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SAP C-THR86-2505 Exam Syllabus, Interactive C-THR86-2505 Course
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| Topic |
Details |
| 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.
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| 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.
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| Topic 3 |
- 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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| Topic 4 |
- 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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C-THR86-2505 Exam Resources & C-THR86-2505 Best Questions & C-THR86-2505 Exam Dumps
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SAP Certified Associate - Implementation Consultant - SAP SuccessFactors Compensation Sample Questions (Q26-Q31):
NEW QUESTION # 26
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. 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.
- B. 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.
- 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. 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.
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 # 27
You are implementing compensation in an EC-integrated environment you are NOT using the promotion functionality.
To where can you publish data?
Note: There are 3 correct answers to this question.
- A. Recurring Pay Components
- B. Job Information
- C. Compensation Information
- D. Employee Details
- E. Custom MDF Objects
Answer: A,C,E
NEW QUESTION # 28
Your customer has the following requirements for their compensation plan:
1.Allow planners to make recommendations outside of the high/low values.
2. Display only the max min values in the compensation worksheet.
Which guideline rule settings must you set to fulfill these requirements?
- A. In Display Settings use min-max
*Hard Limit: No
*High/Low Action: Allow
- B. In Display Settings use min-max
*Hard Limit: Yes
*High/Low Action: Allow
- C. In Display Settings use low-high
*Hard Limit: Yes
*High/Low Action: Allow
- D. In Display Settings use min-max
*Hard Limit: No
*High/Low Action: Warn
Answer: A
Explanation:
To allow planners to make recommendations outside of the high/low values but only display max and min values on the worksheet:
* Option A: "In Display Settings use min-max, Hard Limit: No, High/Low Action: Allow"
* Min-max display shows only the minimum and maximum guideline values. Setting Hard Limit to "No" allows planners to make recommendations outside these values, and High/Low Action:
Allow enables the flexibility needed by the client.
: SAP SuccessFactors Compensation Guide > Guideline Management > Setting High/Low and Hard Limit Options.
Explanation for Incorrect Options:
Options B, C, and D include settings that would restrict planner flexibility or incorrectly display guideline ranges.
NEW QUESTION # 29
Your client is using Salary Proration importing the Proration percentage rather than using Start End Dates. An employee is imported with a 50% proration. The merit guideline table for this employee would normally be 4-6%.
The planner enters a $1,000 merit increase, which is within the displayed guidelines. Which of the following scenarios is accurate?
- A. Guideline is displayed as 4-6%
* Total Increase is $1,000
- B. Guideline is displayed as 4-6%
* Total Increase is $500
- C. Guideline is displayed as 2-3%
* Total Increase is $500
- D. Guideline is displayed as 2-3%
* Total Increase is $1,000
Answer: C
NEW QUESTION # 30
Your client is using Salary Proration importing the Proration percentage rather than using Start End Dates. An employee is imported with a 50% proration. The merit guideline table for this employee would normally be 4-
6%.
The planner enters a $1,000 merit increase, which is within the displayed guidelines. Which of the following scenarios is accurate?
- A. Guideline is displayed as 2-3%
*Total Increase is $1,000
- B. Guideline is displayed as 4-6%
*Total Increase is $1,000
- C. Guideline is displayed as 4-6%
*Total Increase is $500
- D. Guideline is displayed as 2-3%
*Total Increase is $500
Answer: D
Explanation:
When Salary Proration is used with a proration percentage (50% in this case) rather than dates, it affects both the guideline range and the total increase.
* Proration Impact on Guideline Range and Total Increase
* Guideline Adjustment: Since the proration is set to 50%, the guideline range (normally 4-6%) is adjusted by 50%, resulting in a prorated guideline of 2-3%.
* Total Increase Calculation: When the planner enters a $1,000 merit increase, the proration factor is applied, resulting in a final increase of $500 (50% of $1,000).
* Why Other Options Are Incorrect
* Options A and B show the original guideline (4-6%), which does not reflect the proration adjustment.
* Option D incorrectly calculates the total increase without applying the 50% proration.
* Reference Documentation
* SAP SuccessFactors Compensation Guide on Salary Proration and Merit Guidelines.
NEW QUESTION # 31
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