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SAP C_THR87_2405 Practice Test - Questions Answers, Page 4

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Question 31

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

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

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

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

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

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

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

Suggested answer: A
asked 31/10/2024
BETTE SLETTER
42 questions

Question 32

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

The customer has multiple plan period date ranges.

The customer has multiple plan period date ranges.

The customer is using multiple bonus calculation formulas.

The customer is using multiple bonus calculation formulas.

The customer has multiple route maps.

The customer has multiple route maps.

The customer has multiple sets of business goals.

The customer has multiple sets of business goals.

Suggested answer: D
asked 31/10/2024
Subhendu Bhattacharyya
43 questions

Question 33

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What report requires that worksheets have been launched before it will show results?

Business goal performance

Business goal performance

Bonus payout

Bonus payout

Employee history gaps

Employee history gaps

Employee history overlaps

Employee history overlaps

Suggested answer: B
asked 31/10/2024
Roberto Recine
52 questions

Question 34

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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 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 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 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%

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%

Suggested answer: A, B
asked 31/10/2024
Aung Nyi Nyi Win
32 questions

Question 35

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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 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 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 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 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.

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.

Suggested answer: B, D
asked 31/10/2024
Dave Breath
55 questions

Question 36

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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.

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 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.

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.

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

Suggested answer: A, C
asked 31/10/2024
San Min Oo
49 questions

Question 37

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

Use the correct performance management form template.

Use the correct performance management form template.

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

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

Use the Manage Employee grouping.

Use the Manage Employee grouping.

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

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

Suggested answer: D
asked 31/10/2024
Stašo Zver
41 questions

Question 38

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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 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 section weights, whereas multiplicative formulas use payout percent.

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

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

Suggested answer: A
asked 31/10/2024
George Morales
54 questions

Question 39

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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.

Use an MDF rule instead of importing eligibility rules.

Use an MDF rule instead of importing eligibility rules.

Flag employees in the UDF as TRUE in COMPENSATION_ELIGIBLE.

Flag employees in the UDF as TRUE in COMPENSATION_ELIGIBLE.

Create a rule in Manager Form Eligibility to include employees.

Create a rule in Manager Form Eligibility to include employees.

Add employees to the history data file.

Add employees to the history data file.

Suggested answer: B, C
asked 31/10/2024
Umaish Nair
39 questions

Question 40

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Your customer, who has offices in the US and Germany, has the following two bonus schemes: Revenue Enabling Bonus. Revenue Generating Bonus. US employees in the Revenue Enabling Bonus scheme are weighted 40% Business Achievement and 60% Personal Achievement, while in Germany, it is 50% for each. They all have the same business goal: 'Corporate Results'. US employees in the Revenue Generating Bonus scheme are weighted 35% Business Achievement and 65% Personal Achievement. The only business goal is 'Country Results', where the goal achievement differs between the US and Germany. What is the minimum number of bonus plans required to meet this requirement?

1

1

3

3

4

4

2

2

Suggested answer: A
asked 31/10/2024
Jose Leston
48 questions
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Related questions

Which bonus plan configuration is available only when using an import file?
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.
Your client wants to award quarterly bonuses, where the quarters are aligned as follows: Q1: November 1--January 31. Q2: February 1--April 30. Q3: May 1--July 31. Q4: August 1--October 31. Bonuses are paid at the end of each quarter. Which of the following combinations of configuration options would work for this scenario?
Your customer has two groups of employees eligible for a variable pay payout: Employees in the US use SAP SuccessFactors performance forms. Employees in Germany have their performance rating in an external system. Ratings for both groups of employees are provided based on the same rating scale. How should you handle this situation? Note: There are 2 correct answers to this question.
Which customer scenarios require the use of multiple variable pay programs? Note: There are 3 correct answers to this question.
What does the Enable Guideline Optimization setting do? Note: There are 2 correct answers to this question.
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?
Your customer wants to use its business units to assign goal achievements. What are the first steps to set up this requirement? Note: There are 2 correct answers to this question.
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'?
Which of the following tools can you use to reorder the fields in the Assignment Details section (as shown in the screenshot)?