerated values.
* Configuring an Editable Field with Enumerated Values
* Enumerated values allow you to create a drop-down list of predefined options that planners can select from, ensuring standardized data entry.
* The field should be configured as editable so that planners can choose from the list on the worksheet, providing clear reasoning for each lump sum entry.
* Why Option C is CorrectThis option provides a list (enumeration) that is required to capture structured data for reporting and analysis purposes. It also enables consistent categorization by offering selectable reasons, reducing manual data entry errors.
* Why Other Options Are Incorrect
* Option AandD(read-only fields) do not allow planner input and therefore cannot be used for selections.
* Option B(editable string without enumerated values) would allow free text, which doesn't ensure consistent categorization.
* Reference Documentation
* SAP SuccessFactors Compensation Configuration Guide:Configuring Editable Fields and Enumerated Values.
* SAP Help Portal:Field and Custom Column Setup in Compensation.
NEW QUESTION # 54
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