2024 Realistic Verified Free SAP C_THR86_2405 Exam Questions
C_THR86_2405 Real Exam Questions and Answers FREE
SAP C_THR86_2405 Exam Syllabus Topics:
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NEW QUESTION # 18
When would you run the Update All Worksheets function?Note There are 3 correct answers to this question.
- A. When there has been a change to an eligibility rule
- 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 an administrator makes a change to Field Based Permissions
Answer: A,B,C
NEW QUESTION # 19
Your customer has employees in five different countries In those countries, a total of three different languages are used English. German and French. The end-of-cycle compensation statement needs to be in each of those three languages.How can you accomplish this using the standard compensation statement template?
- A. You need to use a custom statement.Use statement groups based on the employee country to appropriately assign the template.
- B. Create one version of the statement that has all three languages sequentially.Assign this template to all employees.
- C. Create one version of the statement Clone the statement and translate the text into the two other languages.Use statement groups based on the employee country to appropriately assign the template.
- D. Create one version of the statement Clone the statement and translate the text into the two other languages.Use statement groups based on the employee preferred language to appropriately assign the template.
Answer: C
NEW QUESTION # 20
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. toNumbGr(lookupC20l8_BudgetPoor.customCountry.cu$tomStatu$.1))'curSalary
- B. toNumberflookup('2018_BudgetPoor. customCountry customStatus2))'curSalary
- C. Adjustment))*curSalary
- D. toNumber(lookup('20l8_BudgetPool'.customCountry.cuslomStatus.adjuslment))'curSalary
- E. toNumber(lookupf2018_BudgetPoor customCountrycustomStatus
Answer: A
NEW QUESTION # 21
For which customer requirement do you need to develop a custom statement?
- A. Mix of data from compensation and variable pay
- B. Pie graph showing compensation element attribution
- C. Different statements per employee group
- D. Field visibility is conditional on amount
Answer: B
NEW QUESTION # 22
A customer is using the Standard Manager hierarchy and would like the following approval process:/
1.Planning Manager/
2.Next Level Manager/
3.Reward Team member who launched the forms. How will you set this up in the Route Map?
- A. Manager - Manager s Manager - User
- B. Manager - Manager s Manager - Originator
- C. Employee - Manager - Originator
- D. Employee - Manager - User
Answer: C
NEW QUESTION # 23
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 and make it reportable
- B. Create an editable string field with enumerated values
- C. Create a read-only string field and make it reloadable
- D. Create a read-only string field and make it reportable
Answer: B
NEW QUESTION # 24
Your EC-integrated client has set up the Pay Range object to use Pay Grade Legal Entity, and Geo Zone as inputs.Keeping the order of the Attributes in mind which columns do you need to assign as Attributes in the Salary Pay Matrix section of the Plan Setup page?
- A. Pay Grade Legal Entity Geo Zone
- B. Legal Entity Geo Zone
- C. Geo Zone.Legal Entity
- D. Pay Grade Geo Zone. Legal Entity
Answer: C
NEW QUESTION # 25
Your customer has two pay components, with IDs SALARY_US and SALARY_UK. that are used for employees' base salary in their respective countries They want to plan for all employees on a single worksheet using the employees' periodic salary NOT the annual value.What is the best way to accomplish this?
- A. Create two different templates and use eligibility rules to ensure employees appear on the correct one
- B. Create two custom columns and map each to the pay components Use a third custom column to display whichever is non zero
- C. Create a pay component group that includes both pay components and use that for the planning
- D. Ensure the Used for Comp Planning flag of the pay components is set to Comp and do NOT map to a specific pay component ID in the worksheet
Answer: D
NEW QUESTION # 26
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 new pay grade is displayed
- B. The pay grade remains the same as it was when the forms were created
- C. New forms need to be created because an error will be shown
- D. The employee becomes ineligible
Answer: B
NEW QUESTION # 27
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 salary proration and set the review start date equal to the employees last hire date
- B. Use raise proration and import the employee s last hire date in the RA1SE_PRORATING_START_DATE column
- C. Use raise proration and import a proration factor in the RAISE_PRORATING column
- D. Use salary proration and import the employee s last hire date in the SALARY_PRORATING_START_DATE column.
Answer: A
NEW QUESTION # 28
When should you configure a compensation template using the Second Manager hierarchy?.Note There are 2 correct answers to this question.
- A. Your customer has more than three manager approval levels in their route map
- B. Your customer wants only directors and above to do planning
- C. Your customer wants to include HR in their route map
- D. Your customer wants someone other than the standard manager to make compensation recommendations
Answer: B,D
NEW QUESTION # 29
What happens when a mass change violates the guideline hard stops?
- A. Employees are brought to max of range
- B. Employees' recommendations will be skipped
- C. Guideline hard stops will be skipped
- D. Guideline will adjust on a pro rata basis
Answer: A
NEW QUESTION # 30
Your client has asked you to display both the number and 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 and text
- B. Create a new custom field with a formula under Column Designer
- C. Update the Rating Label Format to Number-Text under Display Settings
- D. Change the labels in the rating scale to include both the number and text
Answer: C
NEW QUESTION # 31
Your customer uses SAP SuccessFactors Employee Central and 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 and 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.*Extract the new TC with a report and manually create import files to update EC.
- B. Map SALARY to the standard Current Salary field and TC to meritTarget*Use merit to update the TC and 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*Publish the finSalary value back to the pay component group in EC and 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 fin Salary field and some custom columns to calculate the components and publish those back to EC
Answer: C
NEW QUESTION # 32
Your client wishes to limit new employee salaries so that no employee can exceed 125% compa-ratio. They do not award lump sums. How can you configure the worksheet to meet this requirement?Note. There are 2 correct answers to this question.
- A. Create a standard validation of type 'disallow and action 'exceed with the Threshold at 125.
- B. Create a custom validation of type Error to ensure that the column compaRatio is less than 125
- C. Create a custom validation of type Error to ensure that the column curRatio is less than 125
- D. Create a standard vaBdation of type 'splitOrDisallov/' and action 'exceed' with the Threshold at 125
Answer: A,B
NEW QUESTION # 33
Your EC-intagrated client has employees in several countries While all the countries are planned on the same worksheet at the same time there are slight differences in the Effective Dates of the new salaries when they are published back to EC.How can this requirement be met through configuration?
- A. On the Employee Central Settings screen in Compensation Home set the Effective Date to be that of the largest country.*Use the Publish Selected Employees in Employee Central to publ<sh the data for this country*Manually modify the effective date to be that of the next country and publish the data for them Repeat for all countries
- B. Create a lookup table that contains the different dates that uses country as an input*Map the lookup table name to the start-date' of the pay component in the XML
- C. Create a lookup table that contains the different dates that uses country as an input.*Create a custom date column that reads from the lookup table based on employee country*Map the column ID of the custom date column to the 'start-date' of the pay component in the XML
- D. Enter the effective date for the largest country in the Employee Central Settings screen*Publish the results of the planning for all countries*Manually modify the effective dates of the resulting EC data for the smaller countries
Answer: C
NEW QUESTION # 34
You ate implementing compensation in an EC-inlegrated environment and you are NOT using the promotion functionality.To where can you publish data?Note. There are 3 correct answers to this question.
- A. Custom MDF Objects
- B. Compensation Information
- C. Employee Detais
- D. Recurring Pay Components
- E. Job Information
Answer: A,B,D
NEW QUESTION # 35
A customer's performance 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, and two custom fields. Country and Job Family The customer wishes that the merit increase is reset to the default when theCountry changes for an employee, but NOT when the Job Family changes.How can this requirement be met?
- A. Set the Force Default On Custom Column Change option within guidelines to Yes*Make sure the Country and Job Famity 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 and Job Family is not
- C. Set the Force Default On Rating Change option within guidelines to Yes*Make sure the Country column is reloadable and Job Family is not.
- D. Ensure the default value for all merit guidelines is non zero*Make sure the Country and Job Famity columns are both reloadable
Answer: B
NEW QUESTION # 36
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. Create a Tile report and add it to a dashboard for view on the planner s homepage
- B. Create an Ad Hoc report and share it with all planners
- C. Create a Tile report and add it to a dashboard for view in the Salary worksheet's Insights icon
- D. Add the standard YouCalc widget to the worksheet template and have planners access it whie they do their planning
- E. Grant all planners access to the Executive Review and use the standard YouCalc widget
Answer: C,D,E
NEW QUESTION # 37
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