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[General] C-THR86-2505 Exam Valid Exam Blueprint & Trustable Reliable C-THR86-2505 Dum

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【General】 C-THR86-2505 Exam Valid Exam Blueprint & Trustable Reliable C-THR86-2505 Dum

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SAP C-THR86-2505 Exam Syllabus Topics:
TopicDetails
Topic 1
  • Set Up Import Tables:This section of the exam assesses the ability of Compensation Analysts to configure and import required compensation-related tables. It includes loading lookup tables and data required for business rules and logic.
Topic 2
  • Plan Settings: This section of the exam measures the skills of SAP Consultants in defining plan-level configurations. It includes cycle setup, planner eligibility, planner hierarchy, and general settings required to operationalize compensation plans.
Topic 3
  • 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.
Topic 4
  • 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.
Topic 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.
Topic 6
  • 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.
Topic 7
  • Permissions:This section of the exam measures the knowledge of Compensation Analysts in managing role-based permissions for compensation planners and administrators. It includes securing access to forms, fields, and processes.

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SAP Certified Associate - Implementation Consultant - SAP SuccessFactors Compensation Sample Questions (Q50-Q55):NEW QUESTION # 50
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?
  • A. Set the Force Default On Custom Column Change option within guidelines to Yes.
    *         Make sure the Country Job Family columns are both reloadable.
  • B. Set the Force Default On Custom Column Change option within guidelines to Yes.
    *         Make sure the Country column is reloadable Job Family is not.
  • C. Ensure the default value for all merit guidelines is non-zero.
    *         Make sure the Country Job Family columns are both reloadable.
  • D. Set the Force Default On Rating Change option within guidelines to Yes.
    *         Make sure the Country column is reloadable Job Family is not.
Answer: B

NEW QUESTION # 51
Your customer uses a look-up table to calculate custom budgets, as shown in the screenshot. The budget is based on an employee's country status. In the template, the country is defined with field ID customCountry the status is defined with field ID customStatus.
What is the correct syntax to calculate the adjustment budget?
  • A. toNumber(lookup("2018_BudgetPool", custom Country.customStatus,2))"'curSalary
  • B. toNumber(lookup("2018_BudgetPool", custom Country,customStatus,adjustment))"curSalary
  • C. toNumber(lookup("2018_BudgetPool,custom Country, customStatus, Adjustment))*curSalary
  • D. toNumber(lookup("2018_BudgetPool", custom Country,customStatus,1))"'curSalary
Answer: D

NEW QUESTION # 52
You set up a merit guideline rule based on the performance rating country. You configure guideline formulas as shown in the screenshot.
An employee in the US has a rating of 3. What will be their default merit increase?
  • A. 2%
  • B. 0%
  • C. 1%
  • D. 4%
Answer: A

NEW QUESTION # 53
What are the valid hierarchy types available when selecting the Method of Planner in Compensation? Note:
There are 3 correct answers to this question.
  • A. HR Manager hierarchy
  • B. Standard Suite hierarchy
  • C. Compensation hierarchy (Second Manager)
  • D. Standard Suite hierarchy (including Inactives)
  • E. Rollup hierarchy (including Inactives)
Answer: B,C,E

NEW QUESTION # 54
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 the suppress statement function.
  • C. Create multiple statement templates use groups.
  • D. Use conditional text sections in the statement editor.
Answer: D
Explanation:
In SAP SuccessFactors Compensation, you can use conditional text sections to display different content based on performance ratings or other criteria.
* Using Conditional Text Sections
* Option C: Conditional text sections allow the statement editor to show specific text for employees based on defined conditions, such as performance ratings. This way, employees with low ratings can see one version of text, while those with high ratings see another.
* Why Other Options Are Incorrect
* Option A (multiple templates) is more complex and unnecessary when conditional text is sufficient.
* Option B (two worksheet templates) adds administrative complexity.
* Option D (suppress statement function) is used to hide statements, not to vary the content based on conditions.
* Reference Documentation
* SAP SuccessFactors Compensation Guide on Statement Editor and Conditional Text Setup.

NEW QUESTION # 55
......
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