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Title: C-THR86-2505学習体験談 & C-THR86-2505資格問題対応 [Print This Page]

Author: roblee127 Time: yesterday 09:41
Title: C-THR86-2505学習体験談 & C-THR86-2505資格問題対応
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SAP C-THR86-2505 認定試験の出題範囲：

トピック	出題範囲
トピック 1	Compensation Plan Guidelines: This section of the exam measures skills of Compensation Analysts and covers the configuration of compensation plan guidelines, including eligibility and budgeting parameters that guide manager decisions during compensation cycles.
トピック 2	Managing Employee Specific Data:This section of the exam assesses the skills of SAP Consultants in handling employee-specific data used in compensation planning. It includes importing and mapping fields like pay, performance, and custom metrics.
トピック 3	Implementation Test: This section of the exam evaluates the understanding of Compensation Analysts in verifying system configuration using implementation test tools. It includes basic validation and troubleshooting before plan launch.
トピック 4	Compensation Statements: This section of the exam assesses the ability of SAP Consultants to configure and generate employee-facing compensation statements. It includes statement templates, design options, and output settings to ensure clear communication of compensation results.
トピック 5	Reports and Workflows: This section of the exam evaluates the proficiency of SAP Consultants in setting up reports and approval workflows. It covers route maps, executive reviews, and standard reporting capabilities.

>> C-THR86-2505学習体験談 <<

有難いC-THR86-2505学習体験談 & 合格スムーズC-THR86-2505資格問題対応 | 認定するC-THR86-2505的中関連問題 SAP Certified Associate - Implementation Consultant - SAP SuccessFactors Compensation弊社が提供した部分のC-THR86-2505資料を試用してから、決断を下ろしてください。もし弊社を選ばれば、C-THR86-2505１００％の合格率を保証でございます。
SAP Certified Associate - Implementation Consultant - SAP SuccessFactors Compensation 認定 C-THR86-2505 試験問題 (Q72-Q77):質問 # 72
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?

A. 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.
B. 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.
C. 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.
D. 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.

正解：C

質問 # 73
Your client uses a Salary Pay Matrix table for Pay Ranges. What are some Leading Practices Considerations around the maintenance use of these tables? Note: There are 2 correct answers to this question.

A. Updates to salary ranges after forms are launched are dynamic; any changes in the table will impact completed forms.
B. Do not update salary range tables that were referenced in forms that have been launched for a prior cycle.
C. Salary range tables should always be provided in the client's Functional Currency.
D. If the Template is integrated with Employee Central, Pay Range information MUST come from the EC Pay Range object.

正解：A、B

質問 # 74
A customer would like percentage fields to only show decimal places if they are available. For example,
40.00% should display as 40%, but if the
Percentage calculation is 40.54%, they want to display the decimal places. What number format should you use?

A. defPercentFormat #,##0.00
B. defAmountFormat #,##0##
C. defPercentFormat ###0##
D. defPercentFormat ####.####

正解：C
解説：
The defPercentFormat ###0## configuration in SAP SuccessFactors Compensation allows percentages to display decimal points only when necessary.
* Format Explanation
* Format ###0##: This format displays whole numbers without decimal places if the value is an integer (e.g., 40% instead of 40.00%). If there are decimal values present (e.g., 40.54%), it will display them, as it does not limit the number of decimal places but adapts based on the value.
* Why Other Options Are Incorrect
* Option A (#,##0.00) forces two decimal places in all cases.
* Option B (####.####) allows multiple decimal places but would display extra zeros for whole numbers.
* Option C (defAmountFormat #,##0##) is used for amounts, not percentages.
* Reference Documentation
* SAP SuccessFactors Compensation Guide on Percentage and Number Formatting and Field Display Options.

質問 # 75
What is the recommended leading practice workflow for a compensation template?

A. Manager Planning # Next Level Manager Review # HR Manager Planning # Complete
B. Manager Planning # Next Level Manager Review # Compensation Admin Review # HR Manager Planning # Complete
C. Process Setup # Manager Planning # Next Level Manager Review # Final Review # Complete
D. Process Setup Manager Planning # Next Level Manager Review # Third Level Manager Review # Complete

正解：C
解説：
The recommended workflow for compensation templates ensures structured review and approval, following best practices to ensure accuracy and compliance in compensation decisions.
* Recommended Workflow Stages
* Process Setup: The Compensation Admin configures the process.
* Manager Planning: Line managers make initial compensation recommendations.
* Next Level Manager Review: Next-level managers review and adjust recommendations as necessary.
* Final Review: HR or Compensation Admin conducts a final review to ensure compliance and data accuracy.
* Complete: The process is finalized and completed.
* Why Other Options Are Incorrect
* Options B, C, and D omit the Final Review or include additional manager levels not typically required, making them less aligned with the standard leading practice.
* Reference Documentation
* SAP SuccessFactors Compensation Guide on Compensation Cycle Workflow and Template Setup.

質問 # 76
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?

A. 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.
B. 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.
C. 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.
D. 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.

正解：B

質問 # 77
......
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