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SAP C-THR86-2205 Exam Description:
The "SAP Certified Application Associate - SAP SuccessFactors Compensation 1H/2022" certification exam verifies that the candidate possesses the basic knowledge in the area of the SAP SuccessFactors Compensation application. This certificate proves that the candidate has a basic and overall understanding within this consultant profile of the industry solution, and can implement this knowledge practically in projects under guidance of an experienced consultant. It is recommended as an entry-level qualification to allow consultants to get acquainted with the fundamentals of SAP SuccessFactors Compensation.
C-THR86-2205 Exam Certification Details:
| Sample Questions: | SAP C-THR86-2205 Exam Sample Question |
| Cut Score: | 55% |
| Level: | Associate |
| Languages: | English |
SAP C-THR86-2205 Exam Syllabus Topics:
| Topic | Details |
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| Topic 1 |
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| Topic 2 |
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| Topic 3 |
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NEW QUESTION 11
Which information is included in the rollup report? Note: There are 2 correct answers to this question
- A. The detail of planning decisions for each employee in the hierarchy
- B. The sum of budget and total spend for each division, department, or location
- C. The average bonus payout amount
- D. The sum of budget and total spend for each planner in the hierarchy
Answer: B,D
NEW QUESTION 12
You want to extract all compensation data from Success factors and import it into your own Human Resources Information System (HRIS). Which report c run to capture the compensation data from your current
- A. employee history export
- B. adhoc report
- C. executive review report
- D. budget rollup report
Answer: A,B
NEW QUESTION 13
You are implementing an EC-integrated template. Which compensation fields are commonly mapped to a pay component or pay component group. There are 3 correct answers to this question
- A. Pay Grade
- B. Current Salary
- C. FTE
- D. Units Per Year
- E. Local currency Code
Answer: A,B,D
NEW QUESTION 14
In Admin Center, you load a pay matrix table as shown in the attached screenshot. You map attribute 1 to business unit and attribute 2 to department On the compensation worksheet, an employee is in the Operations department, the ABC business unit, and pay grade 3. The employee's current range penetration is calculated as exactly 100%. What is this employee's current annual salary? #PayGrade MinPay MidPay MaxPay I Promotable Attribute\ AtiribOteZ ribute
- A. 0
- B. 1
- C. 2
- D. 3
Answer: D
NEW QUESTION 15
A customer is using the following number format:
Mode: Round down
Multiple: 10 How will a value of 96.5 be displayed
- A. 90-00
- B. 900.00
- C. 100.00
- D. 960.00
Answer: A
NEW QUESTION 16
A customer wants to show merit increase only as an amount within the form, but they want to display the merit stage in the compensation statement. How would you proceed?
- A. Configure a new field with a formula within the statement template
- B. Configure a new percent field with a formula within the compensation template and add this field to the statement template
- C. Duplicate the standard merit field, select the Show percent only radio button and add this field to the statement template
- D. Configure an adjustment field to duplicate the merit field, select the Show percent only radio button and add it to the statement template
Answer: D
NEW QUESTION 17
You configure merit guidelines as shown in the attached screenshot. If an employee has a rating of 3.05 what would be the low to high guideline column in the compensation worksheet?
- A. 0%-10%
- B. 2%-4%
- C. 3%-5%
- D. 0%-0%
Answer: D
NEW QUESTION 18
You configure the following salary rule in the compen useFor="merit" benchmark="range-penetration" actionO [comp-salary-rule-threshold > <message-on-exceed
- A. The rule prevents the planner from saving the merit increase. The planner must go back and change their merit recommendation
- B. A pop-up message the planner if the exceeded amount should be assigned to Lump Sum *-'The planner ve the merit recommendation by selecting Cancel in the pop-up message
- C. A pop-up message asks the planner if the exceeded amount should be assigned to Lump Sum. The planner CANNOT h merit increase by selecting Cancel in the pop-up message
- D. The ru s the planner that the range penetration threshold has been exceeded and the merit Field text turns red '-' Tlt,p anner can save the merit recommendation
Answer: A
NEW QUESTION 19
You use date based proration and you do NOT include dates in the user data files (UDF) for an employee. What does the system use to calculate the proration percent?
- A. January 1 to 31 of the current year
- B. the start date and end date of customer fiscal year
- C. The start and end date of the compensation worker
- D. The review start date and review end date configured in the compensation template
Answer: B
NEW QUESTION 20
The Detailed Reportl9es NOT appear on the compensation form as shown in the attached screenshot. What is some possible Note: There are 2 correct answers to this question.
- A. The Use Form Creation Hierarchy for Compensation Rollup Report option is NOT selected in the advanced settings.
- B. The user does NOT have the compensation rollup permission in role-based permissions
- C. The Enable Rollup Reports option is NOT selected in the advanced settings.
- D. The < comp-include-report> option is NOT set in the compensation plan template XML
Answer: C,D
NEW QUESTION 21
Which items/objects can you move via the Instance Synchronization Tool during configuration migration from one instance to another?
- A. Non-EC salary ranges
- B. Lookup tables
- C. Currency Conversion table
- D. Stock tables
Answer: C
NEW QUESTION 22
Your customer has two separate compensation statement templates from the SuccessStore. One statement is used for employees in the Manufacturing department and the other is used for all other employees. How do you make sure that Manufacturing employees receive the proper statement?
- A. Set default permissions for the statement template under Actions for All Plans.
- B. Assign statement groups under Complete Compensation Cycle
- C. Make the Manufacturing Statement template the default template
- D. Use role-based permissions in Admin Center
Answer: C
NEW QUESTION 23
Which permission is used for point-based but not for currency-based awards? Note: There are 2 correct answers to this question
- A. Spot Award user balance
- B. Spot Award Redemption
- C. Spot Award Budget
- D. Spot Award Program
Answer: A,B
NEW QUESTION 24
Which actions are controlled by role based permission? Note there are2 correct answer to this
- A. Editing compensation columns
- B. Opening compensation worksheets
- C. Opening executive Review
- D. Accessing Compensation Home
Answer: C,D
NEW QUESTION 25
Your customer uses SAP essfactors Employee Central and has the following setup:
Pay Component (id =
Pay Component "CARALLOWANCE")
Pay comp e Cid = "HOUSEALLOWANCE")
Payment Group (id = "TC") made up of the above three components. The Use for Compa-Ratio Calculation la s t to Yes for this group.
er performs TC (total cash) planning, that is, planners adjust the overall TC. Both the car and housing all ces are fixed values based on employee grade. If an employee is promoted on the worksheet, these allowances hange. Salary is whatever TC is left over after the new allowances are updated, w 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 and some custom columns to calculate the components and publish those back to EC.
- B. 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.
- 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 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.
Answer: A
NEW QUESTION 26
You want to prevent planners from entering a negative merit increase in the compensation worksheet. Which configu steps must you perform?
- A. 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 0.
- B. Set e Enable Guideline Optimization setting in Admin Center delete the < comp-guideline-pattern > in the form template XML
- C. Create a guideline rule with the Force Default On Rating Change option set to Yes in Admin Center. Delete the < comp-guideline-pattern > in the form template XML.
- D. Enable a hard limit stop for the minimum merit guideline in Admin Center. Set the minimum value to 0 for all guideline formulas
Answer: D
NEW QUESTION 27
Which tools facilitate a large volume of recommendation changes? Note: There are 2 correct answers to this question
- A. Edit-in place
- B. Mass action
- C. Cascading Budgets
- D. Offline Edit
Answer: B,D
NEW QUESTION 28
Your customer wants the guidelines for an employee's merit recommendation to be prorated based on the employee's date of last hire. The date of last hire is different than the employee's original hire date. How can you fulfill this requirement?
- A. Use raise proration and import the employee's last hire date in the RAISE_PRORATING START_DATE column
- B. Use salary proration and set the review the equal to the employee's last hire date
- C. Use raise proration and import a proration factor in SE PRORATING column
- D. Use salary proration and import the employee's last hire date in the SALARY_PRORATING_START_DATE Column
Answer: D
NEW QUESTION 29
Your customer has part-time and full-time employees. What do you figure in the system to have it calculate the compa-ratio, range penetration, current salary, and adjusted sa nges?
- A. Set in the user file (UDF) to FULL-TIME or PART-TIME
- B. Set XML attribute isActualSalarylmp rte to True in the compensation plan template
- C. Set SALARY_PRORATING in the user data file ) to the percent that the employees work full time C.
- D. Add the standard FTE field to the compensation plan template.
Answer: D
NEW QUESTION 30
You setup the merit guideline rule based on the performance rating. You configure guideline formulas as shown in the attached screenshot. What is the minimum merit guideline if an employee's performance rating is 4?
- A. 4%
- B. 1%
- C. 0
- D. 2%
Answer: D
NEW QUESTION 31
What optional XML configuration controls
- A. force comment
- B. Comp -salary-rule
- C. guidelines rules
- D. Comp rule hard limit
Answer: B
NEW QUESTION 32
Your client wants to provide an "override" field that allows multiple members of the reward team to p data corrections to planner entries, while preserving the manager's initial recommendation. How can this be achieved?
- A. Update guidelines to change the Default column for the specific employees tt>ay$ to be altered.
- B. Use a custom Money field controlled by field-based permissions and a permission group of n Individuals.
- C. Use a custom Money field controlled by field-based permissions granted to the HR ma e
- D. Use mass actions through the Executive Review.
Answer: D
NEW QUESTION 33
Which report can aggregate compensation details from multiple plans? 2 correct answers
- A. online report designer
- B. Adhoc report
- C. Aggregate export
- D. executive review
Answer: A,B
NEW QUESTION 34
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