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SAP C-THR86-2411 Exam Syllabus Topics:
| Section | Weight | Objectives |
|---|---|---|
| Compensation Statements and Reporting | 15% | - Reporting and analytics
|
| Permissions and Security | 10% | - Role-based permissions
|
| Integration with Employee Central | 20% | - Data integration configuration
|
| Compensation Plan Configuration | 20% | - Plan settings and options
|
| Budget Management | 15% | - Budget setup and allocation
|
| Advanced Features and Workflows | 20% | - Spot awards and lump sums
|
SAP Certified Associate - Implementation Consultant - SAP SuccessFactors Compensation Sample Questions:
1. You set up a merit guideline rule based on the performance rating country. You configure guideline formulas as shown in the screenshot.
An employee in the US has a rating of 3. What will be their default merit increase?
A) 4%
B) 2%
C) 1%
D) 0%
2. 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) New forms need to be created because an error will be shown.
C) The employee becomes ineligible.
D) The pay grade remains the same as it was when the forms were created.
3. 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
4. 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 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.
C) 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.
D) 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.
5. Which of the following requires the use of custom validations? Note: There are 2 correct answers to this question.
A) A warning message when the budget 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) An error message when the maximum guideline is exceeded
Solutions:
| Question # 1 Answer: B | Question # 2 Answer: D | Question # 3 Answer: A,C | Question # 4 Answer: A | Question # 5 Answer: A,C |
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