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[General] USE SAP C-THR86-2505 QUESTIONS TO SPEED UP EXAM PREPARATION [2026]

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【General】 USE SAP C-THR86-2505 QUESTIONS TO SPEED UP EXAM PREPARATION [2026]

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It is common in modern society that many people who are more knowledgeable and capable than others finally lost some good opportunities for development because they didn’t obtain the C-THR86-2505 Certification. The prerequisite for obtaining the C-THR86-2505 certification is to pass the exam, but not everyone has the ability to pass it at one time. Because of not having appropriate review methods and review materials, or not grasping the rule of the questions, so many candidates eventually failed to pass even if they have devoted much effort.
SAP C-THR86-2505 Exam Syllabus Topics:
TopicDetails
Topic 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.
Topic 2
  • 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 3
  • 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 4
  • 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 5
  • 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 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
  • 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 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.

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SAP Certified Associate - Implementation Consultant - SAP SuccessFactors Compensation Sample Questions (Q74-Q79):NEW QUESTION # 74
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. Set the Force Default On Rating Change option within guidelines to Yes.
    *Make sure the Country column is reloadable Job Family is not.
  • D. Ensure the default value for all merit guidelines is non-zero.
    *Make sure the Country Job Family columns are both reloadable.
Answer: B
Explanation:
In SAP SuccessFactors Compensation, the Force Default On Custom Column Change option in guidelines ensures that when specific custom fields change (such as Country), the merit increase is reset to its default.
This meets the requirement of resetting the merit increase only when Country changes, not when Job Family changes.
* Configuring Force Default on Custom Column Change
* Option D: By setting Force Default On Custom Column Change to "Yes," the system will reset the merit increase to default values whenever a change occurs in a reloadable custom field marked as critical.
* Reloadable Columns: Making only the Country column reloadable ensures that changes in Country will trigger the reset, while Job Family changes will not affect the merit guideline.
* Why Other Options Are Incorrect
* Option A involves Force Default On Rating Change, which is irrelevant for custom columns like Country or Job Family.
* Option B and Option C involve making both Country and Job Family reloadable, which does not meet the requirement to ignore Job Family changes.
* Reference Documentation
* SAP SuccessFactors Compensation Guide on Guidelines and Force Default Settings.

NEW QUESTION # 75
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 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.
  • B. 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.
  • C. 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.
  • D. 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.
Answer: B
Explanation:
To display the Lump Sum item on the compensation statement for sales employees only, use a condition based on whether the Lump Sum amount is greater than 0.
* Option D: "You can include the Lump Sum item in the statement template and set a condition on its display so that it will only be shown if it is greater than 0."
* By including the Lump Sum field and setting a display condition where it only appears if the Lump Sum amount is greater than 0, the statement will automatically hide the Lump Sum item for non-sales employees (who would have a 0 value for this field).
: SAP SuccessFactors Compensation Guide > Statement Configuration > Setting Conditional Display for Statement Items.
Explanation for Incorrect Options:
Option A would affect worksheet visibility but not the statement display.
Option B suggests creating a separate template, which is unnecessary.
Option C proposes adding a disclaimer rather than using a conditional display, which may be less professional.

NEW QUESTION # 76
Your client has two salary plans - one for Executives another for non-Executives. Which tool can be used to combine the results from both templates in a single output document?
Note: There are 2 correct answers to this question.
  • A. Ad Hoc report
  • B. Executive Review
  • C. Aggregate export
  • D. Story reports
Answer: A,C

NEW QUESTION # 77
Your EC-integrated template has an Effective Date of April 1 under Worksheet Settings. Your eligibility rule states that only grade 1 employees are eligible for compensation. On March 1 an employee is grade 1, but on April 15 they are promoted to grade 2. On April 16 you run Update all worksheets with the checkbox "Update worksheet to reflect any employee's eligibility changes" selected.
What happens on the worksheet for this employee?
  • A. The employee is removed from the worksheet.
  • B. The employee remains on the worksheet but becomes grayed out.
  • C. The employee remains eligible for planning with no changes.
  • D. The employee remains on the worksheet but their planning fields reset to default values.
Answer: C

NEW QUESTION # 78
How can the compRating field be used to enhance the compensation worksheet? Note: There are 2 correct answers to this question.
  • A. It allows ratings to be entered directly on the planning worksheet for those employees who do NOT have a performance form.
  • B. It allows for performance form rating overrides.
  • C. It allows for performance ratings to use a different rating scale.
  • D. It allows a second rating field for guidelines.
Answer: A,C

NEW QUESTION # 79
......
Do you often envy the colleagues around you can successfully move to a larger company to achieve the value of life? Are you often wondering why your classmate, who has scores similar to yours, can receive a large company offer after graduation and you are rejected? In fact, what you lack is not hard work nor luck, but C-THR86-2505 Guide question. With C-THR86-2505 question torrent, you will suddenly find the joy of learning and you will pass the professional qualification exam very easily.
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