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SAP Certified Associate - Implementation Consultant - SAP SuccessFactors Compensation Question and Answers

SAP Certified Associate - Implementation Consultant - SAP SuccessFactors Compensation

Last Update Sep 13, 2025
Total Questions : 80

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Questions 1

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?

Options:

A.  

Include the unitsPerYear standard column set it to 12.

B.  

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."

C.  

Use two templates with one having curSalary mapped to the pay component the other on the pay component group.

D.  

Use meritTarget set to the pay component value divided by 12.

Discussion 0
Questions 2

In provisioning for your customer's instance, you select the "Assign default required field values for new users if none specified" option. You want to import a compensation-specific user data file (UDF).

Which columns are required?

Note: There are 2 correct answers to this question.

Options:

A.  

USERID

B.  

USERNAME

C.  

MANAGER

D.  

STATUS

Discussion 0
Questions 3

While validating the current cycle's 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?

Options:

A.  

Remove access to Employee Profile during compensation planning.

B.  

Disable access to all statements, including the prior years' statements.

C.  

Under the permissions of the current statement(s), change the setting to Generated statements are not viewable.

D.  

Use Role-Based Permissions to control access to only display previous years' statements.

Discussion 0
Questions 4

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?

Options:

A.  

Select "Including Inactive Users when defining the Method of Planner, select "All employees are eligible" under Eligibility Settings, update eligibility rules to EXCLUDE the undesired inactive employees.

B.  

Select "All employees are eligible" under Eligibility Settings, update eligibility rules to EXCLUDE the desired inactive employees.

C.  

Select "Including Inactive Users" when defining the Method of Planner, select "All employees are eligible" under Eligibility Settings, update eligibility rules to INCLUDE the desired inactive employees.

D.  

Select "All employees are eligible" under Eligibility Settings, update eligibility rules to INCLUDE the desired inactive employees.

Discussion 0
Questions 5

Your customer has a compensation plan template with the functional currency USD. The manager's own currency is EUR. The manager's compensation worksheet contains employees who are paid in the following currencies: EUR, USD, CHF, GBP. Which view must you enable to make sure the manager can display the salary of all of their employees in GBP?

Options:

A.  

The includeLocalCurrency view

B.  

The includePlannerCurrency view

C.  

The includeFunctionalCurrency view

D.  

The includeAnyCurrency view

Discussion 0
Questions 6

Which of the following requires the use of custom validations? Note: There are 2 correct answers to this question.

Options:

A.  

An error message when planners enter a promotion without changing pay grade

B.  

A warning message when the budget is exceeded

C.  

An error message when adjustments are entered in two different fields

D.  

An error message when the maximum guideline is exceeded

Discussion 0
Questions 7

Your client wishes to limit new employee salaries so that no employee can exceed 125% compa- ratio. They do not award lump sums.

How can you configure the worksheet to meet this requirement? Note: There are 2 correct answers to this question.

Options:

A.  

Create a custom validation of type Error to ensure that the column curRatio is less than 125.

B.  

Create a standard validation of type "splitOrDisallow" action "exceed" with the Threshold at 125.

C.  

Create a standard validation of type "disallow" action "exceed" with the Threshold at 125.

D.  

Create a custom validation of type Error to ensure that the column compaRatio is less than 125.

Discussion 0
Questions 8

A customer's salary 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, two custom fields, Country Job Family. The customer wishes that the merit increase is reset to the default when the Country changes for an employee, but NOT when the Job Family changes. How can this requirement be met?

Options:

A.  

Set the Force Default On Rating Change option within guidelines to Yes.

•Make sure the Country column is reloadable Job Family is not.

B.  

Ensure the default value for all merit guidelines is non-zero.

•Make sure the Country Job Family columns are both reloadable.

C.  

Set the Force Default On Custom Column Change option within guidelines to Yes.

•Make sure the Country Job Family columns are both reloadable.

D.  

Set the Force Default On Custom Column Change option within guidelines to Yes.

•Make sure the Country column is reloadable Job Family is not.

Discussion 0
Questions 9

Which compensation permissions are typically enabled in role-based permissions for Human Resources Business Partners?

Note: There are 2 correct answers to this question.

Options:

A.  

Manage Compensation Forms

B.  

Generate Statements

C.  

Executive Review Export

D.  

Compensation Management

Discussion 0
Questions 10

How can you check for breaks in the Planning Manager Hierarchy? Note: There are 2 correct answers to this question.

Options:

A.  

By exporting troubleshooting information found on the Define Planners screen

B.  

By using the Check Tool

C.  

By changing the Method of Planner to Compensation Manager Hierarchy

D.  

By using the Rollup Hierarchy report

Discussion 0
Questions 11

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?

Options:

A.  

Under Define Standard Validation Rules, add a Force Comment Rule with the mode set to "no-raise."

B.  

Use custom validations with the formula 'if(merit>0,"FALSE","TRUE")".

C.  

Edit the XML add a comp-force-comment-config tag with the mode attribute set to "guideline."

D.  

Under Define Standard Validation Rules, add a Force Comment Rule with the mode set to "raise."

Discussion 0
Questions 12

Your customer requires a field on the worksheet where planners can select from a list to categorize the reason for the employee receiving a lump sum. How can you achieve this?

Options:

A.  

Create a read-only string field make it reportable.

B.  

Create an editable string field make it reportable.

C.  

Create an editable string field with enumerated values.

D.  

Create a read-only string field make it reloadable.

Discussion 0
Questions 13

Your customer would like 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 possible during the last week of the planning cycle.

How can you achieve this?

Options:

A.  

Create a custom editable Money field. In the formula to calculate the final salary, use the dateDiff() function to determine if the custom column can override the calculated value.

B.  

Create a custom read-only Money field change read-only to No on the correct date.

C.  

Create a custom editable Money field use custom validation to check that values are NOT entered until the correct date.

D.  

Create a custom editable Money field with field-based permissions set to read-only. Change the permissions to editable on the correct date.

Discussion 0
Questions 14

How can the compRating field be used to enhance the compensation worksheet? Note: There are 2 correct answers to this question.

Options:

A.  

It allows for performance form rating overrides.

B.  

It allows for performance ratings to use a different rating scale.

C.  

It allows ratings to be entered directly on the planning worksheet for those employees who do NOT have a performance form.

D.  

It allows a second rating field for guidelines.

Discussion 0
Questions 15

Your client uses a Salary Pay Matrix table for Pay Ranges. What are some Leading Practices Considerations around the maintenance use of these tables? Note: There are 2 correct answers to this question.

Options:

A.  

Updates to salary ranges after forms are launched are dynamic; any changes in the table will impact completed forms.

B.  

If the Template is integrated with Employee Central, Pay Range information MUST come from the EC Pay Range object.

C.  

Salary range tables should always be provided in the client's Functional Currency.

D.  

Do not update salary range tables that were referenced in forms that have been launched for a prior cycle.

Discussion 0
Questions 16

Which of the following scenarios involving a Lookup table are valid solutions to a customer requirement?

Note: There are 2 correct answers to this question.

Options:

A.  

To determine the proper Event Reason for EC publishing based on employee Country.

B.  

To determine a budget percentage that is based upon employee Country Job Category.

C.  

To choose between two Event Reasons for EC publishing based upon whether an employee received a promotion with their pay adjustment.

D.  

To determine the median salary of an employee based upon Pay Grade, Legal Entity, FTE.

Discussion 0
Questions 17

When would you run the Update All Worksheets function? Note: There are 3 correct answers to this question.

Options:

A.  

When there has been an update to a lookup table

B.  

When a performance rating is updated

C.  

When an administrator changes the layout of the compensation plan template to add a new column

D.  

When an administrator makes a change to Field Based Permissions

E.  

When there has been a change to an eligibility rule

Discussion 0
Questions 18

A customer wants to display a block of text on the compensation statement only if the merit increase percentage is greater than 10%. How would you proceed?

Options:

A.  

Configure a new percent field with a formula within the compensation template add this field to the statement template. Use this field in the conditional logic.

B.  

Use conditional logic in the statement to only display the paragraph if merit is greater than 10.

C.  

Duplicate the standard merit field select the Show percent only radio button. Add this field to the statement template use it for the conditional logic.

D.  

Configure an adjustment field to duplicate the merit field select the Show percent only radio button. Add this field to the statement template use it for the conditional logic.

Discussion 0
Questions 19

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 status. In the template, the country is defined with field ID customCountry the status is defined with field ID customStatus.

What is the correct syntax to calculate the adjustment budget?

Options:

A.  

toNumber(lookup("2018_BudgetPool", custom Country,customStatus,1))"'curSalary

B.  

toNumber(lookup("2018_BudgetPool,custom Country, customStatus, Adjustment))*curSalary

C.  

toNumber(lookup("2018_BudgetPool", custom Country.customStatus,2))"'curSalary

D.  

toNumber(lookup("2018_BudgetPool", custom Country,customStatus,adjustment))"curSalary

Discussion 0
Questions 20

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?

Options:

A.  

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.

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 E

C.  

D.  

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.

Discussion 0
Questions 21

Your customer has implemented SAP SuccessFactors Employee Central (EC) 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?

Options:

A.  

Create a single non-integrated template, export the EC employees, import them via UDF.

B.  

Create two templates - one with EC integration 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 EC-integrated template use the Hybrid Template option.

Discussion 0
Questions 22

Your client requests that no employee be eligible for a merit increase greater than 10%. Which configuration steps must you perform?

Options:

A.  

Enable a hard limit stop for the merit guideline in Admin Center.

•Set the maximum value to 10 for all guideline formulas.

B.  

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 10.

C.  

Enable a hard limit stop for the merit guideline in Admin Center.

•Set the maximum value to 0.10 for all guideline formulas.

D.  

Set the guideline pattern to be low-high.

•Set the high value for all guidelines to be 10.

Discussion 0
Questions 23

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

Options:

A.  

The average bonus payout amount

B.  

The detail of planning decisions for each employee in the hierarchy

C.  

The sum of budget total spend for each division, department, or location

D.  

The sum of budget total spend for each planner in the hierarchy

Discussion 0
Questions 24

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?

Options:

A.  

The new pay grade is displayed.

B.  

The employee becomes ineligible.

C.  

The pay grade remains the same as it was when the forms were created.

D.  

New forms need to be created because an error will be shown.

Discussion 0