Pass C-THR86-2305 Exam - Real Test Engine PDF with 80 Questions
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NEW QUESTION # 20
Which of the following functions in Admin Center can you use to delete compensation eets for active planners? Note: There are 2 correct answers to this question.
- A. Manage worksheets
- B. Update compensation worksheet
- C. Delete form
- D. Delete employees
Answer: A,C
NEW QUESTION # 21
Which report can aggregate compensation details from multiple plans?Note There are 2 correct answers to this question
- A. Online Report Designer
- B. Aggregate export
- C. Ad Hoc report
- D. Executive Review
Answer: B,D
NEW QUESTION # 22
You want to prevent planners from entering a negative merit increase in the compensation worksheet.
Which configu steps must you perform?
- A. 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 0.
- B. Enable a hard limit stop for the minimum merit guideline in Admin Center. Set the minimum value to
0 for all guideline formulas - C. Set e Enable Guideline Optimization setting in Admin Center delete the < comp-guideline-pattern > in the form template XML
- D. Create a guideline rule with the Force Default On Rating Change option set to Yes in Admin Center.
Delete the < comp-guideline-pattern > in the form template XML.
Answer: B
NEW QUESTION # 23
Your customer has two pay components, IDs SALARY_US and SALARY_UK, that are used for employees base salary in their respective countries, They wan for all employees on a single worksheet using the employee's periodic salary, NOT the annual value. What is the best way to accomplish this?
- A. Create a pay com t group that includes both pay components and use that for the planning
- B. Create two custom columns and map each to the pay components. Use a third custom column to display whichever is non-zero
- C. Create two t templates and use eligibility rules to ensure employees appear on the correct one
- D. Ensure the Used for Comp planning flag of the pay components is set to Comp and do NOT map to a specific pay component ID in the w
Answer: D
NEW QUESTION # 24
Your customer uses SAP SuccessFactors Employee Central and 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 and 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 and manually create import files to update EC.
- B. Map SALARY to the standard Current Salary field and TC to meritTarget*Use merit to update the TC and use custom fields to allow planners to update the allowances.*Publish each component back separately.
- C. 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.
- D. Map TC to the standard Current Salary field*Use the Merit column for the TC update.*Use the fin Salary field and some custom columns to calculate the components and publish those back to EC
Answer: C
NEW QUESTION # 25
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. Remove the extra parentheses
- B. Surround the curSalary with the toString function
- C. Surround the lookup function with the toNumber function.
- D. Change the column to be of the Amount type
Answer: C
NEW QUESTION # 26
How would you use a lookup table result in a numeric operation?
- A. Use to String to wrap the lookup field
- B. Use a custom number format.
- C. Use Amount as the column type
- D. Use to Number to wrap the lookup field
Answer: D
NEW QUESTION # 27
A customer wants to show merit increase only as an amount within the form, but they want to display the merit stage in the compensation statement. How would you proceed?
- A. Configure a new field with a formula within the statement template
- B. Configure an adjustment field to duplicate the merit field, select the Show percent only radio button and add it to the statement template
- C. Duplicate the standard merit field, select the Show percent only radio button and add this field to the statement template
- D. Configure a new percent field with a formula within the compensation template and add this field to the statement template
Answer: B
NEW QUESTION # 28
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. Local Currency Code
- B. Pay Grade
- C. Units Per Year
- D. Current Salary
- E. L FTE
Answer: A,C,D
NEW QUESTION # 29
A customer is using the following number format:
Mode: Round down
Multiple: 10 How will a value of 96.5 be displayed
- A. 90-00
- B. 900.00
- C. 960.00
- D. 100.00
Answer: A
NEW QUESTION # 30
Your non-EC customer v/ants only users in Pay Grade 1 and 2 to be ineligible for Lump Sum. Pay Grades 3 through 9 are eligible.What can you do to fulfill this requirement?Note. There are 3 correct answers to this question.
- A. Start with all employees are ineligible Using the legacy eligibility rules engine, create a rule condition that goes through the eligible Pay Grades and makes them eligible for the Lump Sum field
- B. Start with all employees are eligible Using the legacy eligibility rules engine create a rule condition that makes the Pay Grades 3 through 9 eligible for the Lump Sum field
- C. Start with all employees are ineligible using the legacy eligibility rules engine, create a rule condition that makes the Pay Grades 1 and 2 ineligible for the Lump Sum field
- D. Start with all employees are eligible Using the legacy eligibility rules engine create a rule condition that makes the Pay Grades 1 and 2 ineligible for the Lump Sum field
- E. Start with all employees are eligible In the UDF set the LUMPSUM_ELIGIBLE field to FALSE for Grades 1 and 2. and TRUE for Grades 3 through 9
Answer: A,D,E
NEW QUESTION # 31
Which tools facilitate a large volume of recommendation changes? Note: There are 2 correct answers to this question
- A. Cascading Budgets
- B. Mass action
- C. Offline Edit
- D. Edit-in place
Answer: B,C
NEW QUESTION # 32
You configure merit guidelines as shown in the attached screenshot. If an employee has a rating of 3.05 what would be the low to high guideline column in the compensation worksheet?
- A. 0%-10%
- B. 2%-4%
- C. 0%-0%
- D. 3%-5%
Answer: C
NEW QUESTION # 33
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 your Rating Label Format to show the text
- B. Create a custom column referencing a lookup table to pull in the text
- C. Update the field-based permissions for the PM Rating field
- D. Add help text to the PM Rating field
Answer: C
NEW QUESTION # 34
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 and status In the template the country is defined with field ID customCountry and the status Is defined with field ID customStatus.What is the correct syntax to calculate the adjustment budget?
- A. toNumbGr(lookupC20l8_BudgetPoor.customCountry.cu$tomStatu$.1))'curSalary
- B. toNumber(lookup('20l8_BudgetPool'.customCountry.cuslomStatus.adjuslment))'curSalary
- C. toNumberflookup('2018_BudgetPoor. customCountry customStatus2))'curSalary
- D. Adjustment))*curSalary
- E. toNumber(lookupf2018_BudgetPoor customCountrycustomStatus
Answer: A
NEW QUESTION # 35
A customer would like percentage fields to only show decimal places if they are available. For example 40 00% should display as 40%,but if the percentage calculation is 40.54%. they want to display the decimal places.What number format should you use?
- A. defPercentFormat #
- B. defPercentFormat #00
- C. defPercentFormat #
- D. defAmountFormat # ##0
Answer: B
NEW QUESTION # 36
When should you configure a compensation template using the Second Manager hierarchy?.Note There are 2 correct answers to this question.
- A. Your customer wants to include HR in their route map
- B. Your customer wants someone other than the standard manager to make compensation recommendations
- C. Your customer has more than three manager approval levels in their route map
- D. Your customer wants only directors and above to do planning
Answer: B,D
NEW QUESTION # 37
Which information is included in the rollup report? Note: There are 2 correct answers to this question
- A. The sum of budget and total spend for each planner in the hierarchy
- B. The average bonus payout amount
- C. The detail of planning decisions for each employee in the hierarchy
- D. The sum of budget and total spend for each division, department, or location
Answer: A,D
NEW QUESTION # 38
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 Allow
- B. In Display Settings use low-high*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 min-max*Hard Limit Yes*High.tow Action Allow
Answer: A
NEW QUESTION # 39
Your customer is going through a divestiture and would like to extract all of the historical data from compensation planning for the divested entity prior to purging the data from SAP SuccessFactors.How can you capture the compensation data from your compensation plans?Note. There are 2 correct answers to this question.
- A. Run an Ad Hoc report
- B. Run the Rollup report
- C. Export from Executive Review
- D. Export from the employee history file
Answer: A,C
NEW QUESTION # 40
Your client wants to ensure that planners justify their decision to NOT give an employee a merit increase. What is the best way to accomplish this?
- A. Edit the xml and add a comp-force-comment-config tag with the mode attribute set to "guideline"
- B. Edit the xml and add a comp-force-comment-config tag with the mode attribute set to "raise"
- C. Edit the xml and add a comp-force-comment-config tag with the mode attribute set to "no-raise"
Answer: B
NEW QUESTION # 41
Your customer uses SAP essfactors Employee Central and has the following setup:
Pay Component (id =
Pay Component "CARALLOWANCE")
Pay comp e Cid = "HOUSEALLOWANCE")
Payment Group (id = "TC") made up of the above three components. The Use for Compa-Ratio Calculation la s t to Yes for this group.
er performs TC (total cash) planning, that is, planners adjust the overall TC. Both the car and housing all ces are fixed values based on employee grade. If an employee is promoted on the worksheet, these allowances hange. Salary is whatever TC is left over after the new allowances are updated, w do you best implement this request while maximizing integration?
- A. Map SALARY to the standard Current Salary field and TC to meritTarget.Use merit to update the TC and 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.Use the finSalary field and some custom columns to calculate the components and publish those back to EC.
- C. 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.
- D. Map TC to the standard Current Salary field.Use the Merit column for the TC update.Extract the new TC with a report and manually create import files to update EC.
Answer: B
NEW QUESTION # 42
Your customer has implemented SAP SuccessFactors Empl Central (EC) and now wishes to implement a single global compensation template. However, only part of the organization is in Employee Central; some countries are still using SAP ERP, but there are plans to move to SAP Successfactors Employee Central over the next two years. The customer wants to use the Compensation module to plan all employees, regardless of where their employee data sits. What is the recommended approach to this scenario?
- A. Create a single EC-integrated template and use the Hybrid Template option
- B. Suggest a phased approach is the non-EC employees become part of the process later as they migrate
- C. Create a single non-integrated temp ate, export the EC employees, and import them via UDF
- D. Create two templates-one with EC integ on and one without
Answer: A
NEW QUESTION # 43
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