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C_THR86_2405: SAP Certified Associate - Implementation Consultant - SAP SuccessFactors Compensation
Exam Number: C_THR86_2405
Exam Name: SAP Certified Associate - Implementation Consultant - SAP SuccessFactors Compensation
Length of test: 180 mis
Exam Format: Multiple-choice, Drag and Drop, and HOTSPOT questions.
Exam Language: English
Number of questions in the actual exam: 80 questions
Passing Score: 68%
Topics Covered: Compensation Worksheets: 11% - 20%, Compensation Statements: 11% - 20%, Reports and Workflows: 11% - 20%, Plan Settings: 11% - 20%, Managing Employee Specific Data: ≤ 10%, Compensation Plan Guidelines: ≤ 10%, Set Up Import Tables: ≤ 10%, Permissions: ≤ 10%, Implementation Test: ≤ 10%, Managing Clean Core.
This study guide should help you understand what to expect on the C_THR86_2405 exam and includes a summary of the topics the exam might cover and links to additional resources. The information and materials in this document should help you focus your studies as you prepare for the exam.
Related questions
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 the Country changes for an employee, but NOT when the Job Family changes.How can this requirement be met?
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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?
Your client wants managers to see a graph of the average salary increase percentage for each performance rating for their entire reporting hierarchy. How can you achieve this?Note. There are 3 correct answers to this question.
What checks can you make with the Check tool? Note there are 2 correct answers to this question.
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?
Each employes has a custom number code assigned to them. However, your customer wants to display the name instead of the code on the worksheet If the code is NOT in the table, the customer wants blanks to be displayed.What would you define as the last row in your lookup table?
A blank In the input agreement with blanks as the output
FALSE as the input agreement with blanks as the output
An asterisk (') in the input agreement with blanks as the output
O N/A as the input value.key with blanks as the output
What is the recommended leading practice workflow for a compensation template?
Process Setup --- Manager Planning --- Next Level Manager Review --- Third Level Manager Review --- Complete
Process Setup --- Manager Planning --- Next Level Manager Review --- Final Review - Complete
Manager Planning --- Next Level Manager Review --- Compensation Admin Review --- HR Manager Planning --- Complete
Manager Planning --- Next Level Manager Review --- HR Manager Planning --- Complete
Your client has a requirement to set a custom Amount column called RSU Shares to 15 if the employee has a performance rating of 5 and a Pay Grade of 6 or 7. If the employee does not meet these conditions, then they receive 0 shares.What formulas could work for this requirement?Note There are 2 correct answers to this question.
if(pmRating=5&&(payGrade=6| 7).15.0)
iflpmRaling=5&&(payGrade=6| payGrade=7) 15 0)
if(pmRating=5 AND payGrade=6 OR payGrade=7 15,0)
if(pmRating=5.if(payGrade=6 l5.if(payGrade=7 15.0)) 0)
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.
Your customer has two pay components, with IDs SALARY_US and SALARY_UK. that are used for employees' base salary in their respective countries They want to plan for all employees on a single worksheet using the employees' periodic salary NOT the annual value.What is the best way to accomplish this?
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