Prepare Top SAP C_THR86_2205 Exam Study Guide Practice Questions Edition [Q17-Q32]

Topic	Details
Topic 1	Configure compensation worksheets Compensation Worksheets
Topic 2	Configure compensation plan guidelines Compensation Plan Guidelines
Topic 3	Create, enable, and export reports and workflows Reports and Workflows

NO.17 By default, how is budget allocation determined in Rewards and Recognition?

Standard hierarchy of Admin

Standard hierarchy of Nominee

Standard hierarchy of Planner

Standard hierarchy of Nominator

NO.18 In order to trigger a dynamic workflow when an employee receives an award amount above a specific value in Rewards and recognition, what base object must be used in the business rule?

Spot Award Category

Spot Award Program

Spot award Level

Spot Award

NO.19 You configure the following salary rule in the compen useFor=”merit” benchmark=”range-penetration” actionO [comp-salary-rule-threshold > <message-on-exceed

The ru s the planner that the range penetration threshold has been exceeded and the merit Field text turns red ‘-‘ Tlt,p anner can save the merit recommendation

A pop-up message the planner if the exceeded amount should be assigned to Lump Sum *-‘The planner ve the merit recommendation by selecting Cancel in the pop-up message

The rule prevents the planner from saving the merit increase. The planner must go back and change their merit recommendation

A pop-up message asks the planner if the exceeded amount should be assigned to Lump Sum. The planner CANNOT h merit increase by selecting Cancel in the pop-up message

NO.20 Your customer has implemented SAP SuccessFactors Empl Central (EC) and now wishes to implement a single global compensation template. However, only part of the organization is in Employee Central; some countries are still using SAP ERP, but there are plans to move to SAP Successfactors Employee Central over the next two years. The customer wants to use the Compensation module to plan all employees, regardless of where their employee data sits. What is the recommended approach to this scenario?

Create a single non-integrated temp ate, export the EC employees, and import them via UDF

Create a single EC-integrated template and use the Hybrid Template option

Create two templates-one with EC integ on and one without

Suggest a phased approach is the non-EC employees become part of the process later as they migrate

NO.21 Your client would like a specific population of inactive employees to be include in the worksheets. Which combination of settings allows you to achieve this?

Select “Including Inactive Users: when defining the method of planners, select “All employees are eligible “,under Eligibility settings, and update eligibility rules to EXCLUDE the desired inactive employees

Select” All employees are eligible ” under eligibility settings and update eligibility rules to INCLUDE the desired inactive employees

Select “Including Inactive Users: when defining the method of planners, select “All employees are eligible” ,under Eligibility settings, and update eligibility rules to INCLUDE the desired inactive employees

Select” All employees are eligible ” under eligibility settings and update eligibility rules to EXCLUDE the desired inactive employees

NO.22 Which of the following functions in Admin Center can you use to delete compensation eets for active planners? Note: There are 2 correct answers to this question.

Update compensation worksheet

Manage worksheets

Delete employees

Delete form

NO.23 37.You create a test user data file (UDF) for use with a compensation template. The template uses the Sec Manager hierarchy. The CEO is head of both hierarchies. In the user record of the CEO, what values would u for the MANAGER and SECOND MANAGER columns?

MANAGER: blank Q SECOND MANAGER: NO MANAGER

MANAGER: NO_MANAGER SECOND MANAGER: blank

MANAGER: blank SECOND MANAGER: blank

MANAGER: NO MANAGER SECOND MANAGER: NO MANAGER

NO.24 Your clients HR team wants higher level planner to track where forms reside in the process and reach out to their team’s planners, who are behind schedule, via email. What should you recommend to the client?

Access summary tab under compensation home

Use executive review from the compensation menu

Configure the FORM status file on the homepage

Review the org chart in company info

NO.25 Your customer wants to include confidential information on the planning form that is visible only to the HR team and NOT to planners.

How can you achieve this?

Configure a custom field for the confidential data as reportable.

Configure a custom field for the confidential data and set the field to read-only.

Configure a custom field for the confidential data and use field-based permissions.

Configure a custom field and check the “hide this column on the form” box.

NO.26 Your customer has part-time and full-time employees. What do you figure in the system to have it calculate the compa-ratio, range penetration, current salary, and adjusted sa nges?

Add the standard FTE field to the compensation plan template.

Set in the user file (UDF) to FULL-TIME or PART-TIME

Set SALARY_PRORATING in the user data file ) to the percent that the employees work full time C.

Set XML attribute isActualSalarylmp rte to True in the compensation plan template

NO.27 Which of the following customer scenarios is a good use of the Suppress Statement function?

Employees with NO change in salary do NOT get a statement

Employees in one country get a statement at a different time from those in other countries

Employee did NOT receive a merit increase get a different statement from those who did.

Retiring employees do NOT get a statement t Up Import Tables

NO.28 You configure merit guidelines as shown in the attached screenshot. If an employee has a rating of 3.05 what would be the low to high guideline column in the compensation worksheet?

3%-5%

2%-4%

0%-10%

0%-0%

NO.29 Which compensation permissions are typically enabled in role-based permission resources business partners? Note: There are 3 correct answers to this question

Executive Review Read

Edit Employee History

Run Ad Hoc Reports

Compensation Management

Manage Plan Template

NO.30 What happens to compensation forms when the conversion tables is updated during the planning period?

Change is dynamic to in progress forms

In-progress forms are only affected when Update all worksheets is run

Only completed forms are completed

In-progress forms NOT affected

NO.31 Your customer has an Employee Central integrated template with an effective date of March 1, 2020. 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, 2020, with a start date of March 1, 2020.
An employee gets promoted on February 14, 2020, which includes a pay grade change.
What is the effect on the value that is displayed when the planner opens the worksheet on March 5, 2020?

employee becomes ineligible

new paygrade is displayed

The pay grade remains the same as it was when the forms were created

new forms need to be created because an error will be shown

NO.32 Each employee has a custom number code assigned to them. However, your customer wants to display they have instead of the code on the worksheet. If the code is NOT in the table, the customer wants blanks to be displayed. What would you define as the last row in your lookup table?

FALSE as the input agreement with blanks as the output

An asterisk input agreement with blanks as the output

N/A as the input value/key with blanks as the output

A blank in the input agreement with blanks as the output

Duration:	180 mins
Exam:	80 questions
Sub-solution:	SuccessFactors
Languages:	English

Prepare Top SAP C_THR86_2205 Exam Study Guide Practice Questions Edition [Q17-Q32]

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