SAP - C-THR86-2405 - SAP Certified Associate - Implementation Consultant - SAP SuccessFactors Compensation–Efficient Latest Dumps Book
SAP - C-THR86-2405 - SAP Certified Associate - Implementation Consultant - SAP SuccessFactors Compensation–Efficient Latest Dumps Book
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SAP Certified Associate - Implementation Consultant - SAP SuccessFactors Compensation Sample Questions (Q51-Q56):
NEW QUESTION # 51
When should you configure a compensation template using the Second Manager hierarchy?.Note There are 2 correct answers to this question.
- A. Your customer has more than three manager approval levels in their route map
- B. Your customer wants to include HR in their route map
- C. Your customer wants someone other than the standard manager to make compensation recommendations
- D. Your customer wants only directors and above to do planning
Answer: C,D
NEW QUESTION # 52
In Admin Center, you load a pay matrix table as shown in the screenshot. You map Attribute 1 to Geo Zone, Attribute 2 to Legal Entity, Attribute 3 to Pay Frequency.
On the compensation worksheet, an employee is in the UK LONDON Geo Zone, the ABC Legal Entity, Pay Frequency of BWK, Pay Grade GR-08. The employee's current range penetration is calculated as exactly 0%.
What is their current salary?
- A. 3147.0
- B. 3458.0
- C. 2852.0
- D. 3140.0
Answer: C
NEW QUESTION # 53
Your client wants to restrict entry into the Lump Sum field to only members of the reward team.How can you achieve this?
- A. Set the Lump Sum field to read-only to prevent planners from using it
- B. Update guidelines to put a hard stop on the Lump Sum field and set all of the guideline values to 0
- C. Use field-based permissions on the Lump Sum field and a permission group of named individuals
- D. Use mass actions through the Executive Review
Answer: C
NEW QUESTION # 54
A customer's performance 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, and two custom fields. Country and Job Family The customer wishes that the merit increase is reset to the default when theCountry changes for an employee, but NOT when the Job Family changes.How can this requirement be met?
- A. Ensure the default value for all merit guidelines is non zero*Make sure the Country and Job Famity columns are both reloadable
- B. Set the Force Default On Custom Column Change option within guidelines to Yes*Make sure the Country column is reloadable and Job Family is not
- C. Set the Force Default On Custom Column Change option within guidelines to Yes*Make sure the Country and Job Famity columns are both reloadable
- D. Set the Force Default On Rating Change option within guidelines to Yes*Make sure the Country column is reloadable and Job Family is not.
Answer: B
NEW QUESTION # 55
You are implementing an EC-integrated template.
Which compensation fields are commonly mapped to a pay component or pay component group? Note: There are 3 correct answers to this question.
- A. Local Currency Code
- B. FTE
- C. Pay Grade
- D. Units Per Year
- E. Current Salary
Answer: A,D,E
NEW QUESTION # 56
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