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

Change is dynamic to in-progress forms

In-progress forms are only affected when Update All Worksheets is run

Change is dynamic to in-progress forms

In-progress forms are NOT affected

Only completed forms ate affected

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?

Employee - Manager - Originator

Manager - Manager s Manager - Originator

Employee - Manager - Originator

Manager - Manager s Manager - User

Your customer has employees in five different countries In those countries, a total of three different languages are used English. German and French. The end-of-cycle compensation statement needs to be in each of those three languages.How can you accomplish this using the standard compensation statement template?

Create one version of the statement Clone the statement and translate the text into the two other languages.Use statement groups based on the employee country to appropriately assign the template.

Create one version of the statement Clone the statement and translate the text into the two other languages.Use statement groups based on the employee preferred language to appropriately assign the template.

Create one version of the statement Clone the statement and translate the text into the two other languages.Use statement groups based on the employee country to appropriately assign the template.

You need to use a custom statement.Use statement groups based on the employee country to appropriately assign the template.

Create one version of the statement that has all three languages sequentially.Assign this template to all employees.

Your customer has the following requirements for their compensation plan.1 .Allow planners to make recommendations outside of the highlow values.2.Display only the max and min values in the compensation worksheet.Which guideline rule settings must you set to fulfill these requirements?

In Display Settings use min-max*Hard Limit No*High/Low Action Allow

In Display Settings use min-max*Hard Limit No *High/Low Action Warn

In Display Settings use min-max*Hard Limit Yes*High.tow Action Allow

In Display Settings use min-max*Hard Limit No*High/Low Action Allow

In Display Settings use low-high*Hard Limit Yes*High/Low Action Allow

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.

iflpmRaling=5&&(payGrade=6| payGrade=7) 15 0)

if(pmRating=5.if(payGrade=6 l5.if(payGrade=7 15.0)) 0)

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)

What is the recommended leading practice workflow for a compensation template?

Process Setup --- Manager Planning --- Next Level Manager Review --- Final Review - Complete

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

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?

An asterisk (') in the input agreement with blanks as the output

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

Your client has asked you to display both the number and text in the standard Performance Rating field.What do you need to update to meet this requirement?

Update the Rating Label Format to Number-Text under Display Settings

Change the labels in the rating scale to include both the number and text

Create a lookup table with the number and text

Create a new custom field with a formula under Column Designer

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

Enable a hard limit stop for the merit guideline in Admin Center.*Set the maximum value to 10 for all guideline formulas

Set the guideline pattern to be low-high*Set the high value for all guidelines to be 10.

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

Enable a hard limit stop for the merit guideline in Admin Center.*Set the maximum value to 10 for all guideline formulas

Enable a hard limit stop for the merit guideline in Admin Center*Set the maximum value to 0 10 for all guideline formulas

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?

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.

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

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.

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.

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.

Your customer requires a field on the worksheet where planners can select from a list to categorize the reason for the employee receiving a lump sum. How can you achieve this?

Create an editable string field with enumerated values

Create a read-only string field and make it reloadable

Create an editable string field and make it reportable

Create a read-only string field and make it reportable

Create an editable string field with enumerated values

While validating the current cycles compensation statements you want to prevent them from being visible on employee profile while still allowing access to past compensation statements How can you accomplish this?

Under the permissions of the current statements), change the setting to Generated statements are not viewable

Disable access to all statements, including the prior years statements

Remove access to Employee Profile during compensation planning

Under the permissions of the current statements), change the setting to Generated statements are not viewable

Use Role-Based Permissions to control access to only display previous years' statements

Which actions are controlled by role-based permissions? Note There are 2 correct answers to this question.

Making changes through Executive Review

Updating a Compensation Statement

Making changes through Executive Review

Updating a Compensation Statement

Opening compensation worksheets

Your customer wants to include information on the planning form that is visible and read-only to planners, but may be edited by the Reward Team. How can you achieve this?

Configure a custom field and use field-based permissions to set the field to be hidden from planners

Configure a custom field and use field based permissions to set the field to be non-editable to planners

Configure a custom field and set the field to read-only

Configure a custom field and use field-based permissions to set the field to be hidden from planners

Configure a custom field and set the field to be reportable

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?

Check the Hire Date field to see if the employee started at least 2 years ago

Check if the Event Reason is New Hire and the effective date is 2 years ago

Use the effective date from Job Info to check if the employee has been in this position for more than 2 years

Add help text to the Lump Sum field to notify planners only to use the field for eligible employees

You create a test user data tile <UDF) for use with a compensation template. The template uses the Second Manager hierarchy. The CEO is head of both hierarchies In the user record of the CEO what values would you use for the MANAGER and SECOND_MANAGER columns?

MANAGER NO.MANAGER SECOND.MANAGER blank

MANAGER NO.MANAGER SECOND.MANAGER NO MANAGER MANAGER blank

A customer wants to display a block of text on the compensation statement only if the merit increase percentage is greater than 10%.How would you proceed?

Configure a nevr percent field with a formula within the compensation template and add this field to the statement template Use this field in the conoitional logic

Duplicate the standard merit field and select the Show percent only radio button Add this field to the statement template and use it for the conditional logic

Configure an adjustment field to duplicate the merit field and select the Show percent only radio button Add this field to the statement template and use it for the condiional logic.

Use conditional logic in the statement to only display the paragraph if merit is greater than 10

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?

Create a custom editable Money field with field-based permissions set to read-only Change the permissions to editable on the correct date

Create a custom editable Money field and use custom validation to check that values are not entered until the correct date

Create a custom read-only Money field and change read-only to No on the correct date.

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

Create a custom editable Money field with field-based permissions set to read-only Change the permissions to editable on the correct date

Your client wants to restrict entry into the Lump Sum field to only members of the reward team.How can you achieve this?

Use field-based permissions on the Lump Sum field and a permission group of named individuals

Use mass actions through the Executive Review

Update guidelines to put a hard stop on the Lump Sum field and set all of the guideline values to 0

Set the Lump Sum field to read-only to prevent planners from using it

Use field-based permissions on the Lump Sum field and a permission group of named individuals

You configure the following salary rule in the compensation plan template,see Image. How does the system behave?

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

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

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.

The rule prevents the planner from saving the merit increase*The planner must go back and change their merit recommendation.

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

What happens when a mass change violates the guideline hard stops?

Employees are brought to max of range

Guideline hard stops will be skipped

Employees' recommendations will be skipped

Guideline will adjust on a pro rata basis

Employees are brought to max of range

Your customer has the requirement where both sales and 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?

You can include the Lump Sum item in the statement template and set a condition on its display so that it will only be shown if it is greater than 0

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

You can include the Lump Sum item in the statement template and set a condition on its display so that it will only be shown if it is greater than 0

You can include the Lump Sum item in the statement template and put a disclaimer in the signature section alerting non-sales employees that that item pertains only to sales employees

You cannot do this with a single statement template a second template must be created to include this item and statement groups used to assign the templates appropriately.Which of the following permissions are required to be able to use Executive Review offline edit to download modify and upload buk changes?Note There are 3 correct answers to this question.

The user needs the Executive Review - Edit permission

The user needs the Executive Review - Import permission.

The user needs the Executive Review - Export permission

The user needs the Executive Review - Edit permission

The user needs the Executive Review - Mass Action permission

The user needs the Executive Review - Import permission.

The user needs the Executive Review - Export permission

The user needs the Ad Hoc Reports for the Compensation Planning domain permission

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?

Include the Detailed (Rollup! Report option in the worksheet configuration

Enable the Executive Review - Read permission for all planners

Create a Tile for inclusion on the planners Dashboards

Include the Detailed (Rollup! Report option in the worksheet configuration

Create an Ad Hoc report and share it with all planners

Your customer is based in the UK and has a functional currency of GBP. However, they also have offices in the US (USD). France (EUR), and Germany (EUR) They would like the budget displayed in local currency for alt planners for example. German planners see the budget in EUR. not GBP.How can you best accomplish this?Note There are 2 correct answers to this question

Use budget grouping and group on the local currency code

Disable Functional Currency mode

Have four separate templates, one for each country

Your customer needs to remove a compensation statement from the system for one employee who was NOT eligible for a merit increase. Which of the following options would help you best accomplish this?

Recall the compensation statement for the employee

Create an eligibility rule to exclude this employee

Make the employee ineligible for a merit increase using the eligibility engine

Remove the employee from the compensation form and run the 'Update all worksheets' job

Recall the compensation statement for the employee

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?

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

Ensure the default value for all merit guidelines is non zero*Make sure the Country and Job Famity columns are both reloadable

Set the Force Default On Custom Column Change option within guidelines to Yes*Make sure the Country and Job Famity columns are both reloadable

Set the Force Default On Rating Change option within guidelines to Yes*Make sure the Country column is reloadable and Job Family is not.

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

Your EC-integtated client wishes to plan on monthly salaries (or employees in the UK. but on annual salaries for employee in the US All employees have their salaries stored in EC with a single pay component with a frequency of monthly' because of payroll integration constraints.Which of the following options is a solution for this requirement?

Use two templates with one having curSalary mapped to the pay component and the other on the pay component group

Use two different pay components for salary with the US one having the 'Use for Comp Planning' set to 'None' and lhe UK one set to 'Comp '

Include the unitsPerYear standard column and set it to 12

Use two templates with one having curSalary mapped to the pay component and the other on the pay component group

Use meritTarget set to the pay component value divided by 12

When generating compensation statements, you notice that only the number is appearing for the rating, not the text. How can you correct this?

Update the field-based permissions for the PM Rating field

Update your Rating Label Format to show the text

Add help text to the PM Rating field

Update the field-based permissions for the PM Rating field

Create a custom column referencing a lookup table to pull in the text

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

Compensation hierarchy (Second Manager)

Rollup hierarchy (including Inactives)

Standard Suite hierarchy (including Inactives)

Compensation hierarchy (Second Manager)

Rollup hierarchy (including Inactives)

Your client has a requirement for the salary process where the approval workflow should have the following main steps.1.Manager makes recommendations/2.Next Level Manager approves the recommendations but CANNOT send the form back for changes/3.Third level manager reviews the approval and CAN send the form back to the Next Level Manager for changes.How can you set up the system to meet this requirement?

In the route map use a Collaboration step as the third step with EM as the Entry User and EMM as the Exit User

In the route map assign the third step to EMM and use the Out of Turn Access option under Advanced Options

In the route map use an Iterative step as the third step with EM as the Entry User and EMM as the Exit User.

In the route map use a Collaboration step as the third step with EM as the Entry User and EMM as the Exit User

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?

The employee remains eligible for planning with no changes.

The employee remains on the worksheet but their planning fields reset to default values

The employee remains on the worksheet but becomes grayed out.

The employee Is removed from the worksheet

The employee remains eligible for planning with no changes.

Which information is included in the rollup report?Note There are 2 correct answers to this question

The sum of budget and total spend for each planner in the hierarchy

The detail of planning decisions for each employee in the hierarchy

The average bonus payout amount

The sum of budget and total spend for each division department or location

The sum of budget and total spend for each planner in the hierarchy

The detail of planning decisions for each employee in the hierarchy

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?

Create a single EC-integrated template and use the Hybrid Template option.

Create two templates - one with EC integration and one without

Create a single non-integrated template export the EC employees and import them via UDF

Suggest a phased approach where the non-EC employees become part of the process later as they migrate

Create a single EC-integrated template and use the Hybrid Template option.

SAP C_THR86_2405 Practice Test 1 - Free Online Exam Prep & Questions

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In provisioning for your customer's instance you select the 'Assign default required field values for new users if none specified' option You want to import a compensation-specific user data file (UDF). Which columns are required. Note. There are 2 correct answers to this question.