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SAP C_THR86_2411 - SAP Certified Associate - Implementation Consultant - SAP SuccessFactors Compensation

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Total 80 questions

What are some SAP recommended guiding principles to achieve clean core operations? Note: There are 3 correct answers to this question.

A.

Integrate clean core practices in the end-to-end value process chain.

B.

Establish an organizational structure, technical foundation, transformation methodology for clean core.

C.

Establish release management.

D.

Establish regular housekeeping tasks procedures.

E.

Define roles responsibilities as part of a process transformation office.

Which of the following can you use to explore released APIs?

A.

SAP Application Interface Framework

B.

SAP Integration Suite

C.

SAP Business Accelerator Hub

When generating compensation statements you notice that only the number is appearing for the rating, not the text. How can you correct this?

A.

Update the field-based permissions for the PM Rating field.

B.

Add help text to the PM Rating field.

C.

Create a custom column referencing a lookup table to pull in the text.

D.

Change the rating scale in Performance Management.

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 customer uses a look-up table to calculate custom budgets, as shown in the screenshot. The budget is based on an employee's country status. In the template, the country is defined with field ID customCountry the status is defined with field ID customStatus.

What is the correct syntax to calculate the adjustment budget?

A.

toNumber(lookup("2018_BudgetPool", custom Country,customStatus,1))"'curSalary

B.

toNumber(lookup("2018_BudgetPool,custom Country, customStatus, Adjustment))*curSalary

C.

toNumber(lookup("2018_BudgetPool", custom Country.customStatus,2))"'curSalary

D.

toNumber(lookup("2018_BudgetPool", custom Country,customStatus,adjustment))"curSalary

A customer wants to display a block of text on the compensation statement only if the merit increase percentage is greater than 10%. How would you proceed?

A.

Configure a new percent field with a formula within the compensation template add this field to the statement template. Use this field in the conditional logic.

B.

Use conditional logic in the statement to only display the paragraph if merit is greater than 10.

C.

Duplicate the standard merit field select the Show percent only radio button. Add this field to the statement template use it for the conditional logic.

D.

Configure an adjustment field to duplicate the merit field select the Show percent only radio button. Add this field to the statement template use it for the conditional logic.

Your EC-integrated client has employees in several countries. While all the countries are planned on the same worksheet at the same time, there are slight differences in the Effective Dates of the new salaries when they are published back to EC.

How can this requirement be met through configuration?

A.

Create a lookup table that contains the different dates that uses country as an input.

•Create a custom date column that reads from the lookup table based on employee country.

•Map the column ID of the custom date column to the "start-date" of the pay component in the XML.

B.

Create a lookup table that contains the different dates that uses country as an input.

•Map the lookup table name to the "start-date" of the pay component in the XML.

C.

On the Employee Central Settings screen in Compensation Home, set the Effective Date to be that of the largest country.

•Use the Publish Selected Employees in Employee Central to publish the data for this country.

•Manually modify the effective date to be that of the next country publish the data for them. Repeat for all countries.

D.

Enter the effective date for the largest country in the Employee Central Settings screen.

•Publish the results of the planning for all countries.

•Manually modify the effective dates of the resulting EC data for the smaller countries.

What triggers can be used to force a planner to add comments without using custom validations? Note: There are 2 correct answers to this question.

A.

Any time an employee is given a raise, stock, or options.

B.

When an employee's raise exceeds the range penetration maximum.

C.

An employee is NOT given a raise, stock, or options at all.

D.

When an employee's final salary is below range penetration minimum.

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: No

•High/Low Action: Allow

B.

In Display Settings use min-max

•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 low-high

•Hard Limit: Yes

•High/Low Action: Allow

A customer is using the following number format: ###0 Mode: Round down Multiple: 100. How will a value of 9575.50 be displayed?

A.

9500

B.

9570

C.

9000

D.

9600