Real SAP C_THR86_2505 Exam Dumps with Correct 80 Questions and Answers
Valid C_THR86_2505 Test Answers & SAP C_THR86_2505 Exam PDF
SAP C_THR86_2505 Exam Syllabus Topics:
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NEW QUESTION # 31
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.
* Publish the finSalary value back to the pay component group in EC have business rules split the sum into the components. - B. 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. - 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: A
NEW QUESTION # 32
Your EC-integrated template has an Effective Date of April 1 under Worksheet Settings. Your eligibility rule states that only grade 1 employees are eligible for compensation. On March 1 an employee is grade 1, but on April 15 they are promoted to grade 2. On April 16 you run Update all worksheets with the checkbox "Update worksheet to reflect any employee's eligibility changes" selected.
What happens on the worksheet for this employee?
- A. The employee remains on the worksheet but their planning fields reset to default values.
- B. The employee remains on the worksheet but becomes grayed out.
- C. The employee is removed from the worksheet.
- D. The employee remains eligible for planning with no changes.
Answer: D
NEW QUESTION # 33
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 # 34
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. New forms need to be created because an error will be shown.
- B. The new pay grade is displayed.
- C. The employee becomes ineligible.
- D. The pay grade remains the same as it was when the forms were created.
Answer: D
NEW QUESTION # 35
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 a Tile for inclusion on the planners' Dashboards.
- C. Enable the Executive Review - Read permission for all planners.
- D. Create an Ad Hoc report share it with all planners.
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 # 36
What checks can you make with the Check tool? Note: There are 2 correct answers to this question.
- A. Reportable fields correctly configured
- B. Accuracy of formula calculations
- C. Custom validations correctly configured
- D. Circular hierarchies for form creation
Answer: B,D
NEW QUESTION # 37
Your client uses a Salary Pay Matrix table for Pay Ranges. What are some Leading Practices Considerations around the maintenance use of these tables? Note: There are 2 correct answers to this question.
- A. Updates to salary ranges after forms are launched are dynamic; any changes in the table will impact completed forms.
- B. Salary range tables should always be provided in the client's Functional Currency.
- C. Do not update salary range tables that were referenced in forms that have been launched for a prior cycle.
- D. If the Template is integrated with Employee Central, Pay Range information MUST come from the EC Pay Range object.
Answer: A,C
NEW QUESTION # 38
Your customer has the requirement where both sales non-sales employees are included on a single compensation template. However, only sales employees are eligible for a lump sum award.
How can you configure a single standard compensation statement template to ensure that just sales employees have a Lump Sum item displayed on their letter?
- A. You can include the Lump Sum item in the statement template set a condition on its display so that it will only be shown if it is greater than 0.
- B. You can hide the Lump Sum column on the compensation worksheet using Field-Based Permissions. If the column is hidden on the worksheet, it won't appear on the statement.
- C. You cannot do this with a single statement template; a second template must be created to include this item statement groups used to assign the templates appropriately.
- D. You can include the Lump Sum item in the statement template put a disclaimer in the signature section alerting non-sales employees that that item pertains only to sales employees.
Answer: A
NEW QUESTION # 39
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. Run the Rollup report.
- C. Export from Executive Review.
- D. Run an Ad Hoc report.
Answer: C,D
NEW QUESTION # 40
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. OData
- B. RFC
- C. SOAP
- D. IDoc
Answer: A,C
Explanation:
SAP recommends using OData and SOAP APIs 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
* OData is 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
* SOAP is 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) and Option 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 on OData and SOAP API Usage.
NEW QUESTION # 41
Your client, who uses SAP SuccessFactors Employee Central, wants to make sure that only employees who have been with the company more than 2 years are eligible for a Lump Sum.
How do you build the eligibility rule to make this happen?
- A. Add help text to the Lump Sum field to notify planners only to use the field for eligible employees.
- B. Check if the Event Reason is New Hire the effective date is 2 years ago.
- C. Check the Hire Date field to see if the employee started at least 2 years ago.
- D. Use the effective date from Job Info to check if the employee has been in this position for more than 2 years.
Answer: C
NEW QUESTION # 42
Your EC-integrated 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. 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. - B. 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. - C. 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 publish the data for this country.
*Manually modify the effective date to be that of the next country publish the data for them. Repeat for all countries. - D. 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.
Answer: A
Explanation:
To meet the requirement of publishing different effective dates for each country in an SAP SuccessFactors Compensation worksheet:
* First, create a lookup table that specifies the effective date for each country.
* Then, set up a custom date column in the compensation template that retrieves the effective date from this lookup table based on the employee's country.
References: SAP SuccessFactors Compensation Integration with Employee Central Guide - Lookup Tables and Effective Date Configuration.
NEW QUESTION # 43
Your customer has part-time full-time employees. You notice that for part-time employees, their compa-ratio in EC is different than in Compensation. What do you configure in the system to have it calculate the correct compa-ratio take into account the FTE?
- A. Add values in the EC Pay Range object to align with each FTE.
- B. Set the XML attribute isActualSalaryImported to True in the compensation plan template ensure standard FTE field is used.
- C. Create a custom Amount column to store FTE rather than using the standard FTE column.
- D. Set the XML attribute isActualSalary Imported to False in the compensation plan template ensure standard FTE field is used.
Answer: D
NEW QUESTION # 44
Your customer has the requirement that employees with low performance ratings have a different text in their statement than those with high performance ratings.
How can you accomplish this?
- A. Create multiple statement templates use groups.
- B. Use two compensation worksheet templates.
- C. Use conditional text sections in the statement editor.
- D. Use the suppress statement function.
Answer: C
NEW QUESTION # 45
Which of the following Permissions is NOT recommended to be given to all HRBPs who are supporting a Salary Review Process?
- A. Compensation Management Permissions
- B. Executive Review Edit Permissions
- C. Executive Review Export Permissions
- D. Report Permissions
Answer: B
NEW QUESTION # 46
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. Compensation Information
- B. Recurring Pay Components
- C. Employee Details
- D. Custom MDF Objects
- E. Job Information
Answer: A,B,D
NEW QUESTION # 47
What is the recommended leading practice workflow for a compensation template?
- A. Process Setup → Manager Planning → Next Level Manager Review → Final Review → Complete
- B. Manager Planning → Next Level Manager Review → Compensation Admin Review → HR Manager Planning → Complete
- C. Manager Planning → Next Level Manager Review → HR Manager Planning → Complete
- D. Process Setup Manager Planning → Next Level Manager Review → Third Level Manager Review → Complete
Answer: A
NEW QUESTION # 48
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. 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.
- C. 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. - D. 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.
Answer: C
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 A and B involve 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 on Conditional Text Sections and Field-Based Permissions.
NEW QUESTION # 49
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 lookup function with the toNumber function.
- B. Change the column to be of the Amount type.
- C. Surround the curSalary with the toString function.
- D. Remove the extra parentheses.
Answer: A
NEW QUESTION # 50
Which of the following updates require worksheets to be relaunched? Note: There are 2 correct answers to this question.
- A. Update a formula in a custom column.
- B. Revise field-based permissions.
- C. Modify the route map.
- D. Update lookup table contents.
Answer: B,D
NEW QUESTION # 51
When should you configure a compensation template using the Second Manager hierarchy? Note: There are 2 correct answers to this question.
- A. Your customer wants someone other than the standard manager to make compensation recommendations.
- B. Your customer wants to include HR in their route map.
- C. Your customer has more than three manager approval levels in their route map.
- D. Your customer wants only directors above to do planning.
Answer: A,D
NEW QUESTION # 52
What triggers can be used to force a planner to add comments without using custom validations? Note: There are 2 correct answers to this question.
- A. When an employee's final salary is below range penetration minimum.
- B. Any time an employee is given a raise, stock, or options.
- C. When an employee's raise exceeds the range penetration maximum.
- D. An employee is NOT given a raise, stock, or options at all.
Answer: B,D
Explanation:
In SAP SuccessFactors Compensation, comments can be required to provide context or justification for certain compensation decisions, without the need for custom validations.
* Force Comments Based on Actions Taken or Not Taken
* Option A: When an employee is awarded a raise, stock, or options, SuccessFactors can be configured to prompt a mandatory comment. This is managed through standard settings without custom validation.
* Option C: Conversely, if an employee does not receive a raise, stock, or options, a forced comment rule can ensure planners justify this decision.
* Why Other Options Are Incorrect
* Options B and D are not standard triggers for forced comments in SAP SuccessFactors Compensation. These types of validations would typically require custom validation logic.
* Reference Documentation
* SAP SuccessFactors Compensation Guide on Standard Comment Rules and Force Comment Settings.
NEW QUESTION # 53
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