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SAP C_THR86_2405 Exam Syllabus Topics:
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NEW QUESTION # 46
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 min-max*Hard Limit Yes*High.tow Action Allow
- C. In Display Settings use low-high*Hard Limit Yes*High/Low Action Allow
- D. In Display Settings use min-max*Hard Limit No *High/Low Action Warn
Answer: A
NEW QUESTION # 47
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. defAmountFormat # ##0
- B. defPercentFormat #
- C. defPercentFormat #
- D. defPercentFormat #00
Answer: D
NEW QUESTION # 48
Your customer has implemented SAP SuccessFactors Employee 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 for 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. Create two templates - one with EC integration and one without
- C. Suggest a phased approach where the non-EC employees become part of the process later as they migrate
- D. Create a single non-integrated template export the EC employees and import them via UDF
Answer: A
NEW QUESTION # 49
You configure the following salary rule in the compensation plan template,see Image.
How does the system behave?
- A. The rule alerts the planner that the range penetration threshold has been exceeded and the merit field text turns red*The planner can save the merit recommendation.
- B. The rule prevents the planner from saving the merit increase*The planner must go back and change their merit recommendation.
- C. 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
- 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
Answer: C
NEW QUESTION # 50
A customer's performance 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, and two custom fields. Country and Job Family The customer wishes that the merit increase is reset to the default when theCountry changes for an employee, but NOT when the Job Family changes.How can this requirement be met?
- A. Ensure the default value for all merit guidelines is non zero*Make sure the Country and Job Famity columns are both reloadable
- B. Set the Force Default On Custom Column Change option within guidelines to Yes*Make sure the Country and Job Famity columns are both reloadable
- C. Set the Force Default On Rating Change option within guidelines to Yes*Make sure the Country column is reloadable and Job Family is not.
- D. Set the Force Default On Custom Column Change option within guidelines to Yes*Make sure the Country column is reloadable and Job Family is not
Answer: D
NEW QUESTION # 51
For which customer requirement do you need to develop a custom statement?
- A. Different statements per employee group
- B. Pie graph showing compensation element attribution
- C. Field visibility is conditional on amount
- D. Mix of data from compensation and variable pay
Answer: B
NEW QUESTION # 52
Your customer would Ike the Reward team to be able to override the final salary of the employee by directly entering in the final amount in Executive Review.However, they want to make sure that this is only posstole during the last week of the planning cycle.How can you achieve this?
- A. Create a custom read-only Money field and change read-only to No on the correct date.
- B. Create a custom editable Money field with field-based permissions set to read-only Change the permissions to editable on the correct date
- C. Create a custom editable Money field In the formula to calculate the final salary, use the dateDIffO function to determine if the custom column can override the calculated value
- D. Create a custom editable Money field and use custom validation to check that values are not entered until the correct date
Answer: B
NEW QUESTION # 53
Each employes has a custom number code assigned to them. However, your customer wants to display the name instead of the code on the worksheet If the code is NOT in the table, the customer wants blanks to be displayed.What would you define as the last row in your lookup table?
- A. A blank In the input agreement with blanks as the output
- B. FALSE as the input agreement with blanks as the output
- C. O N/A as the input value.key with blanks as the output
- D. An asterisk (') in the input agreement with blanks as the output
Answer: D
NEW QUESTION # 54
Your customer has part-time and 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 and take into account the FTE?
- A. Set SALARY_PRORATING in the user data file (UDE) to the percent that the employees work full time
- B. Set the XML attribute isActualSalarylmported to False in the compensation plan template
- C. Set COMPENSATION_SAL_RATE_TYPE in the user data file (UDF) to FULL-TIME or PART-TIME
- D. Set the XML attribute isActualSalarylmported to True in the compensation plan template
Answer: B
NEW QUESTION # 55
What action is required to enable Employee Central integration for a template?
- A. Reload guidelines
- B. Provide an effective date
- C. Enable field-based permissions
- D. Update pay guide format
Answer: B
NEW QUESTION # 56
Your customer has employees in five different countries In those countries, a total of three different languages are used English. German and French. The end-of-cycle compensation statement needs to be in each of those three languages.How can you accomplish this using the standard compensation statement template?
- A. You need to use a custom statement.Use statement groups based on the employee country to appropriately assign the template.
- B. Create one version of the statement Clone the statement and translate the text into the two other languages.Use statement groups based on the employee country to appropriately assign the template.
- C. Create one version of the statement Clone the statement and translate the text into the two other languages.Use statement groups based on the employee preferred language to appropriately assign the template.
- D. Create one version of the statement that has all three languages sequentially.Assign this template to all employees.
Answer: B
NEW QUESTION # 57
While validating the current cycles compensation statements you want to prevent them from being visible on employee profile while still allowing access to past compensation statements How can you accomplish this?
- A. Use Role-Based Permissions to control access to only display previous years' statements
- B. Disable access to all statements, including the prior years statements
- C. Remove access to Employee Profile during compensation planning
- D. Under the permissions of the current statements), change the setting to Generated statements are not viewable
Answer: D
NEW QUESTION # 58
Your client has a requirement to set a custom Amount column called RSU Shares to 15 if the employee has a performance rating of 5 and a Pay Grade of 6 or 7. If the employee does not meet these conditions, then they receive 0 shares.What formulas could work for this requirement?Note There are 2 correct answers to this question.
- A. if(pmRating=5&&(payGrade=6| 7).15.0)
- B. if(pmRating=5.if(payGrade=6 l5.if(payGrade=7 15.0)) 0)
- C. if(pmRating=5 AND payGrade=6 OR payGrade=7 15,0)
- D. iflpmRaling=5&&(payGrade=6| payGrade=7) 15 0)
Answer: B,D
NEW QUESTION # 59
In an EC-integrated implementation, which of the following EC elements can be used to map fields?Note There are 3 correct answers to this question.
- A. Time Off
- B. MDF Objects
- C. Background Elements
- D. Pay Components
- E. Biographical Information
Answer: B,D,E
NEW QUESTION # 60
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. L FTE
- B. Pay Grade
- C. Units Per Year
- D. Local Currency Code
- E. Current Salary
Answer: C,D,E
NEW QUESTION # 61
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 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
- C. 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
Answer: B
NEW QUESTION # 62
What types of custom fields can you use as formula criteria within the guidelines.Note There are 2 correct answers to this question.
- A. Percent fields input on the worksheet
- B. String fields based on a custom formula calculation
- C. Date fields uploaded from the User Data File
- D. Money fields based on a custom formula calculation
Answer: A,C
NEW QUESTION # 63
Your client wants to restrict entry into the Lump Sum field to only members of the reward team.How can you achieve this?
- A. Update guidelines to put a hard stop on the Lump Sum field and set all of the guideline values to 0
- B. Set the Lump Sum field to read-only to prevent planners from using it
- C. Use field-based permissions on the Lump Sum field and a permission group of named individuals
- D. Use mass actions through the Executive Review
Answer: C
NEW QUESTION # 64
Which of the following customer scenarios is a good use of the Suppress Statement function?Note There are 2 correct answers to this question.
- A. Employees in one country get a statement at a different time from those in other countries
- B. Employees who were hired after a certain date do not get a statement
- C. Employees who have an RSU grant get a statement, but those without an RSU grant do not get a statement
- D. Employees who are on a performance improvement plan get a different statement from those who are not
Answer: B,C
NEW QUESTION # 65
What happens when a mass change violates the guideline hard stops?
- A. Employees are brought to max of range
- B. Employees' recommendations will be skipped
- C. Guideline hard stops will be skipped
- D. Guideline will adjust on a pro rata basis
Answer: A
NEW QUESTION # 66
You create a test user data tile <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 and SECOND_MANAGER columns?
- A. MANAGER NO.MANAGER SECOND.MANAGER blank
- B. SECOND.MANAGER NO.MANAGER
- C. MANAGER NO.MANAGER SECOND.MANAGER NO MANAGER MANAGER blank
- D. MANAGER blank
- E. SECOND.MANAGER blank
Answer: A
NEW QUESTION # 67
Your client wants to pre-populate merit recommendations with the ideal values upon worksheet launch to start with a fully spent budget This means that if a planner wishes to increase an employee's raise, they need to decrease another s to stay within budget. How can you achieve this?Note There are 2 correct answers to this question.
- A. Use guidelines to populate the default values and budget with mode Guideline.
- B. Use a custom validation to display a warning to remind the planner to decrease an employee's merit if they increase another employee s merit. Budgets use the PercentOfCurSal mode.
- C. Use guidelines to populate the default values and budget with mode PercentOfCustomField. where the custom field uses a lookup table.
- D. Use a custom column with a formula to display the ideal values and guidelines with a default of 0 Budgets use the DirectAmount mode
Answer: A,C
NEW QUESTION # 68
What happens to compensation forms when the currency conversion table is updated during the planning period?
- A. Only completed forms ate affected
- B. Change is dynamic to in-progress forms
- C. In-progress forms are NOT affected
- D. In-progress forms are only affected when Update All Worksheets is run
Answer: B
NEW QUESTION # 69
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. Generate Statements
- C. Compensation Management
- D. Executive Review Export
Answer: C,D
NEW QUESTION # 70
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