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C_THR86_2405模擬試験 & C_THR86_2405模擬問題集
ほとんどの専門家は、C_THR86_2405のパフォーマンスが際立っていると感じた後、生地を追加するのが最適だと考えています。 C_THR86_2405ガイド資料は、学習効率を大幅に改善できる学習システムを提供します。 C_THR86_2405学習教材を使用する過程で、指定された時間内に試験バンクに集中します。実際の試験時間を参照してC_THR86_2405練習時間を設定し、実際のC_THR86_2405試験環境と自信を構築します。
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>> C_THR86_2405模擬試験 <<
SAP C_THR86_2405模擬問題集 & C_THR86_2405合格受験記
この情報の時代には、SAP業界にとても注目され、この強い情報技術業界にSAP人材が得難いです。こうしてC_THR86_2405認定試験がとても重要になります。でも、この試験がとても難しくてSAP通になりたい方が障害になっています。
SAP C_THR86_2405 認定試験の出題範囲：
| トピック |
出題範囲 |
| トピック 1 |
- Managing Clean Core: This section of the exam will measure your knowledge of clean core principles. To become a certified SAP partner consultant, you will need to demonstrate how you can apply these principles to maximize business process agility, reduce adaptation efforts, and accelerate innovation within the ERP environment.
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| トピック 2 |
- Compensation Plan Guidelines: In this section, SAP partner consultants will be evaluated on their abilities to configure compensation plan guidelines. Candidates must demonstrate their capacity to set up guidelines that align with company policies and industry standards, ensuring fair and consistent compensation practices.
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| トピック 3 |
- Implementation Test: You will be evaluated on your ability to conduct implementation tests. This part of the exam focuses on your skills in verifying that all configurations and settings are correctly implemented, ensuring a smooth deployment of the compensation module.
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| トピック 4 |
- Compensation Worksheets: In the SAP C_THR86_2405 exam, your ability to configure compensation worksheets will be tested. As an SAP partner consultant, you will need to demonstrate your skills in setting up and managing these worksheets to ensure accurate and effective compensation processes within SAP SuccessFactors.
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| トピック 5 |
- Permissions: The exam will assess your capability to set up permissions effectively. As an aspiring SAP partner consultant, you will need to show how well you can manage access controls to safeguard sensitive compensation data while ensuring that the right users have access to the necessary functionalities.
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| トピック 6 |
- Reports and Workflows: The proficiency in creating, enabling, and exporting reports and workflows will be evaluated. This section of the exam focuses on the ability of a SAP partner consultant to generate critical data insights and automate processes, essential for efficient compensation management.
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| トピック 7 |
- Compensation Statements: The exam will assess your expertise in configuring compensation statements. You will need to showcase your knowledge of how to set up these SAP statements so that they accurately reflect employee compensation, ensuring clarity and transparency in communication.
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| トピック 8 |
- Managing Employee Specific Data: The exam will test skills in managing employee-specific data within SAP SuccessFactors. SAP partner consultants will be required to show how effectively they can handle data to ensure accurate compensation decisions that reflect individual employee situations.
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SAP Certified Associate - Implementation Consultant - SAP SuccessFactors Compensation 認定 C_THR86_2405 試験問題 (Q42-Q47):
質問 # 42
You cannot do this with a single statement template a second template must be created to include this item and statement groups used to assign the templates appropriately.Which of the following permissions are required to be able to use Executive Review offline edit to download modify and upload buk changes?Note There are 3 correct answers to this question.
- A. The user needs the Ad Hoc Reports for the Compensation Planning domain permission
- B. The user needs the Executive Review - Import permission.
- C. The user needs the Executive Review - Export permission
- D. The user needs the Executive Review - Mass Action permission
- E. The user needs the Executive Review - Edit permission
正解：B、C、E
質問 # 43
Your customer has an Employee Central integrated template with an effective date of March 1.2023. The template has a reloadable field that is mapped to the Pay Grade field in SAP SuccessFactors Employee Central The forms are launched on February 1. 2023. with a start date of March 1. 2023 An employee gets promoted on March 5, 2023. which includes a pay grade change.What is the effect on the value that is displayed when the planner opens the worksheet on March 6, 2023?
- A. The pay grade remains the same as it was when the forms were created
- B. The employee becomes ineligible
- C. New forms need to be created because an error will be shown
- D. The new pay grade is displayed
正解：A
質問 # 44
When would you run the Update All Worksheets function?Note There are 3 correct answers to this question.
- A. When an administrator makes a change to Field Based Permissions
- B. When there has been an update to a lookup table
- C. When an administrator changes the layout of the compensation plan template to add a new column
- D. When a performance rating is updated
- E. When there has been a change to an eligibility rule
正解：B、D、E
質問 # 45
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 eligible for planning with no changes.
- C. The employee remains on the worksheet but their planning fields reset to default values.
- D. The employee remains on the worksheet but becomes grayed out.
正解：B
質問 # 46
Your customer uses SAP SuccessFactors Employee Central has the following setup:
*Pay Component (id = "SALARY")
*Pay Component (id = "CARALLOWANCE")
*Pay Component (id = "HOUSEALLOWANCE")
*Pay Component Group (id = "TC") made up of the above three components. The Use for Compa-Ratio Calculation flag is set to Yes for this group.
The customer performs total cash (TC) planning, that is, planners adjust the overall TC. Both the car housing allowances are fixed values based on employee grade. If an employee is promoted on the worksheet, these allowances may change. Salary is whatever TC is left over after the new allowances are updated.
How do you best implement this request while maximizing integration?
- A. Map TC to the standard Current Salary field.
*Use the Merit column for the TC update.
*Extract the new TC with a report manually create import files to update EC.
- B. Map TC to the standard Current Salary field.
*Use the Merit column for the TC update.
*Publish the finSalary value back to the pay component group in EC have business rules split the sum into the components.
- C. Map SALARY to the standard Current Salary field TC to meritTarget.
*Use merit to update the TC use custom fields to allow planners to update the allowances.
*Publish each component back separately.
- D. Map TC to the standard Current Salary field.
*Use the Merit column for the TC update.
*Use the finSalary field some custom columns to calculate the components publish those back to EC.
正解：B
解説：
When a customer uses SAP SuccessFactors Employee Central with specific pay components and a Pay Component Group (PCG) designated for total cash (TC), integration configurations can help manage the pay components based on the planner's adjustments in the compensation module. Here's how the setup can be achieved to maximize integration and minimize manual updates:
* Option B: "Map TC to the standard Current Salary field. Use the Merit column for the TC update.
Publish the finSalary value back to the pay component group in EC and have business rules split the sum into the components."
* By mapping the total cash (TC) to the Current Salary field and using the Merit column for any updates, planners can adjust TC directly. ThefinSalaryfield can be configured to reflect the adjusted TC, which can then be published back to Employee Central. Business rules in Employee Central will then split the updated TC value among the components (SALARY, CARALLOWANCE, HOUSEALLOWANCE) based on predefined rules, ensuring that allowances remain consistent with the employee's grade.
質問 # 47
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