Assume a starting point of ''All employees are eligible'' and all employees will appear on the worksheet regardless of employee history. Why would you use Manager Form Eligibility Rules?

To exclude employees who have given their notice from the bonus payout calculation

To include inactive users as part of the payout calculation

To exclude employees who have given their notice from the Variable Pay form

To exclude employees who have given their notice from the bonus payout calculation

To include inactive users as part of the Variable Pay form

Which Variable Pay report shows employees that have less than the full plan year of eligibility?

Employee History Overlaps report

Which scenario requires the weights and mappings data file to be reimported?

Change in eligibility rule criteria

Update in an employee's assignment date

What does the Enable Guideline Optimization setting do? Note: There are 2 correct answers to this question.

It helps render the worksheet faster when there are more than 1,000 guideline formulas.

It changes the guidelines so they are updated on the form immediately.

It helps render the worksheet faster when there are more than 1,000 guideline formulas.

It changes the guidelines so they are updated on the form immediately.

It requires relaunching the form when guidelines are changed during mid-cycle.

It locks the guideline rule settings so they are un-editable after form launch.

What task can you complete in Configure Label Names and Visibility?

Relabel employee history fields.

The screenshot below is the entire currency conversion table. The functional currency of this customer is USD. Which currency view modes can be used with this table?

Functional, User, Planner, and Any Currency

Your client has a performance process where employees can enter goals. The individual part of the employee's bonus is based on the performance against these goals -- but not all of them. When going through the goal setting process, the employee and their manager will discuss whether or not a goal is 'bonus relevant' -- that is, the employee's attainment against that goal affects their bonus at the end of the year. What is the best way to set this up without administrative intervention?

Goals that are relevant to the employee's bonus need to have a different type, set when creating the goal.

Relevant goal performance is imported into each employee's Assignment History.

Goals that are relevant to the employee's bonus need to have a different type, set when creating the goal.

Goals that are relevant to the employee's bonus need to be in a separate section in the performance form.

Goals that are relevant to the employee's bonus need to be exported from Goal Management and imported into Business Goals.

Which of the following scenarios are good uses of a global eligibility rule in an Employee Central integrated template? Note: There are 2 correct answers to this question.

Only employees who are active employees on January 1, 2020 are eligible to receive a bonus.

Only Permanent full-time employees are eligible to receive a bonus.

Only employees who have had less than 20 days of unpaid leave during the bonus period are eligible for a bonus.

Only employees in bonus plans 'Executive', 'Manager' or 'Employee' are eligible to receive a bonus.

Only employees who are active employees on January 1, 2020 are eligible to receive a bonus.

Only Permanent full-time employees are eligible to receive a bonus.

A client has three custom fields in their templates and they want to use these fields as plan-level Executive Review filters to help with their analysis. Which of the following is a valid configuration option for this requirement in a non-EC configuration?

The fields are mapped to import keys uploaded within the UDF and are read-only.

The fields use a lookup table to derive the data based on conditional logic and are read-only.

The fields use a custom calculation and are read-only.

The fields are mapped to import keys uploaded within the UDF and are read-only.

The fields are mapped to import keys uploaded within the UDF and are editable.

You are implementing an Employee Central-integrated Variable Pay template. The employee has 3 assignment records pulled from Employee Central, each with start and end dates within the bonus period, resulting in NO gaps or overlaps. What is the impact of the 3 assignment records on the payout?

Each record is considered when the employee's bonus payout is calculated and the bonus is prorated based on the dates of each record.

The last record is considered when the employee's bonus payout is calculated and the bonus is increased by 3X the target.

Each record is considered when the employee's bonus payout is calculated and the bonus is prorated based on the dates of each record.

The first record is considered when the employee's bonus payout is calculated and the bonus is increased by 3X the target.

Each record is considered when the employee's bonus payout is calculated and the bonus is increased by 3X the target.

What is the relationship between goal weights and bonus plans?

Goals are uniquely weighted based on the bonus plan they are assigned to.

Goal weights are required to equal 100% for each bonus plan.

All bonus plans must have equally weighted business goals.

Business goal weights must be created first, before bonus plans are created.

Goals are uniquely weighted based on the bonus plan they are assigned to.

Goal weights are required to equal 100% for each bonus plan.

Which tools can employees use to see the final payout amount awarded to them? Note: There are 3 correct answers to this question.

Personal Compensation Statement Notification

Which of the following tools can you use to reorder the fields in the Assignment Details section (as shown in the screenshot)?

Configure Label Names and Visibility

A performance management (PM) form will be considered a match to an assignment when its period overlaps with the period of the assignment. Which combination of conditions qualifies as 'overlap'?

PM form start date <= Assignment end date. Assignment start date <= PM form end date

PM form start date >= Assignment end date. Assignment start date <= PM form start date

PM form start date <= Assignment start date. Assignment start date >= PM form end date

PM form start date <= Assignment end date. Assignment start date <= PM form end date

PM form start date <= Assignment start date. PM form end date <= Assignment end date

Which of the following system-standard equations are considered to be multiplicative formulas? Note: There are 3 correct answers to this question.

Base x business performance x individual performance

Base x business performance x team performance x individual performance

Base x business performance x individual performance

Base x business performance x team performance x individual performance

Base x (business performance + team performance + individual performance)

Base x (business performance + individual performance)

Your customer wants to display historical bonus payments with the current worksheet. How can they show this information? Note: There are 2 correct answers to this question.

Define compensation period data in the compensation profile.

Configure custom views in plan setup.

Define compensation period data in the compensation profile.

Configure custom views in plan setup.

Build an integration with the previous variable pay goal template.

Create eligibility rules to pull historical data from previous plans.

Bonuses for all engineers at your client are calculated as follows: Basis (prorated salary bonus target) company achievement. Bonuses for all marketing staff at your client are calculated as follows: Basis 50% individual achievement + 50% company achievement. How can this be implemented? Note: There are 2 correct answers to this question.

Two variable pay programs: one using Base Business Performance and using Base (Business Performance + Individual Performance). The additive plan uses one business goal section weighted at 50%

One variable pay program that uses Base (Business Performance + Individual Performance). Two bonus plans: one with the weighting 100% corporate and the other 50% corporate and 50% individual.

Two variable pay programs: one using Base Business Performance and using Base (Business Performance + Individual Performance). The additive plan uses one business goal section weighted at 50%

One variable pay program that uses Base (Business Performance + Individual Performance). Two bonus plans: one with the weighting 100% corporate and the other 50% corporate and 50% individual.

One variable pay program using Base Business Performance Individual Performance. Two bonus plans: one with the weighting 100% individual and the other 50% corporate and 50% individual.

One variable pay program that uses Base (Business Performance + Individual Performance). Two bonus plans: one with the weighting 100% individual and the other 50% corporate and 50% individual

Company ABC rewards its employees using an additive plan based on company (50% weight) and individual (50% weight) performance. An employee's target bonus is 4,000 (100% payout). The company performance is based on two objectives, each weighted at 50% --- revenue and operating Income. The revenue objective achievement is 80% and the operating income objective achievement is 90%. If the Individual achievement is 150%, which expression best represents how the bonus is calculated?

4000 x 50% x (80% x 50% + 90% x 50%) + 4000 x 50% x 150%

4000 x 150% x (80% x 50% + 90% x 50%)

150% x (4000 x 50% x (80% + 4000 x 50% x 90%

4000 x 150% + 4000 x (80% x 50% + 90% x 50%)

In which customer scenario do you need to create more than one bonus plan in the same program?

The customer has multiple sets of business goals.

The customer has multiple plan period date ranges.

The customer is using multiple bonus calculation formulas.

The customer has multiple route maps.

The customer has multiple sets of business goals.

The bonuses of all employees at your client are determined by the following results: 30% Corporate Performance. 30% Country Performance. 40% Individual Achievement. All employees have the same result for Corporate Performance, but the result for Country Performance varies based on the employee's country. The Individual Achievement comes from a linked performance form's overall result. How would this be configured? Note: There are 2 correct answers to this question.

Additive plan with one Business Goal section. The Business Goal section is weighted 60% and the Individual section is weighted 40%. Within the Business Goal section, Corporate Performance is weighted 50% and Country Performance is weighted 50%

Additive plan with two Business Goal sections. Corporate Performance in one Business Goal section, weighted at 30%. Country Performance in other section, weighted at 30%. Individual section weighted at 40%

Additive plan with one Business Goal section. The Business Goal section is weighted 60% and the Individual section is weighted 40%. Within the Business Goal section, Corporate Performance is weighted 50% and Country Performance is weighted 50%

Additive plan with two Business Goal sections. Corporate Performance in one Business Goal section, weighted at 30%. Country Performance in other section, weighted at 30%. Individual section weighted at 40%

Additive plan with one Business Goal section. The Business Goal section is weighted 30% and the Individual section is weighted 40%. Within the Business Goal section, Corporate Performance is weighted 30% and Country Performance is weighted 30%

Additive plan with one Business Goal section. The Business Goal section is weighted 60% and the Individual section is weighted 40%. Within the Business Goal section, Corporate Performance is weighted 30% and Country Performance is weighted 30%

Which of the following can be achieved using variable pay gates? Notes: There are 2 correct answers to this question.

There are three business goals: Revenue, EBITDA, and Customer Satisfaction. The entire business goal section will pay out at 50% unless Customer Satisfaction is above target.

There are three business goals: Revenue, EBITDA, and Customer Satisfaction. The EBITDA goal will payout at 0% unless the Individual performance rating is 'Good' or better.

There are three business goals: Revenue, EBITDA, and Customer Satisfaction. The Individual section is capped to 100% unless the combined payout of the business goals exceeds 75%.

There are three business goals: Revenue, EBITDA, and Customer Satisfaction. The entire business goal section will pay out at 50% unless Customer Satisfaction is above target.

There are three business goals: Revenue, EBITDA, and Customer Satisfaction. The EBITDA goal CANNOT pay more than 100% unless Revenue achieves above target.

There are three business goals: Revenue, EBITDA, and Customer Satisfaction. The EBITDA goal will payout at 0% unless the Individual performance rating is 'Good' or better.

In which customer scenarios are multiple bonus plans required in a single program? Note: There are 2 correct answers to this question.

The bonuses of different groups of employees are affected by different business goals.

There are only two business goals, but the weighting of the goals varies by employee grade.

The bonuses of different groups of employees are affected by different business goals.

There is a single business goal applied to Manufacturing and Engineering, but HR is excluded from the bonus process.

There are only two business goals, but the weighting of the goals varies by employee grade.

In some countries, the bonus is multiplicative, while in others it is additive.

How would you assign the same business goal to all employees in a non-EC integrated plan?

Use a common field value for all employees in the employee history file.

Use the correct performance management form template.

Use the user ID of each employee in the business goals file.

Use the Manage Employee grouping.

Use a common field value for all employees in the employee history file.

What is the difference between additive and multiplicative formulas for bonus calculation with respect to the impact of section weight, payout percent, and payout amount?

Additive formulas use payout percent, whereas multiplicative formulas use payout amount multiplied by section weights.

Additive formulas use section weights, whereas multiplicative formulas use payout percent.

Additive formulas use payout percent, whereas multiplicative formulas use section weights.

If the Starting Point for Manager Form Eligibility is set to 'No employees are eligible', what actions can you take to include employees in the bonus plan? Note: There are 2 correct answers to this question.

Flag employees in the UDF as TRUE in COMPENSATION_ELIGIBLE.

Create a rule in Manager Form Eligibility to include employees.

Use an MDF rule instead of importing eligibility rules.

Flag employees in the UDF as TRUE in COMPENSATION_ELIGIBLE.

Create a rule in Manager Form Eligibility to include employees.

Add employees to the history data file.

SAP C_THR87_2405 Practice Test 1 - Free Online Exam Prep & Questions

Question 1 / 40

Your customer uses role-based permissions. The Variable Pay administrator imports the employee history data file that contains the assignment history for all employees. What data is processed?

Data for all employees when the option 'Import file contains assignment history for all employees' is checked

Data for employees who are in the administrator's dynamic group

Data for employees who are in the administrator's target population

Data for all employees when the option 'Delete all existing records prior to importing new data' is checked

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