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SAP C-THR86-2505 Exam Syllabus Topics:

Topic	Details
Topic 1	Plan Settings: This section of the exam measures the skills of SAP Consultants in defining plan-level configurations. It includes cycle setup, planner eligibility, planner hierarchy, and general settings required to operationalize compensation plans.
Topic 2	Permissions:This section of the exam measures the knowledge of Compensation Analysts in managing role-based permissions for compensation planners and administrators. It includes securing access to forms, fields, and processes.
Topic 3	Managing Employee Specific Data:This section of the exam assesses the skills of SAP Consultants in handling employee-specific data used in compensation planning. It includes importing and mapping fields like pay, performance, and custom metrics.
Topic 4	Compensation Statements: This section of the exam assesses the ability of SAP Consultants to configure and generate employee-facing compensation statements. It includes statement templates, design options, and output settings to ensure clear communication of compensation results.
Topic 5	Implementation Test: This section of the exam evaluates the understanding of Compensation Analysts in verifying system configuration using implementation test tools. It includes basic validation and troubleshooting before plan launch.
Topic 6	Compensation Worksheets: This section of the exam evaluates the knowledge of Compensation Analysts in managing compensation worksheets. It involves planning templates, columns, formulas, and worksheet behavior needed to support merit, bonus, and stock processes.
Topic 7	Set Up Import Tables:This section of the exam assesses the ability of Compensation Analysts to configure and import required compensation-related tables. It includes loading lookup tables and data required for business rules and logic.
Topic 8	Reports and Workflows: This section of the exam evaluates the proficiency of SAP Consultants in setting up reports and approval workflows. It covers route maps, executive reviews, and standard reporting capabilities.

SAP Certified Associate - Implementation Consultant - SAP SuccessFactors Compensation Sample Questions (Q69-Q74):

NEW QUESTION # 69
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 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 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.
C. 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.
D. 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.

Answer: C

NEW QUESTION # 70
As part of the approval process, your client wants to make sure that the planners have a full view of how their direct indirect reports have adhered to their allocated budgets before their worksheets can be approved.
How can you best show this information?

A. Include the Detailed (Rollup) Report option in the worksheet configuration.
B. Create a Tile for inclusion on the planners' Dashboards.
C. Create an Ad Hoc report share it with all planners.
D. Enable the Executive Review - Read permission for all planners.

Answer: A

NEW QUESTION # 71
What are the valid hierarchy types available when selecting the Method of Planner in Compensation? Note:
There are 3 correct answers to this question.

A. Rollup hierarchy (including Inactives)
B. Standard Suite hierarchy
C. HR Manager hierarchy
D. Compensation hierarchy (Second Manager)
E. Standard Suite hierarchy (including Inactives)

Answer: A,B,D

NEW QUESTION # 72
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 custom validation of type Error to ensure that the column compaRatio is less than 125.
B. Create a standard validation of type "disallow" 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 standard validation of type "splitOrDisallow" action "exceed" with the Threshold at 125.

Answer: A,B

NEW QUESTION # 73
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 $500
B. Guideline is displayed as 4-6%
*Total Increase is $1,000
C. Guideline is displayed as 2-3%
*Total Increase is $1,000
D. Guideline is displayed as 4-6%
*Total Increase is $500

Answer: A

Explanation:
When Salary Proration is used with a proration percentage (50% in this case) rather than dates, it affects both the guideline range and the total increase.
* Proration Impact on Guideline Range and Total Increase
* Guideline Adjustment: Since the proration is set to 50%, the guideline range (normally 4-6%) is adjusted by 50%, resulting in a prorated guideline of 2-3%.
* Total Increase Calculation: When the planner enters a $1,000 merit increase, the proration factor is applied, resulting in a final increase of $500 (50% of $1,000).
* Why Other Options Are Incorrect
* Options A and B show the original guideline (4-6%), which does not reflect the proration adjustment.
* Option D incorrectly calculates the total increase without applying the 50% proration.
* Reference Documentation
* SAP SuccessFactors Compensation Guide on Salary Proration and Merit Guidelines.

NEW QUESTION # 74
......

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New C-THR86-2505 Study Materials - Test C-THR86-2505 Topics Pdf

High-quality SAP Certified Associate - Implementation Consultant - SAP SuccessFactors Compensation valid exam cram & SAP C-THR86-2505 dumps torrent

SAP C-THR86-2505 Exam Syllabus Topics:

SAP Certified Associate - Implementation Consultant - SAP SuccessFactors Compensation Sample Questions (Q69-Q74):