[2025] Use Valid C_THR86_2405 Exam - Actual Exam Question & Answer
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SAP C_THR86_2405 Exam Syllabus Topics:
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NEW QUESTION # 17
Your customer has two pay components, with IDS SALARY_US 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 use eligibility rules to ensure employees appear on the correct one.
- B. Create a pay component group that includes both pay components use that for the planning.
- C. Ensure the Used for Comp Planning flag of the pay components is set to Comp do NOT map to a specific pay component ID in the worksheet.
- D. Create two custom columns map each to the pay components. Use a third custom column to display whichever is non-zero.
Answer: C
NEW QUESTION # 18
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. Geo Zone.Legal Entity
- B. Pay Grade Geo Zone. Legal Entity
- C. Legal Entity Geo Zone
- D. Pay Grade Legal Entity Geo Zone
Answer: A
NEW QUESTION # 19
Which of the following permissions are required to be able to use Executive Review offline edit to download, modify, upload bulk changes? Note: There are 3 correct answers to this question.
- A. The user needs the Executive Review - Mass Action permission.
- B. The user needs the Executive Review - Import permission.
- C. The user needs the Executive Review - Edit permission.
- D. The user needs the Executive Review - Export permission.
- E. The user needs the Ad Hoc Reports for the Compensation Planning domain permission.
Answer: B,C,D
Explanation:
To use theExecutive Review Offline Editfeature in SAP SuccessFactors Compensation, certain permissions are required for downloading data, making bulk changes offline, and re-uploading those changes.
* Executive Review - Export Permission
* Option A: This permission allows users to export the compensation data from the Executive Review page to a downloadable format (such as Excel). This is essential for performing offline edits.
* Executive Review - Import Permission
* Option B: This permission enables users to import or re-upload the edited data back into the system after making bulk changes offline. It's critical to ensure these changes are successfully integrated into the worksheet.
* Executive Review - Edit Permission
* Option D: This permission allows users to edit entries within the Executive Review interface. It is necessary for making adjustments to compensation data.
* Why Other Options Are Incorrect
* Option C (Executive Review - Mass Action permission) is unrelated to offline editing; it pertains to actions like applying mass updates within the online Executive Review.
* Option E (Ad Hoc Reports for the Compensation Planning domain) is for reporting rather than permissions directly related to offline editing capabilities.
* Reference Documentation
* SAP SuccessFactors Compensation Guide onExecutive Review PermissionsandOffline Edit Requirement
NEW QUESTION # 20
What is the recommended leading practice workflow for a compensation template?
- A. Process Setup # Manager Planning # Next Level Manager Review # Final Review # Complete
- B. Process Setup Manager Planning # Next Level Manager Review # Third Level Manager Review # Complete
- C. Manager Planning # Next Level Manager Review # Compensation Admin Review # HR Manager Planning # Complete
- D. Manager Planning # Next Level Manager Review # HR Manager Planning # Complete
Answer: A
Explanation:
The recommended workflow for compensation templates ensures structured review and approval, following best practices to ensure accuracy and compliance in compensation decisions.
* Recommended Workflow Stages
* Process Setup: The Compensation Admin configures the process.
* Manager Planning: Line managers make initial compensation recommendations.
* Next Level Manager Review: Next-level managers review and adjust recommendations as necessary.
* Final Review: HR or Compensation Admin conducts a final review to ensure compliance and data accuracy.
* Complete: The process is finalized and completed.
* Why Other Options Are Incorrect
* Options B, C, and D omit theFinal Reviewor include additional manager levels not typically required, making them less aligned with the standard leading practice.
* Reference Documentation
* SAP SuccessFactors Compensation Guide onCompensation Cycle WorkflowandTemplate Setup.
NEW QUESTION # 21
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. Under the permissions of the current statements), change the setting to Generated statements are not viewable
- B. Use Role-Based Permissions to control access to only display previous years' statements
- C. Remove access to Employee Profile during compensation planning
- D. Disable access to all statements, including the prior years statements
Answer: A
NEW QUESTION # 22
Which of the following tasks require that worksheets are moved to Complete before they can be performed?
Note: There are 2 correct answers to this question.
- A. Compensation Plan Activity Audit
- B. Generating Compensation Statements
- C. Exporting data from Executive Review
- D. Publishing Compensation Results in Employee Central
Answer: B,D
Explanation:
In SAP SuccessFactors Compensation, certain actions require that worksheets are marked as "Complete" to finalize and lock in all data. This requirement ensures data integrity and consistency across various processes in the compensation cycle.
* Option A: "Generating Compensation Statements"
* Before generating compensation statements, it is necessary to complete the worksheets. Once a worksheet is marked as "Complete," it locks the data, allowing for consistent and finalized data to be used in the compensation statements.
NEW QUESTION # 23
For which customer requirement do you need to develop a custom statement?
- A. Pie graph showing compensation element attribution
- B. Field visibility is conditional on amount
- C. Mix of data from compensation and variable pay
- D. Different statements per employee group
Answer: A
NEW QUESTION # 24
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 custom columns and map each to the pay components Use a third custom column to display whichever is non zero
- B. Create a pay component group that includes both pay components and use that for the planning
- C. Create two different templates and use eligibility rules to ensure employees appear on the correct one
- 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 # 25
A customer would like percentage fields to only show decimal places if they are available. For example 40
00% should display as 40%,but if the percentage calculation is 40.54%. they want to display the decimal places.What number format should you use?
- A. defPercentFormat #
- B. defPercentFormat #
- C. defPercentFormat #00
- D. defAmountFormat # ##0
Answer: C
NEW QUESTION # 26
Which of the following functions in Admin Center can you use to delete compensation worksheets for active planners?
Note There are 2 correct answers to this question
- A. Delete form
- B. Update compensation worksheet
- C. Manage worksheets
- D. Delete employees
Answer: A,C
NEW QUESTION # 27
Your client wants to pre-populate merit recommendations with the ideal values upon worksheet launch to start with a fully spent budget This means that if a planner wishes to increase an employee's raise, they need to decrease another s to stay within budget. How can you achieve this?Note There are 2 correct answers to this question.
- A. Use a custom column with a formula to display the ideal values and guidelines with a default of 0 Budgets use the DirectAmount mode
- B. Use a custom validation to display a warning to remind the planner to decrease an employee's merit if they increase another employee s merit. Budgets use the PercentOfCurSal mode.
- C. Use guidelines to populate the default values and budget with mode Guideline.
- D. Use guidelines to populate the default values and budget with mode PercentOfCustomField. where the custom field uses a lookup table.
Answer: C,D
NEW QUESTION # 28
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 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. - B. 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. - 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 from employees on the worksheet with Field-Based Permissions. - 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: A
Explanation:
To meet the requirement of displaying a paragraph only for employees on a Performance Improvement Plan (PIP) without showing the rating, the use of conditional text combined with field-based permissions is the best approach.
* Conditional Text Section and Field-Based Permissions
* Option D: A conditional text section allows you to set conditions (such as rating equals 1 or 2) to display specific content only for certain employees. Using field-based permissions to hide the rating ensures it is not displayed on the worksheet or statement.
* Why Other Options Are Incorrect
* Options AandBinvolve including the rating in the statement, which the client does not want.
* Option C(adding a paragraph for all employees with a note) does not selectively display the content based on PIP status.
* Reference Documentation
* SAP SuccessFactors Compensation Guide onConditional Text Sections and Field-Based Permissions.
NEW QUESTION # 29
Which of the following requires the use of custom validations? Note: There are 2 correct answers to this question.
- A. An error message when the maximum guideline is exceeded
- B. A warning message when the budget is exceeded
- C. An error message when adjustments are entered in two different fields
- D. An error message when planners enter a promotion without changing pay grade
Answer: B,D
NEW QUESTION # 30
Your customer has a compensation plan template with the functional currency USD. The manager's own currency is EUR. The manager's compensation worksheet contains employees who are paid in thefollowing currencies: EUR, USD, CHF, GBP. Which view must you enable to make sure the manager can display the salary of all of their employees in GBP?
- A. The includeAnyCurrency view
- B. The includeLocalCurrency view
- C. The includePlannerCurrency view
- D. The includeFunctionalCurrency view
Answer: B
NEW QUESTION # 31
At the start of the calendar year, all employees are assigned a Performance form. At the end of the year, Salary forms are launched the performance ratings for most employees are displayed correctly, but all new hires are displayed as "N/A". Administrators realize that any employee that joined during the year is missing a Performance form, so they launch a PM form for each new hire.
All new hires are assigned a rating of "Good".
How will these ratings appear on the Salary worksheet?
- A. N/A
- B. Unrated
- C. Good
- D. Too new to rate
Answer: B
NEW QUESTION # 32
You create a test user data tile <UDF) for use with a compensation template. The template uses the Second Manager hierarchy. The CEO is head of both hierarchies In the user record of the CEO what values would you use for the MANAGER and SECOND_MANAGER columns?
- A. MANAGER blank
- B. SECOND.MANAGER blank
- C. MANAGER NO.MANAGER SECOND.MANAGER blank
- D. MANAGER NO.MANAGER SECOND.MANAGER NO MANAGER MANAGER blank
- E. SECOND.MANAGER NO.MANAGER
Answer: C
NEW QUESTION # 33
You have configured a worksheet for a client that uses the following formula in a custom column of type Money: (curSalary lookup("budget_table",customCountry,1))/100.
The lookup table "budget_table" is configured with one input one output. There are three rows in the table:
*USA = 5
*GBR = 3
**=2
When the worksheet loads, the column displays correctly, but when a merit value is changed, it switches to N
/A for the employee. What could be done to fix this behavior?
- A. Surround the curSalary with the toString function.
- B. Remove the extra parentheses.
- C. Change the column to be of the Amount type.
- D. Surround the lookup function with the toNumber function.
Answer: D
Explanation:
In SAP SuccessFactors Compensation, when using formulas with lookup tables, data type consistency is essential for calculations to function correctly. Here's how the issue can be addressed:
* Option B: "Surround the lookup function with the toNumber function."
* In this formula,(curSalary lookup("budget_table", customCountry, 1)) / 100, thelookupfunction is retrieving a value from the table, but the output may not automatically be interpreted as a number. By usingtoNumber(lookup("budget_table", customCountry, 1)), the retrieved value is converted to a numeric type, preventing the formula from displayingN/Awhen recalculations occur.
NEW QUESTION # 34
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(lookup('20l8_BudgetPool'.customCountry.cuslomStatus.adjuslment))'curSalary
- C. toNumber(lookupf2018_BudgetPoor customCountrycustomStatus
- D. toNumbGr(lookupC20l8_BudgetPoor.customCountry.cu$tomStatu$.1))'curSalary
- E. toNumberflookup('2018_BudgetPoor. customCountry customStatus2))'curSalary
Answer: D
NEW QUESTION # 35
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. Edit the XML add a comp-force-comment-config tag with the mode attribute set to "guideline."
- 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. Use custom validations with the formula 'if(merit>0,"FALSE","TRUE")".
Answer: B
Explanation:
When planners need to provide a reason for not awarding a merit increase, this can be enforced through standard validation rules.
* Setting a Force Comment Rule with "No-Raise" Mode
* In SuccessFactors Compensation, under theDefine Standard Validation Rulessection, you can set aForce Comment Rulewith the mode set to "no-raise." This triggers a required comment whenever a planner decides not to give a merit increase.
* This is a straightforward way to enforce explanations for no-raise situations, leveraging standard settings.
* Why Other Options Are Incorrect
* Option B is incorrect because custom validation formulas are not necessary for this type of forced comment.
* Option C (comp-force-comment-config tag with mode "guideline") is unrelated to no-raise situations.
* Option D (setting mode to "raise") is incorrect as this would trigger comments for raises, not for when no raise is given.
* Reference Documentation
* SAP SuccessFactors Compensation Guide onForce Comment Rules.
NEW QUESTION # 36
Your customer would Ike 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 posstole during the last week of the planning cycle.How can you achieve this?
- A. Create a custom read-only Money field and change read-only to No on the correct date.
- B. Create a custom editable Money field with field-based permissions set to read-only Change the permissions to editable on the correct date
- C. Create a custom editable Money field In the formula to calculate the final salary, use the dateDIffO function to determine if the custom column can override the calculated value
- D. Create a custom editable Money field and use custom validation to check that values are not entered until the correct date
Answer: B
NEW QUESTION # 37
You are implementing compensation in an EC-integrated environment you are NOT using the promotion functionality.
To where can you publish data?
Note: There are 3 correct answers to this question.
- A. Job Information
- B. Employee Details
- C. Recurring Pay Components
- D. Compensation Information
- E. Custom MDF Objects
Answer: C,D,E
NEW QUESTION # 38
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. SOAP
- B. RFC
- C. IDoc
- D. OData
Answer: A,D
Explanation:
SAP recommends usingODataandSOAPAPIs to achieve clean core integrations with SAP SuccessFactors.
These API types are designed to work within the SAP ecosystem and support integration scenarios without impacting the core system structure.
* OData API
* ODatais a REST-based API standard and is SAP's preferred choice for modern, scalable, and lightweight integrations, especially within SuccessFactors. It is ideal for clean core integrations that interact with business data.
* SOAP API
* SOAPis a widely used API protocol in SAP integrations and is highly structured, making it suitable for clean and stable integrations. Many SuccessFactors services support SOAP, especially for HR and payroll-related integrations.
* Why Other Options Are Incorrect
* Option B (IDoc)andOption C (RFC)are older SAP interface protocols typically used for SAP ECC or SAP S/4HANA on-premise integrations, but they are not generally recommended for SuccessFactors clean core cloud integrations.
* Reference Documentation
* SAP SuccessFactors Integration Guide onOData and SOAP API Usage.
NEW QUESTION # 39
A customer would like percentage fields to only show decimal places if they are available. For example,
40.00% should display as 40%, but if the
Percentage calculation is 40.54%, they want to display the decimal places. What number format should you use?
- A. defPercentFormat ####.####
- B. defPercentFormat #,##0.00
- C. defAmountFormat #,##0##
- D. defPercentFormat ###0##
Answer: D
Explanation:
ThedefPercentFormat ###0##configuration in SAP SuccessFactors Compensation allows percentages to display decimal points only when necessary.
* Format Explanation
* Format ###0##: This format displays whole numbers without decimal places if the value is an integer (e.g., 40% instead of 40.00%). If there are decimal values present (e.g., 40.54%), it will display them, as it does not limit the number of decimal places but adapts based on the value.
* Why Other Options Are Incorrect
* Option A (#,##0.00) forces two decimal places in all cases.
* Option B (####.####) allows multiple decimal places but would display extra zeros for whole numbers.
* Option C (defAmountFormat #,##0##) is used for amounts, not percentages.
* Reference Documentation
* SAP SuccessFactors Compensation Guide onPercentage and Number FormattingandField Display Options.
NEW QUESTION # 40
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