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[General] 100% Pass Rate C_THR86_2505 Reliable Test Price - 100% Pass C_THR86_2505 Exam

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【General】 100% Pass Rate C_THR86_2505 Reliable Test Price - 100% Pass C_THR86_2505 Exam

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SAP C_THR86_2505 Exam Syllabus Topics:
TopicDetails
Topic 1
  • Compensation Worksheets: This section of the exam evaluates the knowledge of Compensation Analysts in managing compensation worksheets. It involves planning templates, columns, formulas, and worksheet behavior needed to support merit, bonus, and stock processes.
Topic 2
  • 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 3
  • 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 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.
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.
Topic 6
  • 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 7
  • 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 8
  • 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.

SAP Certified Associate - Implementation Consultant - SAP SuccessFactors Compensation Sample Questions (Q33-Q38):NEW QUESTION # 33
A customer is using the Standard Manager hierarchy would like the following approval process:
1. Planning Manager
2. Next Level Manager
3. Reward Team member who launched the forms How will you set this up in the Route Map?
  • A. Employee Manager - Originator
  • B. Employee Manager - User
  • C. Manager - Manager's Manager - User
  • D. Manager - Manager's Manager - Originator
Answer: A

NEW QUESTION # 34
For which customer requirement do you need to develop a custom statement?
  • A. Different statements per employee group
  • B. Field visibility is conditional on amount
  • C. Mix of data from compensation variable pay
  • D. Pie graph showing compensation element distribution
Answer: D
Explanation:
SAP SuccessFactors Compensation statements do not support advanced graphical elements like pie charts directly within standard statements.
* Creating Custom Statements for Graphs
* Option B: A custom statement would be required to include advanced elements such as pie graphs, as standard statement templates do not natively support graphical components.
* Why Other Options Are Incorrect
* Option A (mix of data from compensation and variable pay), Option C (different statements per employee group), and Option D (conditional field visibility based on amount) are all possible with standard statement configurations.
* Reference Documentation
* SAP SuccessFactors Compensation Guide on Custom Statement Development and Standard vs. Custom Statement Capabilities.

NEW QUESTION # 35
Your EC-integrated client wishes to plan on monthly salaries for employees in the UK, but on annual salaries for employee in the US. All employees have their salaries stored in EC with a single pay component with a frequency of "monthly" because of payroll integration constraints.
Which of the following options is a solution for this requirement?
  • A. Include the unitsPerYear standard column set it to 12.
  • B. Use two different pay components for salary with the US one having the "Use for Comp Planning" set to "None" the UK one set to "Comp."
  • C. Use two templates with one having curSalary mapped to the pay component the other on the pay component group.
  • D. Use meritTarget set to the pay component value divided by 12.
Answer: C

NEW QUESTION # 36
Your client requests that no employee be eligible for a merit increase greater than 10%. Which configuration steps must you perform?
  • A. Enable a hard limit stop for the merit guideline in Admin Center.
    *Set the maximum value to 0.10 for all guideline formulas.
  • B. Enable a hard limit stop for the merit guideline in Admin Center.
    *Set the maximum value to 10 for all guideline formulas.
  • C. Create a guideline rule with the High/Low Action option set to Allow in Admin Center.
    *Define each guideline formula with a default value of 10.
  • D. Set the guideline pattern to be low-high.
    *Set the high value for all guidelines to be 10.
Answer: B

NEW QUESTION # 37
What happens to compensation forms when the currency conversion table is updated during the planning period?
  • A. In-progress forms are NOT affected.
  • B. In-progress forms are only affected when Update All Worksheets is run.
  • C. Change is dynamic to in-progress forms.
  • D. Only completed forms are affected.
Answer: C

NEW QUESTION # 38
......
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