2024 Latest 100% Exam Passing Ratio - C_THR86_2305 Dumps PDF
Pass Exam With Full Sureness - C_THR86_2305 Dumps with 80 Questions
NEW QUESTION # 24
Your customer has part-time and full-time employees. What do you figure in the system to have it calculate the compa-ratio, range penetration, current salary, and adjusted sa nges?
- A. Set SALARY_PRORATING in the user data file ) to the percent that the employees work full time C.
- B. Add the standard FTE field to the compensation plan template.
- C. Set XML attribute isActualSalarylmp rte to True in the compensation plan template
- D. Set in the user file (UDF) to FULL-TIME or PART-TIME
Answer: B
NEW QUESTION # 25
A customer wants to show merit increase only as an amount within the form, but they want to display the merit stage in the compensation statement. How would you proceed?
- A. Configure a new percent field with a formula within the compensation template and add this field to the statement template
- B. Duplicate the standard merit field, select the Show percent only radio button and add this field to the statement template
- C. Configure an adjustment field to duplicate the merit field, select the Show percent only radio button and add it to the statement template
- D. Configure a new field with a formula within the statement template
Answer: C
NEW QUESTION # 26
For which custom requirement do you need to develop a custom statement?
- A. diff statement per emp grp
- B. Mix of data from comp and variable pay
- C. Include a background image
- D. Field visibility is conditional on amount
Answer: C
NEW QUESTION # 27
Your client wants to restrict entry into the Lump Sum field to only members of the reward team.How can you achieve this?
- A. Update guidelines to put a hard stop on the Lump Sum field and set all of the guideline values to 0
- B. Set the Lump Sum field to read-only to prevent planners from using it
- C. Use field-based permissions on the Lump Sum field and a permission group of named individuals
- D. Use mass actions through the Executive Review
Answer: C
NEW QUESTION # 28
In Admin Center, you load a pay matrix table as shown in the attached screenshot. You map attribute 1 to business unit and attribute 2 to department On the compensation worksheet, an employee is in the Operations department, the ABC business unit, and pay grade 3. The employee's current range penetration is calculated as exactly 100%. What is this employee's current annual salary? #PayGrade MinPay MidPay MaxPay I Promotable Attribute\ AtiribOteZ ribute
- A. 0
- B. 1
- C. 2
- D. 3
Answer: B
NEW QUESTION # 29
Your customer has an Employee Central integrated template with an effective date of March 1, 2020.
The template has a reloadable field that is mapped to the Pay Grade field in SAP SuccessFactors Employee Central. The forms are launched on February 1, 2020, with a start date of March 1, 2020.
An employee gets promoted on February 14, 2020, which includes a pay grade change.
What is the effect on the value that is displayed when the planner opens the worksheet on March 5,
2020?
- A. employee becomes ineligible
- B. The pay grade remains the same as it was when the forms were created
- C. new paygrade is displayed
- D. new forms need to be created because an error will be shown
Answer: B
NEW QUESTION # 30
Your client wants managers to see a graph of the average salary increase percentage for each performance rating for their entire reporting hierarchy. How can you achieve this?Note. There are 3 correct answers to this question.
- A. Add the standard YouCalc widget to the worksheet template and have planners access it whie they do their planning
- B. Create an Ad Hoc report and share it with all planners
- C. Grant all planners access to the Executive Review and use the standard YouCalc widget
- D. Create a Tile report and add it to a dashboard for view in the Salary worksheet's Insights icon
- E. Create a Tile report and add it to a dashboard for view on the planner s homepage
Answer: A,C,D
NEW QUESTION # 31
Your customer is going through a divestiture and would like to extract all of the historical data from compensation planning for the divested entity prior to purging the data from SAP SuccessFactors.How can you capture the compensation data from your compensation plans?Note. There are 2 correct answers to this question.
- A. Export from the employee history file
- B. Export from Executive Review
- C. Run the Rollup report
- D. Run an Ad Hoc report
Answer: B,D
NEW QUESTION # 32
While validating the current cycles compensation statements you want to prevent them from being visible on employee profile while still allowing access to past compensation statements How can you accomplish this?
- A. Use Role-Based Permissions to control access to only display previous years' statements
- B. Remove access to Employee Profile during compensation planning
- C. Disable access to all statements, including the prior years statements
- D. Under the permissions of the current statements), change the setting to Generated statements are not viewable
Answer: D
NEW QUESTION # 33
What checks can you make with the Check tool? Note there are 2 correct answers to this question.
- A. Custom validations correctly configured
- B. Accuracy of formula calculations
- C. Reportable fields correctly configured
- D. Circular hierarchies for form creation
Answer: B,D
NEW QUESTION # 34
Which of the following customer scenarios is a good use of the Suppress Statement function?Note There are 2 correct answers to this question.
- A. Employees who are on a performance improvement plan get a different statement from those who are not
- B. Employees in one country get a statement at a different time from those in other countries
- C. Employees who were hired after a certain date do not get a statement
- D. Employees who have an RSU grant get a statement, but those without an RSU grant do not get a statement
Answer: C,D
NEW QUESTION # 35
Your customer wants the guidelines for an employee's merit recommendation to be prorated based on the employee's date of last hire. The date of last hire is different than the employee's original hire date.
How can you fulfill this requirement?
- A. Use raise proration and import a proration factor in SE PRORATING column
- B. Use salary proration and import the employee's last hire date in the SALARY_PRORATING_START_DATE Column
- C. Use raise proration and import the employee's last hire date in the RAISE_PRORATING START_DATE column
- D. Use salary proration and set the review the equal to the employee's last hire date
Answer: B
NEW QUESTION # 36
Your customer uses a look-up table to calculate custom budgets, as shown in the screenshot. The budget is based on an employee s country and status In the template the country is defined with field ID customCountry and the status Is defined with field ID customStatus.What is the correct syntax to calculate the adjustment budget?
- A. Adjustment))*curSalary
- B. toNumber(lookupf2018_BudgetPoor customCountrycustomStatus
- C. toNumber(lookup('20l8_BudgetPool'.customCountry.cuslomStatus.adjuslment))'curSalary
- D. toNumbGr(lookupC20l8_BudgetPoor.customCountry.cu$tomStatu$.1))'curSalary
- E. toNumberflookup('2018_BudgetPoor. customCountry customStatus2))'curSalary
Answer: D
NEW QUESTION # 37
A customer's performance process has a collaboration step that happens after the compensation forms are launched. The customer is using compensation guidelines with defaults. How can you ensure default guidelines are fully reflected when a
- A. RE run update all worksheets job from manage worksheet
- B. Set the default guidelines associated with the original performance rating to YES
- C. Se the force default on rating within guidelines to NO
Answer: B
NEW QUESTION # 38
Your customer is based in the UK and has a functional currency of GBP. However, they also have offices in the US (USD). France (EUR), and Germany (EUR) They would like the budget displayed in local currency for alt planners for example. German planners see the budget in EUR. not GBP.How can you best accomplish this?Note There are 2 correct answers to this question
- A. Have four separate templates, one for each country
- B. Disable Functional Currency mode
- C. Enable Planner Currency mode
- D. Use budget grouping and group on the local currency code
Answer: C,D
NEW QUESTION # 39
What must you do before generating compensation statement?
- A. Publish the final compensation data to the employee profile
- B. Grant all managers permissions to launch statements
- C. Send worksheets to the completed step to the route map
- D. Recall compensations statements from the previous year
Answer: C
NEW QUESTION # 40
You are implementing compensation in a targeted environment and you are NOT using the promotion functionality.
To where can you publish data? There are 2 correct answers to this question
- A. Employee Details
- B. Recurring Pay Components
- C. Job Information
- D. Non-Recurring Pay Components
Answer: B,D
NEW QUESTION # 41
You cannot do this with a single statement template a second template must be created to include this item and statement groups used to assign the templates appropriately.Which of the following permissions are required to be able to use Executive Review offline edit to download modify and upload buk changes?Note There are 3 correct answers to this question.
- A. The user needs the Executive Review - Export permission
- B. The user needs the Executive Review - Mass Action permission
- C. The user needs the Executive Review - Import permission.
- D. The user needs the Executive Review - Edit permission
- E. The user needs the Ad Hoc Reports for the Compensation Planning domain permission
Answer: A,C,D
NEW QUESTION # 42
Your client has a requirement for the salary process where the approval workflow should have the following main steps.1.Manager makes recommendations/2.Next Level Manager approves the recommendations but CANNOT send the form back for changes/3.Third level manager reviews the approval and CAN send the form back to the Next Level Manager for changes.How can you set up the system to meet this requirement?
- A. In the route map assign the third step to EMM and use the Out of Turn Access option under Advanced Options
- B. In the route map use a Collaboration step as the third step with EM as the Entry User and EMM as the Exit User
- C. In the route map use an Iterative step as the third step with EM as the Entry User and EMM as the Exit User.
- D. In the route map use a Collaboration step as the third step with EM as the Entry User and EMM as the Exit User
Answer: B
NEW QUESTION # 43
Which tools create cost projection and sets target based on location performance level or benchmark?
- A. Cascading budget
- B. Guideline modelling
- C. Budget rules
- D. Compensation profile
Answer: B
NEW QUESTION # 44
A customer is using the following number format Mode Round down Multiple 100 How will a value of 9575 50 be displayed?
- A. 0
- B. 1
- C. 2
- D. 3
Answer: D
NEW QUESTION # 45
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. Q Use custom validations with the formula if(merit>0.'FALSE .'TRUE
- B. Under Define Standard Validation Rules add a Force Comment Rule with the mode set to 'no-raise '
- C. Under Define Standard Validation Rules add a Force Comment Rule with the mode set to 'raise '
- D. Edit the XML and add a comp-force-comment-config tag with the mode attribute set to 'guideline '
Answer: B
NEW QUESTION # 46
What is the recommended leading practice workflow for a compensation template?
- A. Process Setup -> Manager Planning -> Next Level Manager Review -> Final Review -> Compl
- B. Manager Planning -> Next Level Manager Review -> Compensation Admin Review -> HR Manager Planning -> Complete
- C. Manager Planning -> Next Level Manager Review -> HR Manager Planning -> Complete
- D. Process Setup -> Manager Planning -> Next Level Manager Review -> Third Level Manager Review -> C ete
Answer: B
NEW QUESTION # 47
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