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[General] Printable SAP C-THR86-2505 PDF - Test C-THR86-2505 Guide Online

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【General】 Printable SAP C-THR86-2505 PDF - Test C-THR86-2505 Guide Online

Posted at 8 hour before      View：13 | Replies：1        Print      Only Author   [Copy Link] 1#
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SAP C-THR86-2505 Exam Syllabus Topics:
TopicDetails
Topic 1
  • 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.
Topic 2
  • 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.
Topic 3
  • 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 4
  • 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 5
  • 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.

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SAP Certified Associate - Implementation Consultant - SAP SuccessFactors Compensation Sample Questions (Q16-Q21):NEW QUESTION # 16
Which of the following customer scenarios is a good use of the Suppress Statement function? Note: There are 2 correct answers to this question.
  • A. Employees who are on a performance improvement plan get a different statement from those who are not.
  • B. Employees in one country get a statement at a different time from those in other countries.
  • C. Employees who have an RSU grant get a statement, but those without an RSU grant do NOT get a statement.
  • D. Employees who were hired after a certain date do NOT get a statement.
Answer: C,D

NEW QUESTION # 17
In an EC-integrated compensation worksheet, what are some of the reasons you might include a lookup table in your configuration? Note: There are 3 correct answers to this question.
  • A. Determining appropriate car allowance by grade
  • B. Converting a code into its text equivalent for display
  • C. Providing budget percentage by country
  • D. Converting money values from functional to local currency
  • E. Holding previous year's salary by Employee ID
Answer: A,C,E

NEW QUESTION # 18
What action is required to enable Employee Central integration for a template?
  • A. Enable field-based permissions.
  • B. Reload guidelines.
  • C. Update pay guide format.
  • D. Provide an effective date
Answer: D
Explanation:
In SAP SuccessFactors Compensation, enabling integration with Employee Central requires specifying an effective date. This date is essential because Employee Central (EC) integration pulls data that is time- dependent, such as employee job information, pay components, and other relevant details.
* Providing an Effective Date for Integration
* Effective Date: Setting an effective date in the compensation template is necessary to synchronize data accurately from Employee Central. The system uses this date to retrieve the correct employee data as of that specific point in time.
* Why Other Options Are Incorrect
* Option A (field-based permissions) relates to access control but is not specifically required for enabling EC integration.
* Option B (reload guidelines) is used when updating or reloading guideline data but does not affect EC integration.
* Option C (update pay guide format) is unrelated to Employee Central integration.
* Reference Documentation
* SAP SuccessFactors Compensation Guide on Employee Central Integration Setup and Effective Date Configuration.

NEW QUESTION # 19
Your EC-integrated 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?
  • A. 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 publish the data for this country.
    *Manually modify the effective date to be that of the next country publish the data for them. Repeat for all countries.
  • B. 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.
  • C. 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.
  • D. 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.
Answer: C
Explanation:
To meet the requirement of publishing different effective dates for each country in an SAP SuccessFactors Compensation worksheet:
* First, create a lookup table that specifies the effective date for each country.
* Then, set up a custom date column in the compensation template that retrieves the effective date from this lookup table based on the employee's country.
References: SAP SuccessFactors Compensation Integration with Employee Central Guide - Lookup Tables and Effective Date Configuration.

NEW QUESTION # 20
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. Ensure the default value for all merit guidelines is non-zero.
    *         Make sure the Country Job Family columns are both reloadable.
  • C. Set the Force Default On Custom Column Change option within guidelines to Yes.
    *         Make sure the Country column is reloadable Job Family is not.
  • 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: C

NEW QUESTION # 21
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