Biography
Valid C-THR86-2505 Test Question - 100% Realistic Questions Pool
What's more, part of that Prep4sureGuide C-THR86-2505 dumps now are free: https://drive.google.com/open?id=16YJK-tyCzMRxqOfWS8P_ggtfemj8N64A
The customer is God. C-THR86-2505 learning dumps provide all customers with high quality after-sales service. After your payment is successful, we will dispatch a dedicated IT staff to provide online remote assistance for you to solve problems in the process of download and installation. During your studies, C-THR86-2505 study tool will provide you with efficient 24-hour online services. You can email us anytime, anywhere to ask any questions you have about our C-THR86-2505 Study Tool. At the same time, our industry experts will continue to update and supplement C-THR86-2505 test question according to changes in the exam outline, so that you can concentrate on completing the review of all exam content without having to pay attention to changes in the outside world.
| Topic |
Details |
| Topic 1 |
- 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 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.
|
| Topic 3 |
- 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 4 |
- 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 5 |
- Compensation Statements: This section of the exam assesses the ability of SAP Consultants to configure and generate employee-facing compensation statements. It includes statement templates, design options, and output settings to ensure clear communication of compensation results.
|
| Topic 6 |
- 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 7 |
- 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 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.
|
>> Valid C-THR86-2505 Test Question <<
Download SAP C-THR86-2505 Real Dumps And Get Free Updates
Many people worry about buying electronic products on Internet, like our C-THR86-2505 preparation quiz, because they think it is a kind of dangerous behavior which may bring some virus for their electronic product, especially for their computer which stores a great amount of privacy information. We must emphasize that our C-THR86-2505 simulating materials are absolutely safe without viruses, if there is any doubt about this after the pre-sale, we provide remote online guidance installation of our C-THR86-2505 exam practice.
SAP Certified Associate - Implementation Consultant - SAP SuccessFactors Compensation Sample Questions (Q27-Q32):
NEW QUESTION # 27
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 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.
- C. 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.
- 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. The finSalary field 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.
: SAP SuccessFactors Compensation and EC Integration Guide > Configuring Pay Component Groups > Publishing Total Compensation Components.
Explanation for Incorrect Options:
Option A involves extra custom columns and manual calculations, which increases complexity.
Option C suggests a manual import process, which is labor-intensive and contrary to integration best practices.
Option D proposes a setup where SALARY is mapped to Current Salary and TC to meritTarget, which complicates the TC update process and is less optimal for integrated workflows.
NEW QUESTION # 28
Your client has asked you to display both the number text in the standard Performance Rating field. What do you need to update to meet this requirement?
- A. Create a lookup table with the number text.
- B. Update the Rating Label Format to Number-Text under Display Settings.
- C. Create a new custom field with a formula under Column Designer.
- D. Change the labels in the rating scale to include both the number text.
Answer: B
Explanation:
To display both the numerical and textual components in the standard Performance Rating field, you need to adjust the Rating Label Format in the Display Settings within the Compensation template setup.
* Rating Label Format in Display Settings
* Option D: By setting the Rating Label Format to Number-Text, you enable the display of both the rating number and the descriptive text label in the Performance Rating field.
* This adjustment applies the combined format (e.g., "3 - Meets Expectations") in the worksheet, allowing users to see both components simultaneously.
* Why Other Options Are Incorrect
* Option A: Changing labels in the rating scale would only adjust the label text, not the combined display format.
* Option B and Option C (custom field and lookup table) are unnecessary, as the Number-Text format can be set directly.
* Reference Documentation
* SAP SuccessFactors Compensation Guide on Performance Rating Display Options.
NEW QUESTION # 29
Your client wants to display a paragraph in the body of the Compensation Statement that is displayed only to employees who are on a Performance Improvement Plan (PIP). An employee is on a PIP if they have a rating of 1 or 2. The standard Rating column is available on the worksheet.
However, the client does not want the rating itself to ever be displayed on the Statement. How can you satisfy this requirement?
- A. Include the rating on the statement in the right section.
* Include a Conditional Text Section on the statement using the rating field as a condition.
* Ensure the rating field is hidden on the statement by setting an impossible display condition.
- B. Include a Conditional Text Section on the statement using the rating field as a condition because all columns on the worksheet are available for conditional logic.
* Ensure the rating field is hidden from employees on the worksheet with Field-Based Permissions.
- C. Add a paragraph to the body of the Statement that states that the section applies only to those who are on a Performance Improvement Plan those employees who are not may ignore the paragraph.
- D. Include the rating on the statement in the right section.
* Include a Conditional Text Section on the statement using the rating field as a condition.
* Ensure the rating field is hidden from employees on the worksheet with Field-Based Permissions.
Answer: B
NEW QUESTION # 30
What action is required to enable Employee Central integration for a template?
- A. Provide an effective date
- B. Update pay guide format.
- C. Enable field-based permissions.
- D. Reload guidelines.
Answer: A
Explanation:
In SAP SuccessFactors Compensation, enabling integration with Employee Central requires specifying an effective date. This date is essential because Employee Central (EC) integration pulls data that is time- dependent, such as employee job information, pay components, and other relevant details.
* Providing an Effective Date for Integration
* Effective Date: Setting an effective date in the compensation template is necessary to synchronize data accurately from Employee Central. The system uses this date to retrieve the correct employee data as of that specific point in time.
* Why Other Options Are Incorrect
* Option A (field-based permissions) relates to access control but is not specifically required for enabling EC integration.
* Option B (reload guidelines) is used when updating or reloading guideline data but does not affect EC integration.
* Option C (update pay guide format) is unrelated to Employee Central integration.
* Reference Documentation
* SAP SuccessFactors Compensation Guide on Employee Central Integration Setup and Effective Date Configuration.
NEW QUESTION # 31
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 a performance rating is updated
- C. When there has been a change to an eligibility rule
- D. When there has been an update to a lookup table
- E. When an administrator changes the layout of the compensation plan template to add a new column
Answer: B,C,D
Explanation:
The "Update All Worksheets" function in SuccessFactors Compensation is essential for synchronizing employee data changes across worksheets. It's used in specific scenarios:
* Update to a Lookup Table (Option A):
* Lookup tables are used for values such as exchange rates, merit guidelines, or budget percentages. If these values are updated, running "Update All Worksheets" ensures that the revised values apply across all worksheets.
* Performance Rating Update (Option B):
* If an employee's performance rating is modified in Employee Central or Performance Management, the update function ensures that the latest rating is reflected on the Compensation worksheet, which could affect merit or bonus calculations.
* Eligibility Rule Change (Option E):
* Changes in eligibility criteria, such as grade level or employment status, necessitate running
"Update All Worksheets" to ensure only eligible employees remain active on the worksheet, with any ineligible ones becoming grayed out or removed based on rule settings.
Excluded Options:
* Layout Change in Template (Option C): Changes to layout don't require an update to all worksheets as this doesn't affect employee data or calculations.
* Field Based Permissions (Option D): Field-based permission changes are applied immediately and don't require an update to worksheets.
:
SAP SuccessFactors Compensation Guide, refer to the "When to Use the Update All Worksheets Function" section, detailing scenarios where data recalculations are necessary.
NEW QUESTION # 32
......
We have compiled the C-THR86-2505 test guide for these candidates who are trouble in this exam, in order help they pass it easily, and we deeply believe that our C-THR86-2505 exam questions can help you solve your problem. Believe it or not, if you buy our study materials and take it seriously consideration, we can promise that you will easily get the certification that you have always dreamed of. We believe that you will never regret to buy and practice our C-THR86-2505 latest question.
C-THR86-2505 Valid Test Syllabus: https://www.prep4sureguide.com/C-THR86-2505-prep4sure-exam-guide.html
P.S. Free & New C-THR86-2505 dumps are available on Google Drive shared by Prep4sureGuide: https://drive.google.com/open?id=16YJK-tyCzMRxqOfWS8P_ggtfemj8N64A
