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SAP Certified Associate - Implementation Consultant - SAP SuccessFactors Compensation Sample Questions (Q39-Q44):

NEW QUESTION # 39
Which statements accurately describe Rollup Reports? Note: There are 3 correct answers to this question.

A. The Rollup Report provides a summary of compensation entries budget information.
B. The Standard, Compensation, Rollup Hierarchies are all supported.
C. Custom Columns with the "Show Totals" attribute selected are shown.
D. Enabling the Rollup Report for End-Users requires a specific tag in the XML.
E. The Rollup Report is based on the current hierarchy not that at form creation.

Answer: A,D,E

NEW QUESTION # 40
Your client, who uses SAP SuccessFactors Employee Central, wants to make sure that only employees who have been with the company more than 2 years are eligible for a Lump Sum.
How do you build the eligibility rule to make this happen?

A. Use the effective date from Job Info to check if the employee has been in this position for more than 2 years.
B. Add help text to the Lump Sum field to notify planners only to use the field for eligible employees.
C. Check if the Event Reason is New Hire the effective date is 2 years ago.
D. Check the Hire Date field to see if the employee started at least 2 years ago.

Answer: D

Explanation:
To configure eligibility based on tenure, you can use the Hire Date field in SAP SuccessFactors to determine how long an employee has been with the company.
* Option B: "Check the Hire Date field to see if the employee started at least 2 years ago."
* By configuring an eligibility rule that references the Hire Date, you can set criteria to check if the employee's start date is at least two years before the form's effective date. This ensures only employees with over two years of tenure are eligible for the Lump Sum.

NEW QUESTION # 41
How can you check for breaks in the Planning Manager Hierarchy? Note: There are 2 correct answers to this question.

A. By changing the Method of Planner to Compensation Manager Hierarchy
B. By using the Rollup Hierarchy report
C. By using the Check Tool
D. By exporting troubleshooting information found on the Define Planners screen

Answer: C,D

Explanation:
To check for breaks in the Planning Manager Hierarchy in SAP SuccessFactors Compensation, you can use the following methods:
* Export troubleshooting information from the Define Planners screen: This option allows you to download a file that shows detailed planner hierarchy information, enabling you to identify gaps or breaks in the structure.
* Use the Check Tool: The Check Tool provides a systematic review of the manager hierarchy, highlighting inconsistencies that may cause issues in planning workflows. These tools help ensure a seamless and complete hierarchy, preventing disruptions in the compensation planning process.
References: SAP SuccessFactors Compensation User Guide - Troubleshooting and Hierarchy Management.

NEW QUESTION # 42
Which of the following can you use to explore released APIs?

A. SAP Integration Suite
B. SAP Application Interface Framework
C. SAP Business Accelerator Hub

Answer: C

Explanation:
SAP provides the SAP Business Accelerator Hub (formerly known as the SAP API Business Hub) as a comprehensive resource to explore released APIs for various SAP products, including SuccessFactors.
* SAP Business Accelerator Hub
* The Business Accelerator Hub hosts an extensive library of APIs, documentation, and use cases for SAP products. Users can explore OData, SOAP, and other available APIs specific to SAP SuccessFactors.
* Why Other Options Are Incorrect
* Option A (SAP Application Interface Framework) is mainly used for error handling and monitoring within on-premise SAP environments.
* Option B (SAP Integration Suite) is used for integration scenarios but does not provide a library to explore APIs; it's intended for creating and managing integrations.
* Reference Documentation
* SAP Help Portal and SAP Business Accelerator Hub on Exploring and Using APIs.

NEW QUESTION # 43
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. Use meritTarget set to the pay component value divided by 12.
D. Include the unitsPerYear standard column set it to 12.

Answer: B

NEW QUESTION # 44
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