[Oct-2024] Check your preparation for SAP C_THR86_2405 On-Demand Exam

Practice Exam C_THR86_2405 Realistic Dumps Verified Questions

NEW QUESTION # 20
As part of the approval process your client wants to make sure that the planners have a full view of how their direct and indirect reports have adhered to their allocated budgets before their worksheets can be approved.How can you best show this information?

• A. Create an Ad Hoc report and share it with all planners
• B. Enable the Executive Review - Read permission for all planners
• C. Create a Tile for inclusion on the planners Dashboards
• D. Include the Detailed (Rollup! Report option in the worksheet configuration

Answer: D

NEW QUESTION # 21
You configure the following salary rule in the compensation plan template,see Image.

How does the system behave?

• A. 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
• 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. The rule prevents the planner from saving the merit increase*The planner must go back and change their merit recommendation.
• D. The rule alerts the planner that the range penetration threshold has been exceeded and the merit field text turns red*The planner can save the merit recommendation.

Answer: B

NEW QUESTION # 22
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. Run the Rollup report
• B. Export from Executive Review
• C. Export from the employee history file
• D. Run an Ad Hoc report

Answer: B,D

NEW QUESTION # 23
What types of custom fields can you use as formula criteria within the guidelines.Note There are 2 correct answers to this question.

• A. Money fields based on a custom formula calculation
• B. Date fields uploaded from the User Data File
• C. Percent fields input on the worksheet
• D. String fields based on a custom formula calculation

Answer: B,C

NEW QUESTION # 24
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 and 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 'raise '
• C. Under Define Standard Validation Rules add a Force Comment Rule with the mode set to 'no-raise '
• D. Q Use custom validations with the formula if(merit>0.'FALSE .'TRUE

Answer: C

NEW QUESTION # 25
Which report can aggregate compensation details from multiple plans?Note There are 2 correct answers to this question

• A. Online Report Designer
• B. Executive Review
• C. Ad Hoc report
• D. Aggregate export

Answer: B,D

NEW QUESTION # 26
You use date-based proration and you do NOT include a proration end date in your template. What dates does the system use to calculate the proration percent?

• A. The end date of the compensation worksheet
• B. The end date of the customer's fiscal year
• C. December 31 of the current year
• D. The proration end date configured in the compensation template

Answer: B

NEW QUESTION # 27
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 column is reloadable and Job Family is not
• B. Set the Force Default On Custom Column Change option within guidelines to Yes*Make sure the Country and Job Famity columns are both reloadable
• C. Ensure the default value for all merit guidelines is non zero*Make sure the Country and Job Famity columns are both reloadable
• D. Set the Force Default On Rating Change option within guidelines to Yes*Make sure the Country column is reloadable and Job Family is not.

Answer: A

NEW QUESTION # 28
For which customer requirement do you need to develop a custom statement?

• A. Different statements per employee group
• B. Field visibility is conditional on amount
• C. Pie graph showing compensation element attribution
• D. Mix of data from compensation and variable pay

Answer: C

NEW QUESTION # 29
Your customer has implemented SAP SuccessFactors Employee Central (EC) and now wishes to implement a single global compensation template However, only part of the organization is in Employee Central, some countries are still using SAP ERP. but there are plans to move to SAP SuccessFactors Employee Central over the next two years The customer wants to use the Compensation module to plan for all employees regardless of where their employee data sits.What is the recommended approach to this scenario?

• A. Create a single non-integrated template export the EC employees and import them via UDF
• B. Create a single EC-integrated template and use the Hybrid Template option.
• C. Create two templates - one with EC integration and one without
• D. Suggest a phased approach where the non-EC employees become part of the process later as they migrate

Answer: B

NEW QUESTION # 30
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. An error message when adjustments are entered in two different fields
• C. An error message when planners enter a promotion without changing pay grade
• D. A warning message when the budget is exceeded

Answer: B,C

NEW QUESTION # 31
What are the valid hierarchy types available when selecting the Method of Planner in Compensation?Note There are 3 correct answers to this question.

• A. Standard Suite hierarchy (including Inactives)
• B. Compensation hierarchy (Second Manager)
• C. Rollup hierarchy (including Inactives)
• D. Standard Suite hierarchy
• E. HR Manager hierarchy

Answer: B,C,D

NEW QUESTION # 32
What happens to compensation forms when the currency conversion table is updated during the planning period?

• A. Change is dynamic to in-progress forms
• B. In-progress forms are only affected when Update All Worksheets is run
• C. Only completed forms ate affected
• D. In-progress forms are NOT affected

Answer: A

NEW QUESTION # 33
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 # 34
Your client has a salary template with a performance form attached The Completed Only option is set to No for this template. For this client the Performance forms are assigned in January to all employees for a goal setting process and then remain open for the entire year before getting their final rating in December The Salary forms are launched at the end of December and are open until the following end of January After the salary forms are launched, the Reward team realized that some employees who joined after January 1 do not have performance forms and launches them One of these new hires is rated Good in the performance form.
How will this rating appear on the Salary worksheet?

• A. N/A
• B. Unrated
• C. Too new to rate
• D. Good

Answer: B

NEW QUESTION # 35
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. O 2%-4%
• B. 0%-0%
• C. 3%-5%
• D. O 1%-2%

Answer: B

NEW QUESTION # 36
Your client requests that no employee be eligible for a merit increase greater than 10%.Which configuration steps must you perform?

• A. Enable a hard limit stop for the merit guideline in Admin Center*Set the maximum value to 0 10 for all guideline formulas
• B. Create a guideline rule with the High/Low Action option set to Allow in Admin Center.*Define each guideline formula with a default value of 10
• C. Enable a hard limit stop for the merit guideline in Admin Center.*Set the maximum value to 10 for all guideline formulas
• D. Set the guideline pattern to be low-high*Set the high value for all guidelines to be 10.

Answer: C

NEW QUESTION # 37
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. Employee - Manager - User
• B. Manager - Manager s Manager - Originator
• C. Employee - Manager - Originator
• D. Manager - Manager s Manager - User

Answer: C

NEW QUESTION # 38
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 and use custom validation to check that values are not entered until the correct date.
• C. Create a custom editable Money field with field-based permissions set to read-only Change the permissions to editable on the correct date.
• D. 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.

Answer: D

NEW QUESTION # 39
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. Adjustment))*curSalary
• C. toNumber(lookup('20l8_BudgetPool'.customCountry.cuslomStatus.adjuslment))'curSalary
• D. toNumberflookup('2018_BudgetPoor. customCountry customStatus2))'curSalary
• E. toNumber(lookupf2018_BudgetPoor customCountrycustomStatus

Answer: A

NEW QUESTION # 40
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.*Use the fin Salary field and some custom columns to calculate the components and publish those back to 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.*Extract the new TC with a report and manually create import files to update EC.

Answer: C

NEW QUESTION # 41
Which compensation permissions are typically enabled in role-based permissions for Human Resources Business Partners?Note There are 2 correct answers to this question.

• A. Executive Review Export
• B. Compensation Management
• C. Manage Compensation Forms
• D. Generate Statements

Answer: A,B

NEW QUESTION # 42
In an EC-integrated compensation worksheet what are some ol the reasons you might include a lookup table in your configuration.Note There are 3 correct answers to this question.

• A. Holding previous year's salary by Employee ID
• B. Converting money values from functional to local currency
• C. Converting a code into its text equivalent for display
• D. Providing budget percentage by country
• E. Determining appropriate car allowance by grade

Answer: A,D,E

NEW QUESTION # 43
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