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[General] Valid SAP C-THR87-2505 Exam Camp & Valid C-THR87-2505 Test Guide

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【General】 Valid SAP C-THR87-2505 Exam Camp & Valid C-THR87-2505 Test Guide

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SAP C-THR87-2505 Exam Syllabus Topics:
TopicDetails
Topic 1
  • Bonus Calculation Methods: This section of the exam measures the skills of Compensation Analysts and covers the configuration of different bonus calculation methods within the Variable Pay module. It includes defining logic that calculates payouts based on employee performance and business results.
Topic 2
  • Variable Pay Form: This section of the exam assesses the proficiency of SAP Consultants in configuring the Variable Pay form. It includes layout adjustments, display logic, and content settings necessary for presenting bonus information to managers and planners.
Topic 3
  • Employee History Data and Background Element: This section of the exam measures the skills of Compensation Analysts in managing employee history and background elements. It involves mapping historical records and compensation-related fields to ensure data accuracy for calculations.
Topic 4
  • Bonus Plans: This section of the exam measures the skills of Compensation Analysts in setting up and managing bonus plans. It focuses on plan creation, assignment, and validation processes within the Variable Pay structure.
Topic 5
  • Business Goals and Goal Weights: This section of the exam measures skills of SAP Consultants in setting up business goals and assigning weights. It includes the alignment of goals with corporate strategy and their influence on individual or group bonus outcomes.
Topic 6
  • Integration Scenarios: This section of the exam assesses the ability of Compensation Analysts to work with integration scenarios. It covers data transfer and alignment between SuccessFactors modules like Employee Central and Variable Pay.
Topic 7
  • Variable Pay Program Settings: This section of the exam assesses the knowledge of SAP Consultants in setting up variable pay program settings. It focuses on cycle configuration, plan types, and the underlying parameters that define how bonus programs operate.

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SAP Certified Associate - Implementation Consultant - SAP SuccessFactors Variable Pay Sample Questions (Q30-Q35):NEW QUESTION # 30
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?
  • A. Relevant goal performance is imported into each employee's Assignment History.
  • B. Goals that are relevant to the employee's bonus need to be in a separate section in the performance form.
  • C. Goals that are relevant to the employee's bonus need to have a different type, set when creating the goal.
  • D. Goals that are relevant to the employee's bonus need to be exported from Goal Management and imported into Business Goals.
Answer: C

NEW QUESTION # 31
Bonuses for all engineers at your client are calculated as follows: Basis (prorated salary × bonus target) × company achievement. Bonuses for all marketing staff at your client are calculated as follows: Basis × 50% individual achievement + 50% company achievement. How can this be implemented? Note: There are 2 correct answers to this question.
  • A. One variable pay program that uses Base × (Business Performance + Individual Performance). Two bonus plans: one with the weighting 100% individual and the other 50% corporate and 50% individual
  • B. One variable pay program that uses Base × (Business Performance + Individual Performance). Two bonus plans: one with the weighting 100% corporate and the other 50% corporate and 50% individual.
  • C. Two variable pay programs: one using Base × Business Performance and using Base × (Business Performance + Individual Performance). The additive plan uses one business goal section weighted at 50%
  • D. One variable pay program using Base × Business Performance × Individual Performance. Two bonus plans: one with the weighting 100% individual and the other 50% corporate and 50% individual.
Answer: B,C

NEW QUESTION # 32
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?
  • A. To include inactive users as part of the payout calculation
  • B. To exclude employees who have given their notice from the bonus payout calculation
  • C. To exclude employees who have given their notice from the Variable Pay form
  • D. To include inactive users as part of the Variable Pay form
Answer: B

NEW QUESTION # 33
A customer updated an employee's assignment date using the employee history editor, but the proration amount remained the same in the worksheet. How can you correct this?
  • A. Delete the user from their worksheet and add them back into the worksheet.
  • B. Update Goal Result and Update worksheets.
  • C. Calculate Bonus and Update worksheets.
  • D. Delete the existing worksheet and then launch a new set.
Answer: C

NEW QUESTION # 34
Your customer wants to ensure that no employee's bonus exceeds 200% of their bonus target. How can this be achieved?
  • A. Use guidelines where the maximum is set to 200%.
  • B. Use gates on business goals.
  • C. Use a bonus plan multiplier of 200%.
  • D. Use bonus plan caps.
Answer: D

NEW QUESTION # 35
......
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