2024 TrainingDump SAP C-THR86-2305 Dumps and Exam Test Engine
SAP C-THR86-2305 DUMPS WITH REAL EXAM QUESTIONS
NEW 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?
- 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 min-max*Hard Limit Yes*High.tow Action Allow
- D. In Display Settings use low-high*Hard Limit Yes*High/Low Action Allow
Answer: B
NEW QUESTION # 18
You have configured a worksheet for a client that uses the following formula in a custom column of type Money (curSalary ' lookupCbudgettable" customCountry 1))/100. The lookup table 'budget_table' is configured with one input and 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 il switches to NfA for the employee What could be done to fix this behavior?
- A. Surround the lookup function with the toNumber function.
- B. Change the column to be of the Amount type
- C. Remove the extra parentheses
- D. Surround the curSalary with the toString function
Answer: A
NEW QUESTION # 19
A customer's performance process has a Final Review step at the end of the route map during which the reward team reviews the recommendations that have been made to ensure budget spend meets limits.The merit guideline is based upon performance rating, compa ratio, and two custom fields. Country and Job Family The customer wishes that the merit increase is reset to the default when the Country changes for an employee, but NOT when the Job Family changes.How can this requirement be met?
- A. Ensure the default value for all merit guidelines is non zero*Make sure the Country and Job Famity columns are both reloadable
- B. Set the Force Default On Rating Change option within guidelines to Yes*Make sure the Country column is reloadable and Job Family is not.
- C. Set the Force Default On Custom Column Change option within guidelines to Yes*Make sure the Country column is reloadable and Job Family is not
- D. Set the Force Default On Custom Column Change option within guidelines to Yes*Make sure the Country and Job Famity columns are both reloadable
Answer: C
NEW QUESTION # 20
Your client would like a specific population of inactive employees to be included in the worksheet.Which combination of settings allows you to achieve this?
- A. Select 'All employees are eligible" under Eligibility Settings, and update eligibly rules to EXCLUDE the desired inactive employees
- B. Select 'Including Inactive Users' when defining the Method of Planner, select 'All employees are eligible" under Eligibility Settings and update eligibility rules to EXCLUDE the undesired inactive employees
- C. Select "All employees are eligible' under Eligibility Settings, and update eligibility rules to INCLUDE the desired inactive employees
- D. Select 'Including Inactive Users' when defining the Method of Planner, select 'All employees are eligible" under Eligibility Settings and update eligibility rules to INCLUDE the desired inactive employees.
Answer: D
NEW QUESTION # 21
Your customer has the following requirements for their compensation plan:
1. Use a hard stop in the customer's guidelines
2. Display only the high and low values in the compensation worksheet.
3. Display a prompt message to planners if they go outside of the high/low values. Which guideline rule settings must you set to fulfill these requirements?
- A. LOW HIGH
.HARD LIMIT:YES HIGH/LOW ACTION:ALLOW - B. LOW HIGH
.HARD LIMIT:YES
HIGH/LOW ACTION:WARN - C. MIN-MAX
.HARD LIMIT:YES HIGH/LOW ACTION:ALLOW
Answer: B
NEW QUESTION # 22
Your client wants to restrict entry into the Lump Sum field to only members of the reward team.How can you achieve this?
- A. Update guidelines to put a hard stop on the Lump Sum field and set all of the guideline values to 0
- B. Set the Lump Sum field to read-only to prevent planners from using it
- C. Use mass actions through the Executive Review
- D. Use field-based permissions on the Lump Sum field and a permission group of named individuals
Answer: D
NEW QUESTION # 23
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?
- A. Set SALARY_PRORATING in the user data file ) to the percent that the employees work full time C.
- B. Add the standard FTE field to the compensation plan template.
- C. Set in the user file (UDF) to FULL-TIME or PART-TIME
- D. Set XML attribute isActualSalarylmp rte to True in the compensation plan template
Answer: B
NEW QUESTION # 24
When should you configure a compensation template using the Second Manager hierarchy?
- A. Your customer wants to include inactive employees on the compensation worksheets
- B. Your customer wants someone other than the standard manager to make compensation recommendations.
- C. Your customer wants both the standard manager and the matrix manager to approve compensation.
- D. Your customer has more than three manager approval levels in their route map.
Answer: B
NEW QUESTION # 25
An has changed and you need to assign the employee to a different compensation form. When importing the u data file (UDF) and updating the compensation worksheets, which option must you select to reflect this change?
- A. Automatic an route document transfer to new manager
- B. Add new user to compensation form
- C. Automatic inbox document transfer to new manager
- D. Move user's compensation data from old manager to current manager
Answer: D
NEW QUESTION # 26
Your customer has employees in five different countries In those countries, a total of three different languages are used English. German and French. The end-of-cycle compensation statement needs to be in each of those three languages.How can you accomplish this using the standard compensation statement template?
- A. Create one version of the statement Clone the statement and translate the text into the two other languages.Use statement groups based on the employee preferred language to appropriately assign the template.
- B. Create one version of the statement that has all three languages sequentially.Assign this template to all employees.
- C. You need to use a custom statement.Use statement groups based on the employee country to appropriately assign the template.
- D. Create one version of the statement Clone the statement and translate the text into the two other languages.Use statement groups based on the employee country to appropriately assign the template.
Answer: D
NEW QUESTION # 27
Your customer has part-time and full-time employees. You notice that for part-time employees, their compa-ratio in EC is different than in Compensation. What do you configure in the system to have it calculate the correct compa-ratio and take into account the FTE?
- A. Set SALARY_PRORATING in the user data file (UDE) to the percent that the employees work full time
- B. Set the XML attribute isActualSalarylmported to True in the compensation plan template
- C. Set the XML attribute isActualSalarylmported to False in the compensation plan template
- D. Set COMPENSATION_SAL_RATE_TYPE in the user data file (UDF) to FULL-TIME or PART-TIME
Answer: C
NEW QUESTION # 28
Which of the following requires the use of custom validations?Note There are 2 correct answers to this question
- A. An error message when planners enter a promotion without changing pay grade
- B. An error message when adjustments are entered in two different fields
- C. An error message when the maximum guideline is exceeded
- D. A warning message when the budget is exceeded
Answer: A,B
NEW QUESTION # 29
What is the recommended leading practice workflow for a compensation template?
- A. Process Setup -> Manager Planning -> Next Level Manager Review -> Final Review -> Compl
- B. Manager Planning -> Next Level Manager Review -> HR Manager Planning -> Complete
- C. Manager Planning -> Next Level Manager Review -> Compensation Admin Review -> HR Manager Planning -> Complete
- D. Process Setup -> Manager Planning -> Next Level Manager Review -> Third Level Manager Review -> C ete
Answer: C
NEW QUESTION # 30
You ate implementing an EC-inlegrated template. Which compensation fields are commonly mapped to a pay component or pay component group?Note. There are 3 correct answers to this question.
- A. Units Per Year
- B. Current Salary
- C. Pay Grade
- D. Local Currency Code
- E. L FTE
Answer: A,B,D
NEW QUESTION # 31
Which of the following is possible without need for custom validations? Note: There are 2 correct answers
- A. warning message when the budge is exceeded
- B. An error message when planners enter a promotion without changing pay grade
- C. An error message when adjustments are entered in two different fields
- D. An error message when maximum guideline is exceeded
Answer: A,D
NEW QUESTION # 32
Your client requests that no employee be eligible for a merit increase greater than 10%.Which configuration steps must you perform?
- A. Enable a hard limit stop for the merit guideline in Admin Center*Set the maximum value to 0 10 for all guideline formulas
- B. Enable a hard limit stop for the merit guideline in Admin Center.*Set the maximum value to 10 for all guideline formulas
- C. Set the guideline pattern to be low-high*Set the high value for all guidelines to be 10.
- D. 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
Answer: B
NEW QUESTION # 33
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