Weekend Sale Limited Time 70% Discount Offer - Ends in 0d 00h 00m 00s - Coupon code: xmas50

SAP C_THR86_2405 - SAP Certified Associate - Implementation Consultant - SAP SuccessFactors Compensation

SAP C_THR86_2405 Premium Access     Download Demo    
Page: 3 / 3
Total 80 questions

A customer's salary 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, two custom fields, Country 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.

Set the Force Default On Rating Change option within guidelines to Yes.

•Make sure the Country column is reloadable Job Family is not.

B.

Ensure the default value for all merit guidelines is non-zero.

•Make sure the Country Job Family columns are both reloadable.

C.

Set the Force Default On Custom Column Change option within guidelines to Yes.

•Make sure the Country Job Family columns are both reloadable.

D.

Set the Force Default On Custom Column Change option within guidelines to Yes.

•Make sure the Country column is reloadable Job Family is not.

You configure the following salary rule in the compensation plan template:

How does the system behave?

A.

The rule prevents the planner from saving the merit increase.

•The planner must go back change their merit recommendation.

B.

A pop-up message asks the planner if the exceeded amount should be assigned to Lump Sum.

•The planner can save the merit recommendation by selecting Cancel in the pop-up message.

C.

The rule alerts the planner that the range penetration threshold has been exceeded the merit field text turns red.

•The planner can save the merit recommendation.

D.

A pop-up message asks the planner if the exceeded amount should be assigned to Lump Sum.

•The planner CANNOT save the merit increase by selecting Cancel in the pop-up message.

Your client uses a Salary Pay Matrix table for Pay Ranges. What are some Leading Practices Considerations around the maintenance use of these tables? Note: There are 2 correct answers to this question.

A.

Updates to salary ranges after forms are launched are dynamic; any changes in the table will impact completed forms.

B.

If the Template is integrated with Employee Central, Pay Range information MUST come from the EC Pay Range object.

C.

Salary range tables should always be provided in the client's Functional Currency.

D.

Do not update salary range tables that were referenced in forms that have been launched for a prior cycle.

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

A.

Process Setup → Manager Planning → Next Level Manager Review → Final Review → Complete

B.

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

C.

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

D.

Manager Planning → Next Level Manager Review → HR Manager Planning → Complete