C_THR86_2405 TEST REGISTRATION | NEW C_THR86_2405 DUMPS FREE

C_THR86_2405 Test Registration | New C_THR86_2405 Dumps Free

C_THR86_2405 Test Registration | New C_THR86_2405 Dumps Free

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SAP C_THR86_2405 Exam Syllabus Topics:

TopicDetails
Topic 1
  • 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.
Topic 2
  • 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.
Topic 3
  • 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.
Topic 4
  • 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.
Topic 5
  • 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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SAP Certified Associate - Implementation Consultant - SAP SuccessFactors Compensation Sample Questions (Q13-Q18):

NEW QUESTION # 13
You are implementing an EC-integrated template.
Which compensation fields are commonly mapped to a pay component or pay component group? Note: There are 3 correct answers to this question.

  • A. FTE
  • B. Local Currency Code
  • C. Current Salary
  • D. Pay Grade
  • E. Units Per Year

Answer: B,C,E


NEW QUESTION # 14
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.
    *Publish the finSalary value back to the pay component group in EC have business rules split the sum into the components.
  • B. 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.
  • 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.
    *Extract the new TC with a report manually create import files to update EC.

Answer: A

Explanation:
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.


NEW QUESTION # 15
At the start of the calendar year, all employees are assigned a Performance form. At the end of the year, Salary forms are launched the performance ratings for most employees are displayed correctly, but all new hires are displayed as "N/A". Administrators realize that any employee that joined during the year is missing a Performance form, so they launch a PM form for each new hire.
All new hires are assigned a rating of "Good".
How will these ratings appear on the Salary worksheet?

  • A. Unrated
  • B. Good
  • C. Too new to rate
  • D. N/A

Answer: A


NEW QUESTION # 16
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: Yes
    *High/Low Action: Allow
  • B. In Display Settings use min-max
    *Hard Limit: No
    *High/Low Action: Warn
  • C. In Display Settings use min-max
    *Hard Limit: No
    *High/Low Action: Allow
  • D. In Display Settings use low-high
    *Hard Limit: Yes
    *High/Low Action: Allow

Answer: C

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-maxdisplay shows only the minimum and maximum guideline values. SettingHard Limitto
"No" allows planners to make recommendations outside these values, andHigh/Low Action:
Allowenables the flexibility needed by the client.


NEW QUESTION # 17
Your client wants to ensure that planners justify their decision to NOT give an employee a merit increase.What is the best way to accomplish this?

  • A. Under Define Standard Validation Rules add a Force Comment Rule with the mode set to 'no-raise '
  • B. Under Define Standard Validation Rules add a Force Comment Rule with the mode set to 'raise '
  • C. Q Use custom validations with the formula if(merit>0.'FALSE .'TRUE
  • D. Edit the XML and add a comp-force-comment-config tag with the mode attribute set to 'guideline '

Answer: A


NEW QUESTION # 18
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