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SAP C-THR86-2411 Exam Syllabus Topics:
| Section | Objectives |
|---|---|
| Topic 1: Eligibility and Guidelines | - Business Rules and Eligibility Engine
|
| Topic 2: Reporting and Integration | - Analytics and Integration
|
| Topic 3: Compensation Administration and Overview | - Compensation Planning Concepts
|
| Topic 4: Compensation Template Configuration | - Designing Compensation Worksheets
|
| Topic 5: Compensation Planning Execution | - Worksheet Management
|
SAP Certified Associate - Implementation Consultant - SAP SuccessFactors Compensation Sample Questions:
1. Your customer has two pay components, with IDS SALARY_US 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 two different templates use eligibility rules to ensure employees appear on the correct one.
B) Ensure the Used for Comp Planning flag of the pay components is set to Comp do NOT map to a specific pay component ID in the worksheet.
C) Create two custom columns map each to the pay components. Use a third custom column to display whichever is non-zero.
D) Create a pay component group that includes both pay components use that for the planning.
2. 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 who have an RSU grant get a statement, but those without an RSU grant do NOT get a statement.
C) Employees in one country get a statement at a different time from those in other countries.
D) Employees who were hired after a certain date do NOT get a statement.
3. 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 status. In the template, the country is defined with field ID customCountry the status is defined with field ID customStatus.
What is the correct syntax to calculate the adjustment budget?
A) toNumber(lookup("2018_BudgetPool,custom Country, customStatus, Adjustment))*curSalary
B) toNumber(lookup("2018_BudgetPool", custom Country,customStatus,adjustment))"curSalary
C) toNumber(lookup("2018_BudgetPool", custom Country,customStatus,1))"'curSalary
D) toNumber(lookup("2018_BudgetPool", custom Country.customStatus,2))"'curSalary
4. Your customer uses SAP SuccessFactors Employee Central 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 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?
A) Map TC to the standard Current Salary field.
*Use the Merit column for the TC update.
*Extract the new TC with a report manually create import files to update EC.
B) 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 have business rules split the sum into the components.
C) Map TC to the standard Current Salary field.
*Use the Merit column for the TC update.
*Use the finSalary field some custom columns to calculate the components publish those back to EC.
D) Map SALARY to the standard Current Salary field TC to meritTarget.
*Use merit to update the TC use custom fields to allow planners to update the allowances.
*Publish each component back separately.
5. How can the compRating field be used to enhance the compensation worksheet? Note: There are 2 correct answers to this question.
A) It allows a second rating field for guidelines.
B) It allows ratings to be entered directly on the planning worksheet for those employees who do NOT have a performance form.
C) It allows for performance form rating overrides.
D) It allows for performance ratings to use a different rating scale.
Solutions:
| Question # 1 Answer: B | Question # 2 Answer: B,D | Question # 3 Answer: C | Question # 4 Answer: B | Question # 5 Answer: B,D |
