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SAP C-THR86-2411 Exam Syllabus Topics:

SAP Certified Associate - Implementation Consultant - SAP SuccessFactors Compensation Sample Questions:

1. 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: Yes
*High/Low Action: Allow
B) In Display Settings use low-high
*Hard Limit: Yes
*High/Low Action: Allow
C) In Display Settings use min-max
*Hard Limit: No
*High/Low Action: Warn
D) In Display Settings use min-max
*Hard Limit: No
*High/Low Action: Allow

2. How can the compRating field be used to enhance the compensation worksheet? Note: There are 2 correct answers to this question.

A) It allows for performance form rating overrides.
B) It allows for performance ratings to use a different rating scale.
C) It allows a second rating field for guidelines.
D) It allows ratings to be entered directly on the planning worksheet for those employees who do NOT have a performance form.

3. Which information is included in the rollup report? Note: There are 2 correct answers to this question.

A) The detail of planning decisions for each employee in the hierarchy
B) The average bonus payout amount
C) The sum of budget total spend for each division, department, or location
D) The sum of budget total spend for each planner in the hierarchy

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.
*Use the finSalary field some custom columns to calculate the components publish those back to EC.
B) 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.
C) 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.
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. 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) Add help text to the Lump Sum field to notify planners only to use the field for eligible employees.
C) Check the Hire Date field to see if the employee started at least 2 years ago.
D) Check if the Event Reason is New Hire the effective date is 2 years ago.

Solutions: