SAP C-THR86-2405 REAL DUMPS FREE - C-THR86-2405 LATEST PRACTICE MATERIALS

SAP C-THR86-2405 Real Dumps Free - C-THR86-2405 Latest Practice Materials

SAP C-THR86-2405 Real Dumps Free - C-THR86-2405 Latest Practice Materials

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SAP C-THR86-2405 Exam Syllabus Topics:

TopicDetails
Topic 1
  • Reports and Workflows: The proficiency in creating, enabling, and exporting reports and workflows will be evaluated. This section of the exam focuses on the ability of a SAP partner consultant to generate critical data insights and automate processes, essential for efficient compensation management.
Topic 2
  • Compensation Statements: The exam will assess your expertise in configuring compensation statements. You will need to showcase your knowledge of how to set up these SAP statements so that they accurately reflect employee compensation, ensuring clarity and transparency in communication.
Topic 3
  • Set Up Import Tables: Your expertise in configuring and modifying import tables will be tested. You need to illustrate your ability to manage data imports efficiently, ensuring that compensation data is accurately integrated into the system.
Topic 4
  • Compensation Plan Guidelines: In this section, SAP partner consultants will be evaluated on their abilities to configure compensation plan guidelines. Candidates must demonstrate their capacity to set up guidelines that align with company policies and industry standards, ensuring fair and consistent compensation practices.
Topic 5
  • Permissions: The exam will assess your capability to set up permissions effectively. As an aspiring SAP partner consultant, you will need to show how well you can manage access controls to safeguard sensitive compensation data while ensuring that the right users have access to the necessary functionalities.

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C-THR86-2405 Latest Practice Materials, C-THR86-2405 Sample Questions Answers

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SAP Certified Associate - Implementation Consultant - SAP SuccessFactors Compensation Sample Questions (Q42-Q47):

NEW QUESTION # 42
Your customer has the requirement where both sales and non-sales employees are included on a single compensation template. However, only sales employees are eligible for a lump sum award How can you configure a single standard compensation statement template to ensure that just sales employees have a Lump Sum item displayed on their letter?

  • A. You can include the Lump Sum item in the statement template and put a disclaimer in the signature section alerting non-sales employees that that item pertains only to sales employees
  • B. You can hide the Lump Sum column on the compensation worksheet using Field-Based Permissions If the column is hidden on the worksheet, it won t appear on the statement
  • C. You can include the Lump Sum item in the statement template and set a condition on its display so that it will only be shown if it is greater than 0

Answer: C


NEW QUESTION # 43
Which of the following scenarios involving a Lookup table are valid solutions to a customer requirement?
Note: There are 2 correct answers to this question.

  • A. To determine the proper Event Reason for EC publishing based on employee Country.
  • B. To determine the median salary of an employee based upon Pay Grade, Legal Entity, FTE.
  • C. To determine a budget percentage that is based upon employee Country Job Category.
  • D. To choose between two Event Reasons for EC publishing based upon whether an employee received a promotion with their pay adjustment.

Answer: A,C


NEW QUESTION # 44
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 isActualSalary Imported to False in the compensation plan template ensure standard FTE field is used.
  • B. Set the XML attribute isActualSalaryImported to True 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: A


NEW QUESTION # 45
What are some general principles for creating Route Maps for client projects? Note: There are 2 correct answers to this question.

  • A. Use reporting Executive Review for reviewing trends aggregate budgets.
  • B. Only include those that would alter a decision, not simply review.
  • C. Use a Signature step so the employee is aware of the decisions once the form is marked as "Complete".
  • D. Use the "Get Feedback" function to allow people outside the hierarchy to comment on the decisions.

Answer: A,B


NEW QUESTION # 46
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.
    *Extract the new TC with a report manually create import files to update EC.
  • 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 have business rules split the sum into the components.
  • C. 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.
  • D. 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.

Answer: B

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. ThefinSalaryfield 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 # 47
......

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