VALID SAP C_THR86_2411 EXAM OBJECTIVES | C_THR86_2411 DISCOUNT

Valid SAP C_THR86_2411 Exam Objectives | C_THR86_2411 Discount

Valid SAP C_THR86_2411 Exam Objectives | C_THR86_2411 Discount

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SAP Certified Associate - Implementation Consultant - SAP SuccessFactors Compensation Sample Questions (Q65-Q70):

NEW QUESTION # 65
How can the compRating field be used to enhance the compensation worksheet? Note: There are 2 correct answers to this question.

  • A. It allows for performance form rating overrides.
  • B. It allows a second rating field for guidelines.
  • C. It allows for performance ratings to use a different rating scale.
  • D. It allows ratings to be entered directly on the planning worksheet for those employees who do NOT have a performance form.

Answer: C,D


NEW QUESTION # 66
Your non-EC customer wants only users in Pay Grade 1 2 to be ineligible for Lump Sum; Pay Grades 3 through 9 are eligible.
What can you do to fulfill this requirement?
Note: There are 3 correct answers to this question.

  • A. Start with all employees are eligible. Using the legacy eligibility rules engine, create a rule condition that makes the Pay Grades 1 2 ineligible for the Lump Sum field.
  • B. Start with all employees are ineligible. Using the legacy eligibility rules engine, create a rule condition that goes through the eligible Pay Grades makes them eligible for the Lump Sum field.
  • C. Start with all employees are eligible. In the UDF, set the LUMPSUM ELIGIBLE field to FALSE for Grades 1 2, TRUE for Grades 3 through 9.
  • D. Start with all employees are eligible. Using the legacy eligibility rules engine, create a rule condition that makes the Pay Grades 3 through 9 eligible for the Lump Sum field.
  • E. Start with all employees are ineligible. Using the legacy eligibility rules engine, create a rule condition that makes the Pay Grades 1 2 ineligible for the Lump Sum field.

Answer: B,C,E


NEW QUESTION # 67
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.
    *Extract the new TC with a report manually create import files to update 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.
    *Use the finSalary field some custom columns to calculate the components publish those back to EC.

Answer: C

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.


NEW QUESTION # 68
Your EC-integrated client wishes to plan on monthly salaries for employees in the UK, but on annual salaries for employee in the US. All employees have their salaries stored in EC with a single pay component with a frequency of "monthly" because of payroll integration constraints.
Which of the following options is a solution for this requirement?

  • A. Use meritTarget set to the pay component value divided by 12.
  • B. Include the unitsPerYear standard column set it to 12.
  • C. Use two templates with one having curSalary mapped to the pay component the other on the pay component group.
  • D. Use two different pay components for salary with the US one having the "Use for Comp Planning" set to "None" the UK one set to "Comp."

Answer: C


NEW QUESTION # 69
Which actions are controlled by role-based permissions?
Note: There are 2 correct answers to this question.

  • A. Making changes through Executive Review
  • B. Opening compensation worksheets
  • C. Updating a Compensation Statement
  • D. Editing columns on a worksheet

Answer: B,C


NEW QUESTION # 70
......

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