Verified C_THR86_2505 dumps Q&As 100% Pass in First Attempt Guaranteed Updated Dump from Real4Prep [Q29-Q53]

4.3/5 - (3 votes)

Verified C_THR86_2505 dumps Q&As 100% Pass in First Attempt Guaranteed Updated Dump from Real4Prep

Pass SAP Certified Associate C_THR86_2505 Exam With 80 Questions

SAP C_THR86_2505 Exam Syllabus Topics:

Topic	Details
Topic 1	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 2	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 3	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 4	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.
Topic 5	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 6	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 7	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 8	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.

NO.29 Your client wants to display a paragraph in the body of the Compensation Statement that is displayed only to employees who are on a Performance Improvement Plan (PIP). An employee is on a PIP if they have a rating of 1 or 2. The standard Rating column is available on the worksheet.
However, the client does not want the rating itself to ever be displayed on the Statement. How can you satisfy this requirement?

Include the rating on the statement in the right section.
* Include a Conditional Text Section on the statement using the rating field as a condition.
* Ensure the rating field is hidden from employees on the worksheet with Field-Based Permissions.

Include the rating on the statement in the right section.
* Include a Conditional Text Section on the statement using the rating field as a condition.
* Ensure the rating field is hidden on the statement by setting an impossible display condition.

Add a paragraph to the body of the Statement that states that the section applies only to those who are on a Performance Improvement Plan those employees who are not may ignore the paragraph.

Include a Conditional Text Section on the statement using the rating field as a condition because all columns on the worksheet are available for conditional logic.
* Ensure the rating field is hidden from employees on the worksheet with Field-Based Permissions.

NO.30 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.

Units Per Year

Local Currency Code

Pay Grade

FTE

Current Salary

NO.31 You have configured a worksheet for a client that uses the following formula in a custom column of type Money: (curSalary lookup(“budget_table”,customCountry,1))/100.
The lookup table “budget_table” is configured with one input one output. There are three rows in the table:
* USA = 5
* GBR = 3
* *=2
When the worksheet loads, the column displays correctly, but when a merit value is changed, it switches to N/A for the employee. What could be done to fix this behavior?

Surround the curSalary with the toString function.

Surround the lookup function with the toNumber function.

Change the column to be of the Amount type.

Remove the extra parentheses.

NO.32 Your customer has the requirement that employees with low performance ratings have a different text in their statement than those with high performance ratings.
How can you accomplish this?

Create multiple statement templates use groups.

Use two compensation worksheet templates.

Use conditional text sections in the statement editor.

Use the suppress statement function.

NO.33 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?

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.

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.

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.

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.

NO.34 Which of the following requires the use of custom validations? Note: There are 2 correct answers to this question.

An error message when planners enter a promotion without changing pay grade

A warning message when the budget is exceeded

An error message when adjustments are entered in two different fields

An error message when the maximum guideline is exceeded

NO.35 Your client wants to display a paragraph in the body of the Compensation Statement that is displayed only to employees who are on a Performance Improvement Plan (PIP). An employee is on a PIP if they have a rating of 1 or 2. The standard Rating column is available on the worksheet.
However, the client does not want the rating itself to ever be displayed on the Statement. How can you satisfy this requirement?

Include the rating on the statement in the right section.
*Include a Conditional Text Section on the statement using the rating field as a condition.
*Ensure the rating field is hidden from employees on the worksheet with Field-Based Permissions.

Include the rating on the statement in the right section.
*Include a Conditional Text Section on the statement using the rating field as a condition.
*Ensure the rating field is hidden on the statement by setting an impossible display condition.

Add a paragraph to the body of the Statement that states that the section applies only to those who are on a Performance Improvement Plan those employees who are not may ignore the paragraph.

Include a Conditional Text Section on the statement using the rating field as a condition because all columns on the worksheet are available for conditional logic.
*Ensure the rating field is hidden from employees on the worksheet with Field-Based Permissions.

NO.36 For which customer requirement do you need to develop a custom statement?

Mix of data from compensation variable pay

Pie graph showing compensation element distribution

Different statements per employee group

Field visibility is conditional on amount

NO.37 Your customer has the following requirements for their compensation plan:
1. Allow planners to make recommendations outside of the high/low values. 2. Display only the max min values in the compensation worksheet. Which guideline rule settings must you set to fulfill these requirements?

In Display Settings use min-max
* Hard Limit: No
* High/Low Action: Allow

In Display Settings use min-max
* Hard Limit: Yes
* High/Low Action: Allow

In Display Settings use min-max
* Hard Limit: No
* High/Low Action: Warn

In Display Settings use low-high
* Hard Limit: Yes
* High/Low Action: Allow

NO.38 A customer is using the Standard Manager hierarchy would like the following approval process:
1. Planning Manager
2. Next Level Manager
3. Reward Team member who launched the forms How will you set this up in the Route Map?

Employee Manager – Originator

Manager – Manager’s Manager – Originator

Employee Manager – User

Manager – Manager’s Manager – User

NO.39 What can be configured under Define Standard Validation Rules? Note: There are 2 correct answers to this question.

Update guideline hard limit.

Force comment when recommendation is outside guidelines.

Split to Lump Sum when exceeding salary range.

Disallow save when budget is exceeded.

NO.40 Your customer has part-time full-time employees. You notice that for part-time employees, their compa-ratio in EC is different than in Compensation. What do you configure in the system to have it calculate the correct compa-ratio take into account the FTE?

Set the XML attribute isActualSalary Imported to False in the compensation plan template ensure standard FTE field is used.

Add values in the EC Pay Range object to align with each FTE.

Set the XML attribute isActualSalaryImported to True in the compensation plan template ensure standard FTE field is used.

Create a custom Amount column to store FTE rather than using the standard FTE column.

NO.41 Which of the following are features of the clean core dashboard? Note: There are 2 correct answers to this question.

It can be used in all SAP S/4HANA Cloud editions.

Customers can grant access to the dashboard to partners.

Customers can use the dashboard in the dev, test, production tenants.

It can be accessed by using SAP For Me.

NO.42 A customer’s salary 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, two custom fields, Country Job Family. The customer wishes that the merit increase is reset to the default when the Country changes for an employee, but NOT when the Job Family changes. How can this requirement be met?

Set the Force Default On Rating Change option within guidelines to Yes.
* Make sure the Country column is reloadable Job Family is not.

Ensure the default value for all merit guidelines is non-zero.
* Make sure the Country Job Family columns are both reloadable.

Set the Force Default On Custom Column Change option within guidelines to Yes.
* Make sure the Country Job Family columns are both reloadable.

Set the Force Default On Custom Column Change option within guidelines to Yes.
* Make sure the Country column is reloadable Job Family is not.

NO.43 For which customer requirement do you need to develop a custom statement?

Mix of data from compensation variable pay

Pie graph showing compensation element distribution

Different statements per employee group

Field visibility is conditional on amount

NO.44 Which of the following permissions are required to be able to use Executive Review offline edit to download, modify, upload bulk changes? Note: There are 3 correct answers to this question.

The user needs the Executive Review – Export permission.

The user needs the Executive Review – Import permission.

The user needs the Executive Review – Mass Action permission.

The user needs the Executive Review – Edit permission.

The user needs the Ad Hoc Reports for the Compensation Planning domain permission.

NO.45 What functions are available in a compensation profile? Note: There are 3 correct answers to this question.

Promote an employee.

Enter recommendations.

Import salary history into the profile.

Display salary history.

View budgets.

NO.46 Which of the following can you use to explore released APIs?

SAP Application Interface Framework

SAP Integration Suite

SAP Business Accelerator Hub

NO.47 Your client wants to ensure that planners justify their decision to NOT give an employee a merit increase.
What is the best way to accomplish this?

Under Define Standard Validation Rules, add a Force Comment Rule with the mode set to “no-raise.”

Use custom validations with the formula ‘if(merit>0,”FALSE”,”TRUE”)”.

Edit the XML add a comp-force-comment-config tag with the mode attribute set to “guideline.”

Under Define Standard Validation Rules, add a Force Comment Rule with the mode set to “raise.”

NO.48 Your client would like a specific population of inactive employees to be included in the worksheet. Which combination of settings allows you to achieve this?

Select “Including Inactive Users when defining the Method of Planner, select “All employees are eligible” under Eligibility Settings, update eligibility rules to EXCLUDE the undesired inactive employees.

Select “All employees are eligible” under Eligibility Settings, update eligibility rules to EXCLUDE the desired inactive employees.

Select “Including Inactive Users” when defining the Method of Planner, select “All employees are eligible” under Eligibility Settings, update eligibility rules to INCLUDE the desired inactive employees.

Select “All employees are eligible” under Eligibility Settings, update eligibility rules to INCLUDE the desired inactive employees.

NO.49 Which actions are controlled by role-based permissions? Note: There are 2 correct answers to this question.

Editing columns on a worksheet

Making changes through Executive Review

Opening compensation worksheets

Updating a Compensation Statement

NO.50 What happens to compensation forms when the currency conversion table is updated during the planning period?

In-progress forms are NOT affected.

Only completed forms are affected.

Change is dynamic to in-progress forms.

In-progress forms are only affected when Update All Worksheets is run.

NO.51 When should you configure a compensation template using the Second Manager hierarchy? Note: There are 2 correct answers to this question.

Your customer has more than three manager approval levels in their route map.

Your customer wants to include HR in their route map.

Your customer wants only directors above to do planning.

Your customer wants someone other than the standard manager to make compensation recommendations.

NO.52 Your customer has implemented SAP SuccessFactors Employee Central (EC) now wishes to implement a single global compensation template. However, only part of the organization is in Employee Central. Some countries are still using SAP ERP, but there are plans to move to SAP SuccessFactors Employee Central over the next two years. The customer wants to use the Compensation module to plan for all employees, regardless of where their employee data sits.
What is the recommended approach to this scenario?

Create a single non-integrated template, export the EC employees, import them via UDF.

Create two templates – one with EC integration one without.

Suggest a phased approach where the non-EC employees become part of the process later as they migrate.

Create a single EC-integrated template use the Hybrid Template option.

NO.53 You are implementing compensation in an EC-integrated environment you are NOT using the promotion functionality.
To where can you publish data?
Note: There are 3 correct answers to this question.

Employee Details

Recurring Pay Components

Compensation Information

Job Information

Custom MDF Objects