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Test C_THR86_2405 Questions, C_THR86_2405 Valid Exam Dumps

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SAP C_THR86_2405 Exam Syllabus Topics:

Topic
Details

Topic 1

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 2

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.

Topic 3

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 4

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 5

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 6

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 7

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.

SAP Certified Associate - Implementation Consultant - SAP SuccessFactors Compensation Sample Questions (Q24-Q29):

NEW QUESTION # 24
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. 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.
B. Create two different templates use eligibility rules to ensure employees appear on the correct one.
C. Create a pay component group that includes both pay components use that for the planning.
D. Create two custom columns map each to the pay components. Use a third custom column to display whichever is non-zero.

Answer: A

NEW QUESTION # 25
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.

A. Create a standard vaBdation of type 'splitOrDisallov/' and action 'exceed' with the Threshold at 125
B. Create a standard validation of type 'disallow and action 'exceed with the Threshold at 125.
C. Create a custom validation of type Error to ensure that the column curRatio is less than 125
D. Create a custom validation of type Error to ensure that the column compaRatio is less than 125

Answer: B,D

NEW QUESTION # 26
What is the recommended leading practice workflow for a compensation template?

A. Process Setup Manager Planning # Next Level Manager Review # Third Level Manager Review # Complete
B. Manager Planning # Next Level Manager Review # HR Manager Planning # Complete
C. Process Setup # Manager Planning # Next Level Manager Review # Final Review # Complete
D. Manager Planning # Next Level Manager Review # Compensation Admin Review # HR Manager Planning # Complete

Answer: C

Explanation:
The recommended workflow for compensation templates ensures structured review and approval, following best practices to ensure accuracy and compliance in compensation decisions.
* Recommended Workflow Stages
* Process Setup: The Compensation Admin configures the process.
* Manager Planning: Line managers make initial compensation recommendations.
* Next Level Manager Review: Next-level managers review and adjust recommendations as necessary.
* Final Review: HR or Compensation Admin conducts a final review to ensure compliance and data accuracy.
* Complete: The process is finalized and completed.
* Why Other Options Are Incorrect
* Options B, C, and D omit theFinal Reviewor include additional manager levels not typically required, making them less aligned with the standard leading practice.
* Reference Documentation
* SAP SuccessFactors Compensation Guide onCompensation Cycle WorkflowandTemplate Setup.

NEW QUESTION # 27
What checks can you make with the Check tool? Note there are 2 correct answers to this question.

A. Accuracy of formula calculations
B. Reportable fields correctly configured
C. Custom validations correctly configured
D. Circular hierarchies for form creation

Answer: A,D

NEW QUESTION # 28
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 who are on a performance improvement plan get a different statement from those who are not.
B. Employees who have an RSU grant get a statement, but those without an RSU grant do NOT get a statement.
C. Employees who were hired after a certain date do NOT get a statement.
D. Employees in one country get a statement at a different time from those in other countries.

Answer: B,C

Explanation:
TheSuppress Statementfunction in SAP SuccessFactors Compensation is used to selectively prevent statement generation for specific employee groups based on predefined criteria.
* Option A: "Employees who have an RSU grant get a statement, but those without an RSU grant do NOT get a statement."
* This scenario is a suitable use of the Suppress Statement function. Only employees who receive RSU (Restricted Stock Units) grants will have a statement generated, while those without RSUs will not. This selective suppression prevents irrelevant statements from being issued.

NEW QUESTION # 29
......

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