Start your C-THR86-2505 Exam Questions Preparation with Updated 80 Questions
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SAP C-THR86-2505 Exam Syllabus Topics:
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NEW QUESTION # 48
Which of the following API types does SAP recommend to use to achieve clean core integrations? Note: There are 2 correct answers to this question.
- A. RFC
- B. IDoc
- C. SOAP
- D. OData
Answer: C,D
NEW QUESTION # 49
Your customer requires a field on the worksheet where planners can select from a list to categorize the reason for the employee receiving a lump sum. How can you achieve this?
- A. Create an editable string field with enumerated values.
- B. Create a read-only string field make it reloadable.
- C. Create a read-only string field make it reportable.
- D. Create an editable string field make it reportable.
Answer: A
NEW QUESTION # 50
A customer is using the following number format: ###0 Mode: Round down Multiple: 100. How will a value of 9575.50 be displayed?
- A. 0
- B. 1
- C. 2
- D. 3
Answer: C
Explanation:
In SAP SuccessFactors Compensation, when using a number format that specifies rounding down and rounding to the nearest multiple of 100, calculations are done as follows:
* Understanding the Format Settings
* Mode: Round Down: This setting rounds the value down to the nearest specified multiple.
* Multiple: 100: Specifies that rounding should occur to the nearest 100.
* Calculation for 9575.50
* Given the number 9575.50, rounding down to the nearest multiple of 100 results in 9500, as rounding down means moving to the lower nearest 100.
* Why Other Options Are Incorrect
* Option B (9570) would not be correct as it does not round to the nearest 100.
* Options C (9000) and D (9600) do not accurately reflect the rounding down requirement with a multiple of 100.
* Reference Documentation
* SAP SuccessFactors Compensation Guide on Number Formatting and Rounding Options.
NEW QUESTION # 51
Your customer is going through a divestiture 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 an Ad Hoc report.
- D. Run the Rollup report.
Answer: B,C
NEW QUESTION # 52
Your customer would like the Reward team to be able to override the final salary of the employee by directly entering in the final amount in Executive Review. However, they want to make sure that this is only possible during the last week of the planning cycle.
How can you achieve this?
- A. Create a custom editable Money field with field-based permissions set to read-only. Change the permissions to editable on the correct date.
- B. Create a custom editable Money field. In the formula to calculate the final salary, use the dateDiff() function to determine if the custom column can override the calculated value.
- C. Create a custom read-only Money field change read-only to No on the correct date.
- D. Create a custom editable Money field use custom validation to check that values are NOT entered until the correct date.
Answer: B
NEW QUESTION # 53
You configure the following salary rule in the compensation plan template:
How does the system behave?
- A. The rule prevents the planner from saving the merit increase.
* The planner must go back change their merit recommendation. - B. A pop-up message asks the planner if the exceeded amount should be assigned to Lump Sum.
* The planner can save the merit recommendation by selecting Cancel in the pop-up message. - C. A pop-up message asks the planner if the exceeded amount should be assigned to Lump Sum.
* The planner CANNOT save the merit increase by selecting Cancel in the pop-up message. - D. The rule alerts the planner that the range penetration threshold has been exceeded the merit field text turns red.
* The planner can save the merit recommendation.
Answer: B
NEW QUESTION # 54
As part of the approval process, your client wants to make sure that the planners have a full view of how their direct indirect reports have adhered to their allocated budgets before their worksheets can be approved.
How can you best show this information?
- A. Include the Detailed (Rollup) Report option in the worksheet configuration.
- B. Create an Ad Hoc report share it with all planners.
- C. Enable the Executive Review - Read permission for all planners.
- D. Create a Tile for inclusion on the planners' Dashboards.
Answer: A
Explanation:
To give planners a comprehensive view of how their direct and indirect reports are adhering to allocated budgets before final approval, SAP SuccessFactors Compensation provides the Detailed (Rollup) Report option, which aggregates budget data across multiple hierarchy levels.
* Option A: "Include the Detailed (Rollup) Report option in the worksheet configuration."
* The Detailed (Rollup) Report allows planners to view budget allocation and adherence information for both direct and indirect reports in one consolidated report. This report is accessible from the worksheet, providing planners with visibility into how each level of their reporting structure is adhering to the assigned budgets before final approval.
: SAP SuccessFactors Compensation Guide > Worksheet Configuration > Setting Up Rollup Reports for Budget Overview.
Explanation for Incorrect Options:
Option B (Ad Hoc report) provides custom reporting capabilities but does not integrate directly with the compensation worksheet, limiting its effectiveness within the approval process.
Option C (Executive Review Read permission) is designed for higher-level review rather than for direct planner access.
Option D (Dashboard Tile) would not provide the detailed budget adherence view directly within the worksheet.
NEW QUESTION # 55
Your client is using Salary Proration importing the Proration percentage rather than using Start End Dates. An employee is imported with a 50% proration. The merit guideline table for this employee would normally be 4-6%.
The planner enters a $1,000 merit increase, which is within the displayed guidelines. Which of the following scenarios is accurate?
- A. Guideline is displayed as 2-3%
* Total Increase is $1,000 - B. Guideline is displayed as 2-3%
* Total Increase is $500 - C. Guideline is displayed as 4-6%
* Total Increase is $500 - D. Guideline is displayed as 4-6%
* Total Increase is $1,000
Answer: B
NEW QUESTION # 56
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 from employees on the worksheet with Field-Based Permissions. - 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. 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. - D. 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.
Answer: B
NEW QUESTION # 57
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 there has been an update to a lookup table
- C. When a performance rating is updated
- D. When an administrator changes the layout of the compensation plan template to add a new column
- E. When there has been a change to an eligibility rule
Answer: B,C,E
NEW QUESTION # 58
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: No
* High/Low Action: Allow - B. In Display Settings use min-max
* Hard Limit: Yes
* High/Low Action: Allow - C. In Display Settings use min-max
* Hard Limit: No
* High/Low Action: Warn - D. In Display Settings use low-high
* Hard Limit: Yes
* High/Low Action: Allow
Answer: A
NEW QUESTION # 59
Your client would like a specific population of inactive employees to be included in the worksheet. Which combination of settings allows you to achieve this?
- A. Select "All employees are eligible" under Eligibility Settings, update eligibility rules to INCLUDE the desired inactive employees.
- B. Select "All employees are eligible" under Eligibility Settings, update eligibility rules to EXCLUDE the desired inactive employees.
- C. Select "Including Inactive Users" when defining the Method of Planner, select "All employees are eligible" under Eligibility Settings, update eligibility rules to INCLUDE the desired inactive employees.
- D. Select "Including Inactive Users when defining the Method of Planner, select "All employees are eligible" under Eligibility Settings, update eligibility rules to EXCLUDE the undesired inactive employees.
Answer: C
NEW QUESTION # 60
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 set all of the guideline values to 0.
- B. Use field-based permissions on the Lump Sum field a permission group of named individuals.
- C. Use mass actions through the Executive Review.
- D. Set the Lump Sum field to read-only to prevent planners from using it.
Answer: B
NEW QUESTION # 61
A customer's salary process has a Final Review step at the end of the route map during which the reward team reviews the recommendations that have been made to ensure budget spend meets limits. The merit guideline is based upon performance rating, compa-ratio, two custom fields, Country Job Family. The customer wishes that the merit increase is reset to the default when the Country changes for an employee, but NOT when the Job Family changes. How can this requirement be met?
- A. Ensure the default value for all merit guidelines is non-zero.
* Make sure the Country Job Family columns are both reloadable. - B. Set the Force Default On Custom Column Change option within guidelines to Yes.
* Make sure the Country column is reloadable Job Family is not. - C. Set the Force Default On Custom Column Change option within guidelines to Yes.
* Make sure the Country Job Family columns are both reloadable. - D. Set the Force Default On Rating Change option within guidelines to Yes.
* Make sure the Country column is reloadable Job Family is not.
Answer: B
NEW QUESTION # 62
Your customer has an Employee Central integrated template with an effective date of March 1, 2023. 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, 2023, with a start date of March 1, 2023. An employee gets promoted on March 5, 2023, which includes a pay grade change.
What is the effect on the value that is displayed when the planner opens the worksheet on March 6, 2023?
- A. The employee becomes ineligible.
- B. New forms need to be created because an error will be shown.
- C. The new pay grade is displayed.
- D. The pay grade remains the same as it was when the forms were created.
Answer: D
NEW QUESTION # 63
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 have an RSU grant get a statement, but those without an RSU grant do NOT get a statement.
- B. Employees who were hired after a certain date do NOT get a statement.
- C. Employees in one country get a statement at a different time from those in other countries.
- D. Employees who are on a performance improvement plan get a different statement from those who are not.
Answer: A,B
Explanation:
The Suppress Statement function in SAP SuccessFactors Compensation is used to selectively prevent statement generation for specific employee groups based on predefined criteria.
* Option A: "Employees who have an RSU grant get a statement, but those without an RSU grant do NOT get a statement."
* This scenario is a suitable use of the Suppress Statement function. Only employees who receive RSU (Restricted Stock Units) grants will have a statement generated, while those without RSUs will not. This selective suppression prevents irrelevant statements from being issued.
: SAP SuccessFactors Compensation Guide > Statement Management > Suppressing Statements Based on Eligibility Criteria.
Option B: "Employees who were hired after a certain date do NOT get a statement." Employees hired after a specific date, often set as a cutoff for eligibility in a compensation cycle, can be excluded from statement generation using the Suppress Statement function. This prevents issuing statements to employees who were not part of the compensation cycle or plan.
Reference: SAP SuccessFactors Compensation Guide > Statement Management > Using Suppress Statement Function for Hire Date Criteria.
Explanation for Incorrect Options:
Option C (Employees in one country get a statement at a different time) does not directly relate to suppression; it is better managed by scheduling or workflow controls.
Option D (Employees on a performance improvement plan receive a different statement) would be handled by creating a separate template rather than using the Suppress Statement function.
NEW QUESTION # 64
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