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SAP C-THR86-2405 Exam Syllabus Topics:

Topic
Details

Topic 1

Plan Settings: Managing plan settings is a crucial aspect of the SAP C_THR86_2405 exam. SAP partner consultants will need to demonstrate their abilities to configure and adjust plan settings to align with organizational goals and ensure that compensation plans function smoothly and effectively.

Topic 2

Compensation Plan Guidelines: In this section, SAP partner consultants will be evaluated on their abilities to configure compensation plan guidelines. Candidates must demonstrate their capacity to set up guidelines that align with company policies and industry standards, ensuring fair and consistent compensation practices.

Topic 3

Managing Employee Specific Data: The exam will test skills in managing employee-specific data within SAP SuccessFactors. SAP partner consultants will be required to show how effectively they can handle data to ensure accurate compensation decisions that reflect individual employee situations.

Topic 4

Implementation Test: You will be evaluated on your ability to conduct implementation tests. This part of the exam focuses on your skills in verifying that all configurations and settings are correctly implemented, ensuring a smooth deployment of the compensation module.

Topic 5

Reports and Workflows: The proficiency in creating, enabling, and exporting reports and workflows will be evaluated. This section of the exam focuses on the ability of a SAP partner consultant to generate critical data insights and automate processes, essential for efficient compensation management.

Topic 6

Set Up Import Tables: Your expertise in configuring and modifying import tables will be tested. You need to illustrate your ability to manage data imports efficiently, ensuring that compensation data is accurately integrated into the system.

Topic 7

Compensation Statements: The exam will assess your expertise in configuring compensation statements. You will need to showcase your knowledge of how to set up these SAP statements so that they accurately reflect employee compensation, ensuring clarity and transparency in communication.

Topic 8

Permissions: The exam will assess your capability to set up permissions effectively. As an aspiring SAP partner consultant, you will need to show how well you can manage access controls to safeguard sensitive compensation data while ensuring that the right users have access to the necessary functionalities.

SAP Certified Associate - Implementation Consultant - SAP SuccessFactors Compensation Sample Questions (Q34-Q39):

NEW QUESTION # 34
Your client is using Salary Proration importing the Proration percentage rather than using Start End Dates. An employee is imported with a 50% proration. The merit guideline table for this employee would normally be 4-
6%.
The planner enters a $1,000 merit increase, which is within the displayed guidelines. Which of the following scenarios is accurate?

A. Guideline is displayed as 4-6%
*Total Increase is $1,000
B. Guideline is displayed as 2-3%
*Total Increase is $500
C. Guideline is displayed as 2-3%
*Total Increase is $1,000
D. Guideline is displayed as 4-6%
*Total Increase is $500

Answer: B

Explanation:
WhenSalary Prorationis used with a proration percentage (50% in this case) rather than dates, it affects both the guideline range and the total increase.
* Proration Impact on Guideline Range and Total Increase
* Guideline Adjustment: Since the proration is set to 50%, the guideline range (normally 4-6%) is adjusted by 50%, resulting in a prorated guideline of 2-3%.
* Total Increase Calculation: When the planner enters a $1,000 merit increase, the proration factor is applied, resulting in a final increase of $500 (50% of $1,000).
* Why Other Options Are Incorrect
* Options A and Bshow the original guideline (4-6%), which does not reflect the proration adjustment.
* Option Dincorrectly calculates the total increase without applying the 50% proration.
* Reference Documentation
* SAP SuccessFactors Compensation Guide onSalary Proration and Merit Guidelines.

NEW QUESTION # 35
Your customer has an Employee Central integrated template with an effective date of March 1, 2023. The template has a reloadable field that is mapped to the Pay Grade field in SAP SuccessFactors Employee Central. The forms are launched on February 1, 2023, with a start date of March 1, 2023. An employee gets promoted on March 5, 2023, which includes a pay grade change.
What is the effect on the value that is displayed when the planner opens the worksheet on March 6, 2023?

A. New forms need to be created because an error will be shown.
B. The new pay grade is displayed.
C. The employee becomes ineligible.
D. The pay grade remains the same as it was when the forms were created.

Answer: D

NEW QUESTION # 36
Your EC-intagrated 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*Map the lookup table name to the start-date' of the pay component in the XML
B. 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
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 publ<sh the data for this country*Manually modify the effective date to be that of the next country and publish the data for them Repeat for all countries
D. 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

Answer: D

NEW QUESTION # 37
Your EC-integrated client wishes to plan on monthly salaries for employees in the UK, but on annual salaries for employee in the US. All employees have their salaries stored in EC with a single pay component with a frequency of "monthly" because of payroll integration constraints.
Which of the following options is a solution for this requirement?

A. Use two different pay components for salary with the US one having the "Use for Comp Planning" set to "None" the UK one set to "Comp."
B. Use two templates with one having curSalary mapped to the pay component the other on the pay component group.
C. Include the unitsPerYear standard column set it to 12.
D. Use meritTarget set to the pay component value divided by 12.

Answer: B

NEW QUESTION # 38
Your customer has two pay components, with IDS SALARY_US SALARY_UK, that are used for employees' base salary in their respective countries. They want to plan for all employees on a single worksheet using the employees' periodic salary, NOT the annual value.
What is the best way to accomplish this?

A. Create a pay component group that includes both pay components use that for the planning.
B. Create two different templates use eligibility rules to ensure employees appear on the correct one.
C. Create two custom columns map each to the pay components. Use a third custom column to display whichever is non-zero.
D. Ensure the Used for Comp Planning flag of the pay components is set to Comp do NOT map to a specific pay component ID in the worksheet.

Answer: D

NEW QUESTION # 39
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