Updated C-THR86-2411 Dumps Questions Are Available [2025] For Passing SAP Exam
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NEW QUESTION # 27
You are implementing compensation in an EC-integrated environment you are NOT using the promotion functionality.
To where can you publish data?
Note: There are 3 correct answers to this question.
- A. Employee Details
- B. Job Information
- C. Recurring Pay Components
- D. Custom MDF Objects
- E. Compensation Information
Answer: C,D,E
NEW QUESTION # 28
Your client wants to display a paragraph in the body of the Compensation Statement that is displayed only to employees who are on a Performance Improvement Plan (PIP). An employee is on a PIP if they have a rating of 1 or 2. The standard Rating column is available on the worksheet. However, the client does not want the rating itself to ever be displayed on the Statement.
How can you satisfy this requirement?
- A. Include a Conditional Text Section on the statement using the rating field as a condition because all columns on the worksheet are available for conditional logic.
- B. Add a paragraph to the body of the Statement that states that the section applies only to those who are on a Performance Improvement
- C. Include the rating on the statement in the right section.
- D. Include the rating on the statement in the right section.
Answer: A
NEW QUESTION # 29
What action is required to enable Employee Central integration for a template?
- A. Enable field-based permissions.
- B. Update pay guide format.
- C. Provide an effective date
- D. Reload guidelines.
Answer: C
NEW QUESTION # 30
A customer wants to display a block of text on the compensation statement only if the merit increase percentage is greater than 10%. How would you proceed?
- A. Duplicate the standard merit field select the Show percent only radio button. Add this field to the statement template use it for the conditional logic.
- B. Configure a new percent field with a formula within the compensation template add this field to the statement template. Use this field in the conditional logic.
- C. Use conditional logic in the statement to only display the paragraph if merit is greater than 10.
- D. Configure an adjustment field to duplicate the merit field select the Show percent only radio button. Add this field to the statement template use it for the conditional logic.
Answer: B
NEW QUESTION # 31
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. Add help text to the Lump Sum field to notify planners only to use the field for eligible employees.
- B. Use the effective date from Job Info to check if the employee has been in this position for more than 2 years.
- C. Check if the Event Reason is New Hire the effective date is 2 years ago.
- D. Check the Hire Date field to see if the employee started at least 2 years ago.
Answer: D
Explanation:
To configure eligibility based on tenure, you can use the Hire Date field in SAP SuccessFactors to determine how long an employee has been with the company.
* Option B: "Check the Hire Date field to see if the employee started at least 2 years ago."
* By configuring an eligibility rule that references the Hire Date, you can set criteria to check if the employee's start date is at least two years before the form's effective date. This ensures only employees with over two years of tenure are eligible for the Lump Sum.
NEW QUESTION # 32
Your customer is going through a divestiture would like to extract all of the historical data from compensation planning for the divested entity prior to purging the data from SAP SuccessFactors. How can you capture the compensation data from your compensation plans? Note: There are 2 correct answers to this question.
- A. Run the Rollup report.
- B. Export from the employee history file.
- C. Run an Ad Hoc report.
- D. Export from Executive Review.
Answer: C,D
NEW QUESTION # 33
Which of the following updates require worksheets to be relaunched?
Note: There are 2 correct answers to this question.
- A. Update lookup table contents.
- B. Modify the route map.
- C. Revise field-based permissions.
- D. Update a formula in a custom column.
Answer: A,C
NEW QUESTION # 34
What checks can you make with the Check tool? Note: There are 2 correct answers to this question.
- A. Custom validations correctly configured
- B. Reportable fields correctly configured
- C. Accuracy of formula calculations
- D. Circular hierarchies for form creation
Answer: C,D
NEW QUESTION # 35
In an EC-integrated compensation worksheet, what are some of the reasons you might include a lookup table in your configuration? Note: There are 3 correct answers to this question.
- A. Holding previous year's salary by Employee ID
- B. Providing budget percentage by country
- C. Determining appropriate car allowance by grade
- D. Converting a code into its text equivalent for display
- E. Converting money values from functional to local currency
Answer: A,B,C
NEW QUESTION # 36
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.
*Use the finSalary field some custom columns to calculate the components publish those back to EC. - B. 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. - C. 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. - D. 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.
Answer: D
Explanation:
When a customer uses SAP SuccessFactors Employee Central with specific pay components and a Pay Component Group (PCG) designated for total cash (TC), integration configurations can help manage the pay components based on the planner's adjustments in the compensation module. Here's how the setup can be achieved to maximize integration and minimize manual updates:
* Option 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 and have business rules split the sum into the components."
* By mapping the total cash (TC) to the Current Salary field and using the Merit column for any updates, planners can adjust TC directly. The finSalary field can be configured to reflect the adjusted TC, which can then be published back to Employee Central. Business rules in Employee Central will then split the updated TC value among the components (SALARY, CARALLOWANCE, HOUSEALLOWANCE) based on predefined rules, ensuring that allowances remain consistent with the employee's grade.
NEW QUESTION # 37
How can you check for breaks in the Planning Manager Hierarchy?
Note: There are 2 correct answers to this question.
- A. By exporting troubleshooting information found on the Define Planners screen
- B. By changing the Method of Planner to Compensation Manager Hierarchy
- C. By using the Check Tool
- D. By using the Rollup Hierarchy report
Answer: A,C
NEW QUESTION # 38
You have configured a worksheet for a client that uses the following formula in a custom column of type Money: (curSalary lookup("budget_table",customCountry,1))/100.
The lookup table "budget_table" is configured with one input one output. There are three rows in the table:
USA = 5
GBR = 3
*=2
When the worksheet loads, the column displays correctly, but when a merit value is changed, it switches to N/A for the employee. What could be done to fix this behavior?
- A. Remove the extra parentheses.
- B. Surround the curSalary with the toString function.
- C. Surround the lookup function with the toNumber function.
- D. Change the column to be of the Amount type.
Answer: C
NEW QUESTION # 39
While validating the current cycle's 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. Remove access to Employee Profile during compensation planning.
- B. Under the permissions of the current statement(s), change the setting to Generated statements are not viewable.
- C. Use Role-Based Permissions to control access to only display previous years' statements.
- D. Disable access to all statements, including the prior years' statements.
Answer: B
NEW QUESTION # 40
What is the recommended leading practice workflow for a compensation template?
- A. Process Setup → Manager Planning → Next Level Manager Review → Final Review → Complete
- B. Manager Planning → Next Level Manager Review → Compensation Admin Review → HR Manager Planning → Complete
- C. Manager Planning → Next Level Manager Review → HR Manager Planning → Complete
- D. Process Setup Manager Planning → Next Level Manager Review → Third Level Manager Review → Complete
Answer: A
NEW QUESTION # 41
What triggers can be used to force a planner to add comments without using custom validations? Note: There are 2 correct answers to this question.
- A. When an employee's final salary is below range penetration minimum.
- B. Any time an employee is given a raise, stock, or options.
- C. An employee is NOT given a raise, stock, or options at all.
- D. When an employee's raise exceeds the range penetration maximum.
Answer: B,C
NEW QUESTION # 42
Your customer has the following requirements for their compensation plan:
1.Allow planners to make recommendations outside of the high/low values. 2. Display only the max min values in the compensation worksheet. Which guideline rule settings must you set to fulfill these requirements?
- A. In Display Settings use min-max
*Hard Limit: No
*High/Low Action: Warn - B. In Display Settings use min-max
*Hard Limit: No
*High/Low Action: Allow - C. In Display Settings use low-high
*Hard Limit: Yes
*High/Low Action: Allow - D. In Display Settings use min-max
*Hard Limit: Yes
*High/Low Action: Allow
Answer: B
Explanation:
To allow planners to make recommendations outside of the high/low values but only display max and min values on the worksheet:
* Option A: "In Display Settings use min-max, Hard Limit: No, High/Low Action: Allow"
* Min-max display shows only the minimum and maximum guideline values. Setting Hard Limit to "No" allows planners to make recommendations outside these values, and High/Low Action:
Allow enables the flexibility needed by the client.
NEW QUESTION # 43
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