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SAP C-THR86-2411 Exam Syllabus Topics:

SAP Certified Associate - Implementation Consultant - SAP SuccessFactors Compensation Sample Questions:

1. 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.

A) To determine the median salary of an employee based upon Pay Grade, Legal Entity, FTE.
B) To determine the proper Event Reason for EC publishing based on employee Country.
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 a budget percentage that is based upon employee Country Job Category.

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

3. A customer would like percentage fields to only show decimal places if they are available. For example,
40.00% should display as 40%, but if the
Percentage calculation is 40.54%, they want to display the decimal places. What number format should you use?

A) defAmountFormat #,##0##
B) defPercentFormat ###0##
C) defPercentFormat ####.####
D) defPercentFormat #,##0.00

4. Which compensation permissions are typically enabled in role-based permissions for Human Resources Business Partners?
Note: There are 2 correct answers to this question.

A) Compensation Management
B) Executive Review Export
C) Generate Statements
D) Manage Compensation Forms

5. 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.
*Use the finSalary field some custom columns to calculate the components publish those back to EC.
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.
*Publish the finSalary value back to the pay component group in EC have business rules split the sum into the components.

Solutions: