SAP C_THR86_2411 VALID DUMPS - PDF C_THR86_2411 FREE

SAP C_THR86_2411 Valid Dumps - Pdf C_THR86_2411 Free

SAP C_THR86_2411 Valid Dumps - Pdf C_THR86_2411 Free

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SAP Certified Associate - Implementation Consultant - SAP SuccessFactors Compensation Sample Questions (Q76-Q81):

NEW QUESTION # 76
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 make it reportable.
  • B. Create an editable string field with enumerated values.
  • C. Create a read-only string field make it reloadable.
  • D. Create a read-only string field make it reportable.

Answer: B


NEW QUESTION # 77
Which statements accurately describe Rollup Reports?
Note: There are 3 correct answers to this question.

  • A. The Rollup Report is based on the current hierarchy not that at form creation.
  • B. The Standard, Compensation, Rollup Hierarchies are all supported.
  • C. Enabling the Rollup Report for End-Users requires a specific tag in the XML.
  • D. The Rollup Report provides a summary of compensation entries budget information.
  • E. Custom Columns with the "Show Totals" attribute selected are shown.

Answer: A,C,D


NEW QUESTION # 78
Which of the following Permissions is NOT recommended to be given to all HRBPs who are supporting a Salary Review Process?

  • A. Report Permissions
  • B. Executive Review Edit Permissions
  • C. Executive Review Export Permissions
  • D. Compensation Management Permissions

Answer: B


NEW QUESTION # 79
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 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.
  • 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 have business rules split the sum into the components.
  • C. 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.
  • D. 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.

Answer: B

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 # 80
You configured merit guidelines as shown in the screenshot.
If an employee has a range penetration of 24% what would be the low to high guideline that would appear in the merit guideline column in the compensation worksheet?

  • A. 2%-4%
  • B. 3%-5%
  • C. 0%-0%
  • D. 1%-2%

Answer: A


NEW QUESTION # 81
......

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