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?

The pay grade remains the same as it was when the forms were created

New forms need to be created because an error will be shown

The pay grade remains the same as it was when the forms were created

The employee becomes ineligible

What types of custom fields can you use as formula criteria within the guidelines.Note There are 2 correct answers to this question.

Percent fields input on the worksheet

Date fields uploaded from the User Data File

Percent fields input on the worksheet

Date fields uploaded from the User Data File

Money fields based on a custom formula calculation

String fields based on a custom formula calculation

When should you configure a compensation template using the Second Manager hierarchy?.Note There are 2 correct answers to this question.

Your customer wants only directors and above to do planning

Your customer wants someone other than the standard manager to make compensation recommendations

Your customer wants only directors and above to do planning

Your customer has more than three manager approval levels in their route map

Your customer wants to include HR in their route map

Your customer wants someone other than the standard manager to make compensation recommendations

Which of the following customer scenarios is a good use of the Suppress Statement function?Note There are 2 correct answers to this question.

Employees who have an RSU grant get a statement, but those without an RSU grant do not get a statement

Employees who were hired after a certain date do not get a statement

Employees in one country get a statement at a different time from those in other countries

Employees who are on a performance improvement plan get a different statement from those who are not

Employees who have an RSU grant get a statement, but those without an RSU grant do not get a statement

Employees who were hired after a certain date do not get a statement

In an EC-integrated compensation worksheet what are some ol the reasons you might include a lookup table in your configuration.Note There are 3 correct answers to this question.

Providing budget percentage by country

Holding previous year's salary by Employee ID

Determining appropriate car allowance by grade

Providing budget percentage by country

Holding previous year's salary by Employee ID

Determining appropriate car allowance by grade

Converting a code into its text equivalent for display

Converting money values from functional to local currency

Your client wishes to limit new employee salaries so that no employee can exceed 125% compa-ratio. They do not award lump sums. How can you configure the worksheet to meet this requirement?Note. There are 2 correct answers to this question.

Create a custom validation of type Error to ensure that the column compaRatio is less than 125

Create a standard validation of type 'disallow and action 'exceed with the Threshold at 125.

Create a custom validation of type Error to ensure that the column curRatio is less than 125

Create a custom validation of type Error to ensure that the column compaRatio is less than 125

Create a standard vaBdation of type 'splitOrDisallov/' and action 'exceed' with the Threshold at 125

Create a standard validation of type 'disallow and action 'exceed with the Threshold at 125.

Which of the following requires the use of custom validations?Note There are 2 correct answers to this question

An error message when adjustments are entered in two different fields

An error message when planners enter a promotion without changing pay grade

An error message when the maximum guideline is exceeded

An error message when adjustments are entered in two different fields

An error message when planners enter a promotion without changing pay grade

A warning message when the budget is exceeded

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.

Grant all planners access to the Executive Review and use the standard YouCalc widget

Create a Tile report and add it to a dashboard for view in the Salary worksheet's Insights icon

Add the standard YouCalc widget to the worksheet template and have planners access it whie they do their planning

Grant all planners access to the Executive Review and use the standard YouCalc widget

Create a Tile report and add it to a dashboard for view in the Salary worksheet's Insights icon

Create an Ad Hoc report and share it with all planners

Create a Tile report and add it to a dashboard for view on the planner s homepage

Add the standard YouCalc widget to the worksheet template and have planners access it whie they do their planning

You have configured a worksheet for a client that uses the following formula in a custom column of type Money (curSalary ' lookupCbudgettable' customCountry 1))/100. The lookup table 'budget_table' is configured with one input and 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 il switches to NfA for the employee What could be done to fix this behavior?

Surround the lookup function with the toNumber function.

Surround the curSalary with the toString function

Change the column to be of the Amount type

Surround the lookup function with the toNumber function.

When would you run the Update All Worksheets function?Note There are 3 correct answers to this question.

When there has been an update to a lookup table

When there has been a change to an eligibility rule

When a performance rating is updated

When there has been an update to a lookup table

When an administrator changes the layout of the compensation plan template to add a new column

When there has been a change to an eligibility rule

When an administrator makes a change to Field Based Permissions

When a performance rating is updated

Your client would like a specific population of inactive employees to be included in the worksheet.Which combination of settings allows you to achieve this?

Select 'Including Inactive Users' when defining the Method of Planner, select 'All employees are eligible' under Eligibility Settings and update eligibility rules to INCLUDE the desired inactive employees.

Select 'All employees are eligible' under Eligibility Settings, and update eligibility rules to INCLUDE the desired inactive employees

Select 'Including Inactive Users' when defining the Method of Planner, select 'All employees are eligible' under Eligibility Settings and update eligibility rules to EXCLUDE the undesired inactive employees

Select 'All employees are eligible' under Eligibility Settings, and update eligibly rules to EXCLUDE the desired inactive employees

Select 'Including Inactive Users' when defining the Method of Planner, select 'All employees are eligible' under Eligibility Settings and update eligibility rules to INCLUDE the desired inactive employees.

Your client wants to pre-populate merit recommendations with the ideal values upon worksheet launch to start with a fully spent budget This means that if a planner wishes to increase an employee's raise, they need to decrease another s to stay within budget. How can you achieve this?Note There are 2 correct answers to this question.

Use guidelines to populate the default values and budget with mode Guideline.

Use guidelines to populate the default values and budget with mode PercentOfCustomField. where the custom field uses a lookup table.

Use a custom validation to display a warning to remind the planner to decrease an employee's merit if they increase another employee s merit. Budgets use the PercentOfCurSal mode.

Use guidelines to populate the default values and budget with mode Guideline.

Use a custom column with a formula to display the ideal values and guidelines with a default of 0 Budgets use the DirectAmount mode

Use guidelines to populate the default values and budget with mode PercentOfCustomField. where the custom field uses a lookup table.

What checks can you make with the Check tool? Note there are 2 correct answers to this question.

Accuracy of formula calculations

Circular hierarchies for form creation

Accuracy of formula calculations

Reportable fields correctly configured

Custom validations correctly configured

Circular hierarchies for form creation

What functions are available in a compensation profile?Note There are 3 correct answers to this question.

Import salary history into the profile

Your customer has part-time and 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 and take into account the FTE?

Set the XML attribute isActualSalarylmported to False in the compensation plan template

Set SALARY_PRORATING in the user data file (UDE) to the percent that the employees work full time

Set COMPENSATION_SAL_RATE_TYPE in the user data file (UDF) to FULL-TIME or PART-TIME

Set the XML attribute isActualSalarylmported to False in the compensation plan template

Set the XML attribute isActualSalarylmported to True in the compensation plan template

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?

The end date of the customer's fiscal year

December 31 of the current year

The proration end date configured in the compensation template

The end date of the compensation worksheet

Your customer uses a look-up table to calculate custom budgets, as shown in the screenshot. The budget is based on an employee s country and status In the template the country is defined with field ID customCountry and the status Is defined with field ID customStatus.What is the correct syntax to calculate the adjustment budget?

toNumbGr(lookupC20l8_BudgetPoor.customCountry.cu$tomStatu$.1))'curSalary

toNumberflookup('2018_BudgetPoor. customCountry customStatus2))'curSalary

toNumbGr(lookupC20l8_BudgetPoor.customCountry.cu$tomStatu$.1))'curSalary

toNumber(lookupf2018_BudgetPoor customCountrycustomStatus

toNumber(lookup('20l8_BudgetPool'.customCountry.cuslomStatus.adjuslment))'curSalary

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 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 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 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?

Use conditional text sections in the statement editor

Use two compensation worksheet templates

Create multiple statement templates and use groups

Use the suppress statement function

Your EC-intagrated 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?

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

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 publ<sh the data for this country*Manually modify the effective date to be that of the next country and publish the data for them Repeat for all countries

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

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

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

How can the compRating field be used to enhance the compensation worksheet?Note There are 2 correct answers to this question.

It allows for performance ratings to use a different rating scale

It allows ratings to be entered directly on the planning worksheet for those employees who do NOT have a performance form

It allows for performance form rating overrides

It allows for performance ratings to use a different rating scale

It allows ratings to be entered directly on the planning worksheet for those employees who do NOT have a performance form

It allows a second rating field for guidelines

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?

Use salary proration and set the review start date equal to the employees last hire date

Use raise proration and import a proration factor in the RAISE_PRORATING column

Use salary proration and import the employee s last hire date in the SALARY_PRORATING_START_DATE column.

Use salary proration and set the review start date equal to the employees last hire date

Use raise proration and import the employee s last hire date in the RA1SE_PRORATING_START_DATE column

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?

Ensure the Used for Comp Planning flag of the pay components is set to Comp and do NOT map to a specific pay component ID in the worksheet

Create two custom columns and map each to the pay components Use a third custom column to display whichever is non zero

Create two different templates and use eligibility rules to ensure employees appear on the correct one

Create a pay component group that includes both pay components and use that for the planning

Ensure the Used for Comp Planning flag of the pay components is set to Comp and do NOT map to a specific pay component ID in the worksheet

Your customer has a compensation plan template with the functional currency USD. The manager s own currency is EUR. The manager's compensation worksheet contains employees who are paid in the following currencies EUR. USD. CHF. and GBP.Which view must you enable to make sure the manager can display the salary of all of their employees in GBP?

The IncludeFunclIonalCurrency view

The includePlannerCurrency view

Your EC-integrated client has set up the Pay Range object to use Pay Grade Legal Entity, and Geo Zone as inputs.Keeping the order of the Attributes in mind which columns do you need to assign as Attributes in the Salary Pay Matrix section of the Plan Setup page?

Pay Grade Geo Zone. Legal Entity

Pay Grade Legal Entity Geo Zone

What can be configured under Define Standard Validation Rules?Note There are 2 correct answers to this question.

Force comment when recommendation is outside guidelines

Spirt to Lump Sum when exceeding salary range

Force comment when recommendation is outside guidelines

Disallow save when budget is exceeded

Spirt to Lump Sum when exceeding salary range

Which of the folowing updates require worksheets to be relaunched?Note There are 2 correct answers to this question

Update a formula in a custom column

For which customer requirement do you need to develop a custom statement?

Pie graph showing compensation element attribution

Different statements per employee group

Mix of data from compensation and variable pay

Field visibility is conditional on amount

Pie graph showing compensation element attribution

Your client wants to ensure that planners justify their decision to NOT give an employee a merit increase.What is the best way to accomplish this?

Under Define Standard Validation Rules add a Force Comment Rule with the mode set to 'no-raise '

Q Use custom validations with the formula if(merit>0.'FALSE .'TRUE

Under Define Standard Validation Rules add a Force Comment Rule with the mode set to 'no-raise '

Edit the XML and add a comp-force-comment-config tag with the mode attribute set to 'guideline '

Under Define Standard Validation Rules add a Force Comment Rule with the mode set to 'raise '

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.

Export from the employee history file

SAP C_THR86_2405 Practice Test 2 - Free Online Exam Prep & Questions

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Your non-EC customer v/ants only users in Pay Grade 1 and 2 to be ineligible for Lump Sum. Pay Grades 3 through 9 are eligible.What can you do to fulfill this requirement?Note. There are 3 correct answers to this question.

Start with all employees are eligible In the UDF set the LUMPSUM_ELIGIBLE field to FALSE for Grades 1 and 2. and TRUE for Grades 3 through 9

Start with all employees are ineligible Using the legacy eligibility rules engine, create a rule condition that goes through the eligible Pay Grades and makes them eligible for the Lump Sum field

Start with all employees are eligible Using the legacy eligibility rules engine create a rule condition that makes the Pay Grades 1 and 2 ineligible for the Lump Sum field

Start with all employees are ineligible using the legacy eligibility rules engine, create a rule condition that makes the Pay Grades 1 and 2 ineligible for the Lump Sum field

Start with all employees are eligible Using the legacy eligibility rules engine create a rule condition that makes the Pay Grades 3 through 9 eligible for the Lump Sum field

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SAP C_THR86_2405 Practice Test 2

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SAP C_THR86_2405 Practice Tests

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