SAP C_THR87_2405 Practice Test - Questions Answers, Page 4
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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 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 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.
What report requires that worksheets have been launched before it will show results?
Business goal performance
Bonus payout
Employee history gaps
Employee history overlaps
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 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 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 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 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.
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.
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?
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