C_THR86_2411 HOT QUESTIONS & RELIABLE C_THR86_2411 TEST SIMULATOR

C_THR86_2411 Hot Questions & Reliable C_THR86_2411 Test Simulator

C_THR86_2411 Hot Questions & Reliable C_THR86_2411 Test Simulator

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SAP Certified Associate - Implementation Consultant - SAP SuccessFactors Compensation Sample Questions (Q69-Q74):

NEW QUESTION # 69
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. A warning message when the budget is exceeded
  • C. An error message when the maximum guideline is exceeded
  • D. An error message when adjustments are entered in two different fields

Answer: A,B


NEW QUESTION # 70
Which compensation permissions are typically enabled in role-based permissions for Human Resources Business Partners?
Note: There are 2 correct answers to this question.

  • A. Manage Compensation Forms
  • B. Compensation Management
  • C. Executive Review Export
  • D. Generate Statements

Answer: B,C


NEW QUESTION # 71
Your customer has part-time 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 take into account the FTE?

  • A. Set the XML attribute isActualSalaryImported to True in the compensation plan template ensure standard FTE field is used.
  • B. Set the XML attribute isActualSalary Imported to False in the compensation plan template ensure standard FTE field is used.
  • C. Create a custom Amount column to store FTE rather than using the standard FTE column.
  • D. Add values in the EC Pay Range object to align with each FTE.

Answer: B


NEW QUESTION # 72
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 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.
  • 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.
    *Use the finSalary field some custom columns to calculate the components publish those back to 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 # 73
You create a test user data file (UDF) for use with a compensation template. The template uses the Second Manager hierarchy. The CEO is head of both hierarchies.
In the user record of the CEO, what values would you use for the MANAGER SECOND_MANAGER columns?

  • A. MANAGER: NO_MANAGER
    *SECOND_MANAGER: NO_MANAGER
  • B. MANAGER: blank
    *SECOND MANAGER: NO_MANAGER
  • C. MANAGER: NO_MANAGER
    *SECOND MANAGER: blank
  • D. MANAGER: blank
    *SECOND MANAGER: blank

Answer: A


NEW QUESTION # 74
......

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