SAP Certified Application Associate - SAP SuccessFactors Compensation 1H/2023: C_THR86_2305 Exam Premium File as PDF & Test Engine

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SAP Certified Application Associate - SAP SuccessFactors Compensation 1H/2023 Sample Questions:

1. 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 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
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 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

2. 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) SECOND.MANAGER blank
B) SECOND.MANAGER NO.MANAGER
C) MANAGER NO.MANAGER SECOND.MANAGER blank
D) MANAGER blank
E) MANAGER NO.MANAGER SECOND.MANAGER NO MANAGER MANAGER blank

3. 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 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.
C) 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.
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

4. What types of custom fields can you use as formula criteria within the guidelines.Note There are 2 correct answers to this question.

A) String fields based on a custom formula calculation
B) Percent fields input on the worksheet
C) Date fields uploaded from the User Data File
D) Money fields based on a custom formula calculation

5. 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

Solutions: