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Frenquent C-THR87-2505 Update | Test C-THR87-2505 Preparation

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Frenquent C-THR87-2505 Update | Test C-THR87-2505 Preparation

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SAP C-THR87-2505 Exam Syllabus Topics:
TopicDetails
Topic 1
  • Eligibility: This section of the exam evaluates the ability of SAP Consultants to define and configure eligibility rules. It includes setting criteria for plan participation and ensuring the correct employee population is included in bonus planning.
Topic 2
  • 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 3
  • 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 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
  • 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.

SAP Certified Associate - Implementation Consultant - SAP SuccessFactors Variable Pay Sample Questions (Q39-Q44):NEW QUESTION # 39
How would you assign the same business goal to all employees in a non-EC integrated plan?
  • A. Use the correct performance management form template.
  • B. Use the Manage Employee grouping.
  • C. Use a common field value for all employees in the employee history file.
  • D. Use the user ID of each employee in the business goals file.
Answer: C

NEW QUESTION # 40
Your client wants to award quarterly bonuses, where the quarters are aligned as follows: Q1: November 1-January 31. Q2: February 1-April 30. Q3: May 1-July 31. Q4: August 1-October 31. Bonuses are paid at the end of each quarter. Which of the following combinations of configuration options would work for this scenario?
  • A. One variable pay template with the bonus start date November 1 and end date October 31; employee history is loaded with four records per employee (one per quarter) and bonus paid in full on October 31
  • B. Four variable pay templates, with the bonus start and end dates aligned with "traditional" quarter dates and custom columns in the employee history to display the customer's dates
  • C. Four variable pay templates, with the bonus start and end dates aligned with the customer's dates and employee history to match
  • D. One variable pay template with the bonus start date November 1 and end date October 31, and the bonus plan multiplier set to 25%
Answer: B,D

NEW QUESTION # 41
When employee profile is selected as the rating source for the Variable Pay program, which information is required for the bonus calculation? Note: There are 2 correct answers to this question.
  • A. Rating type
  • B. EC field mapping
  • C. Effective date
  • D. Performance management template name
Answer: A,C

NEW QUESTION # 42
What task can you complete in Configure Label Names and Visibility?
  • A. Deactivate form sections.
  • B. Create custom fields.
  • C. Relabel employee history fields.
  • D. Change field groups.
Answer: A

NEW QUESTION # 43
You are implementing an Employee Central-integrated Variable Pay template. The employee has 3 assignment records pulled from Employee Central, each with start and end dates within the bonus period, resulting in NO gaps or overlaps. What is the impact of the 3 assignment records on the payout?
  • A. Each record is considered when the employee's bonus payout is calculated and the bonus is increased by 3X the target.
  • B. The first record is considered when the employee's bonus payout is calculated and the bonus is increased by 3X the target.
  • C. Each record is considered when the employee's bonus payout is calculated and the bonus is prorated based on the dates of each record.
  • D. The last record is considered when the employee's bonus payout is calculated and the bonus is increased by 3X the target.
Answer: C

NEW QUESTION # 44
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