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Free and Premium SAP C_THR86_2311 Dumps Questions Answers

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SAP Certified Application Associate - SAP SuccessFactors Compensation 2H/2023 Questions and Answers

Question 1

Your customer would Ike the Reward team to be able to override the final salary of the employee by directly entering in the final amount in Executive Review.However, they want to make sure that this is only posstole during the last week of the planning cycle How can you achieve this?

Options:

A.

Create a custom editable Money field and use custom validation to check that values are not entered until the correct date.

B.

Create a custom read-only Money field and change read-only to No on the correct date.

C.

Create a custom editable Money field In the formula to calculate the final salary, use the dateDIffO function to determine if the custom column can override the calculated value.

D.

Create a custom editable Money field with field-based permissions set to read-only Change the permissions to editable on the correct date.

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Question 2

You set up a merit guideline rule based on the performance rating and country. You configure guideline formulas as shown in the screenshot. See image below.

An employee in the USA has a rating of 4. What would be their default merit increase?

Options:

A.

0

B.

0.01

C.

0.02

D.

0.04

Question 3

You configured merit guidelines as shown in the screenshot.

If an employee has a range penetration of 24% what would be the low to high guideline that would appear in the merit guideline column in the compensation worksheet?

Options:

A.

O 2%-4%

B.

3%-5%

C.

0%-0%

D.

O 1%-2%

Question 4

Which of the following customer scenarios is a good use of the Suppress Statement function?Note There are 2 correct answers to this question.

Options:

A.

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

B.

Employees who are on a performance improvement plan get a different statement from those who are not

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

Question 5

In provisioning for your customer’s instance you select the ’Assign default required field values for new users if none specified' option You want to import a compensation-specific user data file (UDF). Which columns are required.Note. There are 2 correct answers to this question.

Options:

A.

STATUS

B.

USERNAME

C.

USERID

D.

MANAGER

Question 6

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?

Options:

A.

The end date of the customer's fiscal year

B.

December 31 of the current year

C.

The proration end date configured in the compensation template

D.

The end date of the compensation worksheet

Question 7

A customer is using the following number format Mode Round down Multiple 100 How will a value of 9575 50 be displayed?

Options:

A.

9000

B.

9600

C.

9500

D.

9570

Question 8

When would you run the Update All Worksheets function?Note There are 3 correct answers to this question.

Options:

A.

When there has been an update to a lookup table

B.

When an administrator changes the layout of the compensation plan template to add a new column

C.

When there has been a change to an eligibility rule

D.

When an administrator makes a change to Field Based Permissions

E.

When a performance rating is updated

Question 9

Each employes has a custom number code assigned to them. However, your customer wants to display the name 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?

Options:

A.

A blank In the input agreement with blanks as the output

B.

FALSE as the input agreement with blanks as the output

C.

An asterisk (’) in the input agreement with blanks as the output

D.

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

Question 10

Your client wants to ensure that planners justify their decision to NOT give an employee a merit increase.What is the best way to accomplish this?

Options:

A.

Q Use custom validations with the formula if(merit>0.’FALSE .'TRUE

B.

Under Define Standard Validation Rules add a Force Comment Rule with the mode set to 'no-raise '

C.

Edit the XML and add a comp-force-comment-config tag with the mode attribute set to 'guideline ’

D.

Under Define Standard Validation Rules add a Force Comment Rule with the mode set to 'raise ’

Question 11

What is the recommended leading practice workflow for a compensation template?

Options:

A.

Process Setup — Manager Planning — Next Level Manager Review — Third Level Manager Review — Complete

B.

Process Setup — Manager Planning — Next Level Manager Review — Final Review -» Complete

C.

Manager Planning — Next Level Manager Review — Compensation Admin Review — HR Manager Planning — Complete

D.

Manager Planning — Next Level Manager Review — HR Manager Planning — Complete

Question 12

Your client wants to restrict entry into the Lump Sum field to only members of the reward team.How can you achieve this?

Options:

A.

Use mass actions through the Executive Review

B.

Update guidelines to put a hard stop on the Lump Sum field and set all of the guideline values to 0

C.

Set the Lump Sum field to read-only to prevent planners from using it

D.

Use field-based permissions on the Lump Sum field and a permission group of named individuals

Question 13

A customer would like percentage fields to only show decimal places if they are available. For example 40 00% should display as 40%,but if the percentage calculation is 40.54%. they want to display the decimal places.What number format should you use?

Options:

A.

defAmountFormat # ##0

B.

defPercentFormat #

C.

defPercentFormat #00

D.

defPercentFormat #

Question 14

In an EC-integrated compensation worksheet what are some ol the reasons you might include a lookup table in your configuration.Note There are 3 correct answers to this question.

Options:

A.

Providing budget percentage by country

B.

Holding previous year's salary by Employee ID

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

Question 15

Your client requests that no employee be eligible for a merit increase greater than 10%.Which configuration steps must you perform?

Options:

A.

Set the guideline pattern to be low-high•Set the high value for all guidelines to be 10.

B.

Create a guideline rule with the High/Low Action option set to Allow in Admin Center.•Define each guideline formula with a default value of 10

C.

Enable a hard limit stop for the merit guideline in Admin Center.•Set the maximum value to 10 for all guideline formulas

D.

Enable a hard limit stop for the merit guideline in Admin Center•Set the maximum value to 0 10 for all guideline formulas

Question 16

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?

Options:

A.

Update the Rating Label Format to Number-Text under Display Settings

B.

Change the labels in the rating scale to include both the number and text

C.

Create a lookup table with the number and text

D.

Create a new custom field with a formula under Column Designer

Question 17

Your customer has the following requirements for their compensation plan.1.Allow planners to make recommendations outside of the highlow values.2.Display only the max and min values in the compensation worksheet.Which guideline rule settings must you set to fulfill these requirements?

Options:

A.

In Display Settings use min-max•Hard Limit No •High/Low Action Warn

B.

In Display Settings use min-max•Hard Limit Yes•High.tow Action Allow

C.

In Display Settings use min-max•Hard Limit No•High/Low Action Allow

D.

In Display Settings use low-high•Hard Limit Yes•High/Low Action Allow

Question 18

Your client wants managers to see a graph of the average salary increase percentage for each performance rating for their entire reporting hierarchy. How can you achieve this?Note. There are 3 correct answers to this question.

Options:

A.

Grant all planners access to the Executive Review and use the standard YouCalc widget

B.

Create a Tile report and add it to a dashboard for view in the Salary worksheet's Insights icon

C.

Create an Ad Hoc report and share it with all planners

D.

Create a Tile report and add it to a dashboard for view on the planner s homepage

E.

Add the standard YouCalc widget to the worksheet template and have planners access it whie they do their planning

Question 19

Your EC-integtated client wishes to plan on monthly salaries (or employees in the UK. but on annual salaries for employee in the US All employees have their salaries stored in EC with a single pay component with a frequency of monthly' because of payroll integration constraints.Which of the following options is a solution for this requirement?

Options:

A.

Use two different pay components for salary with the US one having the ‘Use for Comp Planning' set to ’None' and lhe UK one set to ’Comp "

B.

Include the unitsPerYear standard column and set it to 12

C.

Use two templates with one having curSalary mapped to the pay component and the other on the pay component group

D.

Use meritTarget set to the pay component value divided by 12

Question 20

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.

Options:

A.

Create a custom validation of type Error to ensure that the column curRatio is less than 125

B.

Create a custom validation of type Error to ensure that the column compaRatio is less than 125

C.

Create a standard vaBdation of type 'splitOrDisallov/' and action 'exceed' with the Threshold at 125

D.

Create a standard validation of type 'disallow and action 'exceed with the Threshold at 125.

Question 21

Your non-EC customer v/ants only users in Pay Grade 1 and 2 to be ineligible for Lump Sum. Pay Grades 3 through 9 are eligible.What can you do to fulfill this requirement?Note. There are 3 correct answers to this question.

Options:

A.

Start with all employees are eligible In the UDF set the LUMPSUM_ELIGIBLE field to FALSE for Grades 1 and 2. and TRUE for Grades 3 through 9

B.

Start with all employees are ineligible Using the legacy eligibility rules engine, create a rule condition that goes through the eligible Pay Grades and makes them eligible for the Lump Sum field

C.

Start with all employees are eligible Using the legacy eligibility rules engine create a rule condition that makes the Pay Grades 1 and 2 ineligible for the Lump Sum field

D.

Start with all employees are ineligible using the legacy eligibility rules engine, create a rule condition that makes the Pay Grades 1 and 2 ineligible for the Lump Sum field

E.

Start with all employees are eligible Using the legacy eligibility rules engine create a rule condition that makes the Pay Grades 3 through 9 eligible for the Lump Sum field

Question 22

Which of the following requires the use of custom validations?Note There are 2 correct answers to this question

Options:

A.

An error message when the maximum guideline is exceeded

B.

An error message when adjustments are entered in two different fields

C.

An error message when planners enter a promotion without changing pay grade

D.

A warning message when the budget is exceeded

Question 23

You create a test user data tile

Options:

A.

MANAGER blank

B.

SECOND.MANAGER blank

C.

MANAGER NO.MANAGER SECOND.MANAGER blank

D.

MANAGER NO.MANAGER SECOND.MANAGER NO MANAGER MANAGER blank

E.

SECOND.MANAGER NO.MANAGER

Question 24

What happens when a mass change violates the guideline hard stops?

Options:

A.

Guideline hard stops will be skipped

B.

Employees' recommendations will be skipped

C.

Guideline will adjust on a pro rata basis

D.

Employees are brought to max of range

Exam Detail
Vendor: SAP
Certification: SAP Certified Application Associate
Exam Code: C_THR86_2311
Exam Name: SAP Certified Application Associate - SAP SuccessFactors Compensation 2H/2023
Last Update: Nov 24, 2024
C_THR86_2311 Question Answers
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Total 80 questions
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