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SAP C_THR86_2405 Practice Test - Questions Answers, Page 2

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Question 11

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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

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

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 lookup table with the number and text

Create a new custom field with a formula under Column Designer

Create a new custom field with a formula under Column Designer

Suggested answer: A
asked 31/10/2024
Christian Andrew TANAP
53 questions

Question 12

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

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

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

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 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

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

Suggested answer: C
asked 31/10/2024
Yenziwe Yengwa
50 questions

Question 13

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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.*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.*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*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 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.

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.

Suggested answer: B
asked 31/10/2024
Subramaniam Pratheep
43 questions

Question 14

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A customer is using the following number format Mode Round down Multiple 100 How will a value of 9575 50 be displayed?

9000

9000

9600

9600

9500

9500

9570

9570

Suggested answer: C
asked 31/10/2024
Godavari, Rakesh
50 questions

Question 15

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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 a read-only string field and make it reloadable

Create a read-only string field and make it reloadable

Create an editable string field and make it reportable

Create an editable string field and make it reportable

Create a read-only string field and make it reportable

Create a read-only string field and make it reportable

Create an editable string field with enumerated values

Create an editable string field with enumerated values

Suggested answer: D
asked 31/10/2024
BERNDT HAMBOECK
34 questions

Question 16

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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?

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Question 17

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

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Question 18

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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?

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Question 19

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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?

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Question 20

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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?

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