100% Free SAP Certified Associate C_THR86_2405 Dumps PDF Demo Cert Guide Cover
PDF Exam Material 2025 Realistic C_THR86_2405 Dumps Questions
NEW QUESTION # 43
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?
- A. Disable access to all statements, including the prior years statements
- B. Remove access to Employee Profile during compensation planning
- C. Under the permissions of the current statements), change the setting to Generated statements are not viewable
- D. Use Role-Based Permissions to control access to only display previous years' statements
Answer: C
NEW QUESTION # 44
Your client has a salary template with a performance form attached The Completed Only option is set to No for this template. For this client the Performance forms are assigned in January to all employees for a goal setting process and then remain open for the entire year before getting their final rating in December The Salary forms are launched at the end of December and are open until the following end of January After the salary forms are launched, the Reward team realized that some employees who joined after January 1 do not have performance forms and launches them One of these new hires is rated Good in the performance form.
How will this rating appear on the Salary worksheet?
- A. Good
- B. N/A
- C. Too new to rate
- D. Unrated
Answer: D
NEW QUESTION # 45
What functions are available in a compensation profile?Note There are 3 correct answers to this question.
- A. Promote an employee
- B. Enter recommendations
- C. Display salary history
- D. View budgets
- E. Import salary history into the profile
Answer: A,B,C
NEW QUESTION # 46
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?
- A. Use the effective date from Job Info to check if the employee has been in this position for more than 2 years
- B. Check the Hire Date field to see if the employee started at least 2 years ago
- C. Add help text to the Lump Sum field to notify planners only to use the field for eligible employees
- D. Check if the Event Reason is New Hire and the effective date is 2 years ago
Answer: B
NEW QUESTION # 47
Your EC-integrated template has an Effective Date of April 1 under Worksheet Settings. Your eligibility rule states that only grade 1 employees are eligible for compensation. On March 1 an employee is grade 1. but on April 15 they are promoted to grade 2 On April 16 you run Update all worksheets with thecheckbox 'Update worksheet to reflect any employee s eligibility changes selected.What happens on the worksheet for this employee?
- A. The employee Is removed from the worksheet
- B. The employee remains eligible for planning with no changes.
- C. The employee remains on the worksheet but their planning fields reset to default values
- D. The employee remains on the worksheet but becomes grayed out.
Answer: B
NEW QUESTION # 48
What happens when a mass change violates the guideline hard stops?
- A. Employees are brought to max of range
- B. Employees' recommendations will be skipped
- C. Guideline will adjust on a pro rata basis
- D. Guideline hard stops will be skipped
Answer: A
NEW QUESTION # 49
Which report can aggregate compensation details from multiple plans?Note There are 2 correct answers to this question
- A. Aggregate export
- B. Ad Hoc report
- C. Executive Review
- D. Online Report Designer
Answer: A,C
NEW QUESTION # 50
You set up a merit guideline rule based on the performance rating country. You configure guideline formulas as shown in the screenshot.
An employee in the US has a rating of 3. What will be their default merit increase?
- A. 1%
- B. 4%
- C. 0%
- D. 2%
Answer: D
Explanation:
When an employee's merit increase is determined by a guideline formula based on performance rating and country:
* Option C: "2%"
* For an employee in the US with a performance rating of 3, the configured guideline specifies a
2% merit increase. This default increase applies according to the rule setup in the guideline formulas.
NEW QUESTION # 51
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?
- A. Change the labels in the rating scale to include both the number and text
- B. Create a new custom field with a formula under Column Designer
- C. Update the Rating Label Format to Number-Text under Display Settings
- D. Create a lookup table with the number and text
Answer: C
NEW QUESTION # 52
A customer is using the following number format: ###0 Mode: Round down Multiple: 100. How will a value of 9575.50 be displayed?
- A. 0
- B. 1
- C. 2
- D. 3
Answer: A
Explanation:
In SAP SuccessFactors Compensation, when using a number format that specifies rounding down and rounding to the nearest multiple of 100, calculations are done as follows:
* Understanding the Format Settings
* Mode: Round Down: This setting rounds the value down to the nearest specified multiple.
* Multiple: 100: Specifies that rounding should occur to the nearest 100.
* Calculation for 9575.50
* Given the number 9575.50, rounding down to the nearest multiple of 100 results in 9500, as rounding down means moving to the lower nearest 100.
* Why Other Options Are Incorrect
* Option B (9570) would not be correct as it does not round to the nearest 100.
* Options C (9000) and D (9600) do not accurately reflect the rounding down requirement with a multiple of 100.
* Reference Documentation
* SAP SuccessFactors Compensation Guide onNumber Formatting and Rounding Options.
NEW QUESTION # 53
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?
- A. Create a pay component group that includes both pay components and use that for the planning
- B. Create two different templates and use eligibility rules to ensure employees appear on the correct one
- C. Create two custom columns and map each to the pay components Use a third custom column to display whichever is non zero
- D. 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
Answer: D
NEW QUESTION # 54
Your client wants to restrict entry into the Lump Sum field to only members of the reward team. How can you achieve this?
- A. Set the Lump Sum field to read-only to prevent planners from using it.
- B. Update guidelines to put a hard stop on the Lump Sum field set all of the guideline values to 0.
- C. Use field-based permissions on the Lump Sum field a permission group of named individuals.
- D. Use mass actions through the Executive Review.
Answer: C
Explanation:
Field-based permissions allow specific control over who can view or edit fields in the compensation worksheet.
* Restricting Access to Lump Sum Field with Field-Based Permissions
* Option C: In SAP SuccessFactors Compensation, you can configure field-based permissions so only selected users (e.g., members of the reward team) can access and edit the Lump Sum field.
* This approach uses a permission group to grant edit permissions only to specific individuals, ensuring that only authorized personnel can make entries in the Lump Sum field.
* Why Other Options Are Incorrect
* Option A (mass actions via Executive Review) does not restrict individual access to fields.
* Option B (setting guidelines to zero) does not provide role-based access restriction and may cause confusion in the compensation planning process.
* Option D (setting the field to read-only) would prevent all planners from editing, not just those outside the reward team.
* Reference Documentation
* SAP SuccessFactors Compensation Guide onField-Based PermissionsandPermission Groups.
NEW QUESTION # 55
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?
- A. Create a read-only string field and make it reportable
- B. Create an editable string field and make it reportable
- C. Create an editable string field with enumerated values
- D. Create a read-only string field and make it reloadable
Answer: C
NEW QUESTION # 56
When should you configure a compensation template using the Second Manager hierarchy?.Note There are 2 correct answers to this question.
- A. Your customer has more than three manager approval levels in their route map
- B. Your customer wants to include HR in their route map
- C. Your customer wants only directors and above to do planning
- D. Your customer wants someone other than the standard manager to make compensation recommendations
Answer: C,D
NEW QUESTION # 57
Which statements accurately describe Rollup Reports? Note: There are 3 correct answers to this question.
- A. The Standard, Compensation, Rollup Hierarchies are all supported.
- B. The Rollup Report provides a summary of compensation entries budget information.
- C. Enabling the Rollup Report for End-Users requires a specific tag in the XML.
- D. The Rollup Report is based on the current hierarchy not that at form creation.
- E. Custom Columns with the "Show Totals" attribute selected are shown.
Answer: B,C,D
NEW QUESTION # 58
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?
- A. toNumberflookup('2018_BudgetPoor. customCountry customStatus2))'curSalary
- B. Adjustment))*curSalary
- C. toNumbGr(lookupC20l8_BudgetPoor.customCountry.cu$tomStatu$.1))'curSalary
- D. toNumber(lookupf2018_BudgetPoor customCountrycustomStatus
- E. toNumber(lookup('20l8_BudgetPool'.customCountry.cuslomStatus.adjuslment))'curSalary
Answer: C
NEW QUESTION # 59
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?
- A. The end date of the compensation worksheet
- B. The proration end date configured in the compensation template
- C. December 31 of the current year
- D. The end date of the customer's fiscal year
Answer: D
NEW QUESTION # 60
Which compensation permissions are typically enabled in role-based permissions for Human Resources Business Partners?
Note: There are 2 correct answers to this question.
- A. Manage Compensation Forms
- B. Compensation Management
- C. Executive Review Export
- D. Generate Statements
Answer: B,C
NEW QUESTION # 61
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 thefollowing currencies: EUR, USD, CHF, GBP. Which view must you enable to make sure the manager can display the salary of all of their employees in GBP?
- A. The includePlannerCurrency view
- B. The includeAnyCurrency view
- C. The includeLocalCurrency view
- D. The includeFunctionalCurrency view
Answer: C
NEW QUESTION # 62
Which of the following customer scenarios is a good use of the Suppress Statement function? Note: There are
2 correct answers to this question.
- A. Employees who are on a performance improvement plan get a different statement from those who are not.
- B. Employees in one country get a statement at a different time from those in other countries.
- C. Employees who have an RSU grant get a statement, but those without an RSU grant do NOT get a statement.
- D. Employees who were hired after a certain date do NOT get a statement.
Answer: C,D
Explanation:
TheSuppress Statementfunction in SAP SuccessFactors Compensation is used to selectively prevent statement generation for specific employee groups based on predefined criteria.
* Option A: "Employees who have an RSU grant get a statement, but those without an RSU grant do NOT get a statement."
* This scenario is a suitable use of the Suppress Statement function. Only employees who receive RSU (Restricted Stock Units) grants will have a statement generated, while those without RSUs will not. This selective suppression prevents irrelevant statements from being issued.
NEW QUESTION # 63
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?
- A. The new pay grade is displayed
- B. New forms need to be created because an error will be shown
- C. The employee becomes ineligible
- D. The pay grade remains the same as it was when the forms were created
Answer: D
NEW QUESTION # 64
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?
- A. SECOND.MANAGER blank
- B. MANAGER blank
- C. SECOND.MANAGER NO.MANAGER
- D. MANAGER NO.MANAGER SECOND.MANAGER NO MANAGER MANAGER blank
- E. MANAGER NO.MANAGER SECOND.MANAGER blank
Answer: E
NEW QUESTION # 65
What are some SAP recommended guiding principles to achieve clean core operations? Note: There are 3 correct answers to this question.
- A. Define roles responsibilities as part of a process transformation office.
- B. Integrate clean core practices in the end-to-end value process chain.
- C. Establish an organizational structure, technical foundation, transformation methodology for clean core.
- D. Establish release management.
- E. Establish regular housekeeping tasks procedures.
Answer: A,C,D
NEW QUESTION # 66
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.
- A. Create a standard validation of type "disallow" action "exceed" with the Threshold at 125.
- B. Create a custom validation of type Error to ensure that the column curRatio is less than 125.
- C. Create a custom validation of type Error to ensure that the column compaRatio is less than 125.
- D. Create a standard validation of type "splitOrDisallow" action "exceed" with the Threshold at 125.
Answer: A,C
NEW QUESTION # 67
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