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SAP C-THR86-2505덤프자료 - C-THR86-2505퍼펙트최신버전덤프
Fast2test는 엘리트한 전문가들의 끊임없는 연구와 자신만의 노하우로 SAP C-THR86-2505덤프자료를 만들어 냄으로 여러분의 꿈을 이루어드립니다. 기존의 SAP C-THR86-2505시험문제를 분석하여 만들어낸 SAP C-THR86-2505덤프의 문제와 답은 실제시험의 문제와 답과 아주 비슷합니다. SAP C-THR86-2505덤프는 합격보장해드리는 고품질 덤프입니다. Fast2test의 덤프를 장바구니에 넣고 페이팔을 통한 안전결제를 진행하여 덤프를 다운받아 시험합격하세요.
SAP C-THR86-2505 시험요강:
| 주제 |
소개 |
| 주제 1 |
- 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.
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| 주제 2 |
- 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.
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| 주제 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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| 주제 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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| 주제 5 |
- 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.
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| 주제 6 |
- 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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최신 SAP Certified Associate C-THR86-2505 무료샘플문제 (Q19-Q24):
질문 # 19
What functions are available in a compensation profile? Note: There are 3 correct answers to this question.
- A. Display salary history.
- B. Promote an employee.
- C. Import salary history into the profile.
- D. View budgets.
- E. Enter recommendations.
정답：A,B,E
질문 # 20
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 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.
- 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 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.
- 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.
정답：C
질문 # 21
Which of the following Permissions is NOT recommended to be given to all HRBPs who are supporting a Salary Review Process?
- A. Executive Review Edit Permissions
- B. Executive Review Export Permissions
- C. Report Permissions
- D. Compensation Management Permissions
정답：A
설명：
In SAP SuccessFactors Compensation, granting the appropriate permissions to HR Business Partners (HRBPs) is crucial to supporting the salary review process effectively while maintaining data security and integrity. The following permissions are typically managed with caution:
* Executive Review Edit Permissions (Option C):
* It is not recommended to grant all HRBPs "Executive Review Edit Permissions" as this allows for extensive changes across compensation plans, which may be inappropriate for all HRBP roles. This permission should generally be reserved for high-level administrators or managers who need to make adjustments at the executive review level.
Other Permissions:
* Executive Review Export Permissions (Option A) and Report Permissions (Option B) are commonly provided to HRBPs for data analysis.
* Compensation Management Permissions (Option D) is often necessary for HRBPs to carry out their roles effectively, enabling them to manage employee compensation-related tasks.
:
SAP SuccessFactors Role-Based Permissions Guide and Compensation Administration documentation, under sections detailing "Executive Review Permissions" and recommended access settings for HRBPs.
질문 # 22
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. Use custom validations with the formula 'if(merit>0,"FALSE","TRUE")".
- D. Edit the XML add a comp-force-comment-config tag with the mode attribute set to "guideline."
정답：A
질문 # 23
Your client, who uses SAP SuccessFactors Employee Central, wants to make sure that only employees who have been with the company more than 2 years are eligible for a Lump Sum.
How do you build the eligibility rule to make this happen?
- A. Use the effective date from Job Info to check if the employee has been in this position for more than 2 years.
- B. Check if the Event Reason is New Hire the effective date is 2 years ago.
- C. Add help text to the Lump Sum field to notify planners only to use the field for eligible employees.
- D. Check the Hire Date field to see if the employee started at least 2 years ago.
정답：D
질문 # 24
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