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SAP C_THR86_2405 Exam Syllabus Topics:

Topic
Details

Topic 1

Compensation Worksheets: In the SAP C_THR86_2405 exam, your ability to configure compensation worksheets will be tested. As an SAP partner consultant, you will need to demonstrate your skills in setting up and managing these worksheets to ensure accurate and effective compensation processes within SAP SuccessFactors.

Topic 2

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 3

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 4

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 5

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 6

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 (Q55-Q60):

NEW QUESTION # 55
What functions are available in a compensation profile?Note There are 3 correct answers to this question.

A. Display salary history
B. View budgets
C. Import salary history into the profile
D. Enter recommendations
E. Promote an employee

Answer: A,D,E

NEW QUESTION # 56
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 only directors and above to do planning
C. Your customer wants someone other than the standard manager to make compensation recommendations
D. Your customer has more than three manager approval levels in their route map

Answer: B,C

NEW QUESTION # 57
Which information is included in the rollup report? Note: There are 2 correct answers to this question.

A. The sum of budget total spend for each division, department, or location
B. The detail of planning decisions for each employee in the hierarchy
C. The sum of budget total spend for each planner in the hierarchy
D. The average bonus payout amount

Answer: B,C

NEW QUESTION # 58
Your client would like a specific population of inactive employees to be included in the worksheet.Which combination of settings allows you to achieve this?

A. Select 'Including Inactive Users' when defining the Method of Planner, select 'All employees are eligible" under Eligibility Settings and update eligibility rules to INCLUDE the desired inactive employees.
B. Select 'All employees are eligible" under Eligibility Settings, and update eligibly rules to EXCLUDE the desired inactive employees
C. Select "All employees are eligible' under Eligibility Settings, and update eligibility rules to INCLUDE the desired inactive employees
D. Select 'Including Inactive Users' when defining the Method of Planner, select 'All employees are eligible" under Eligibility Settings and update eligibility rules to EXCLUDE the undesired inactive employees

Answer: A

NEW QUESTION # 59
Your customer uses SAP SuccessFactors Employee Central 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 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 SALARY to the standard Current Salary field TC to meritTarget.
*Use merit to update the TC 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.
*Publish the finSalary value back to the pay component group in EC have business rules split the sum into the components.
C. Map TC to the standard Current Salary field.
*Use the Merit column for the TC update.
*Extract the new TC with a report manually create import files to update EC.
D. Map TC to the standard Current Salary field.
*Use the Merit column for the TC update.
*Use the finSalary field some custom columns to calculate the components publish those back to EC.

Answer: B

Explanation:
When a customer uses SAP SuccessFactors Employee Central with specific pay components and a Pay Component Group (PCG) designated for total cash (TC), integration configurations can help manage the pay components based on the planner's adjustments in the compensation module. Here's how the setup can be achieved to maximize integration and minimize manual updates:
* Option 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."
* By mapping the total cash (TC) to the Current Salary field and using the Merit column for any updates, planners can adjust TC directly. ThefinSalaryfield can be configured to reflect the adjusted TC, which can then be published back to Employee Central. Business rules in Employee Central will then split the updated TC value among the components (SALARY, CARALLOWANCE, HOUSEALLOWANCE) based on predefined rules, ensuring that allowances remain consistent with the employee's grade.

NEW QUESTION # 60
......

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