MOST-HONORED C-THR86-2411 EXAM BRAIN DUMPS: SAP CERTIFIED ASSOCIATE - IMPLEMENTATION CONSULTANT - SAP SUCCESSFACTORS COMPENSATION DISPLAY TOPPING STUDY MATERIALS- EXAMCOST

Most-honored C-THR86-2411 Exam Brain Dumps: SAP Certified Associate - Implementation Consultant - SAP SuccessFactors Compensation display topping Study Materials- ExamCost

Most-honored C-THR86-2411 Exam Brain Dumps: SAP Certified Associate - Implementation Consultant - SAP SuccessFactors Compensation display topping Study Materials- ExamCost

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SAP Certified Associate - Implementation Consultant - SAP SuccessFactors Compensation Sample Questions (Q33-Q38):

NEW QUESTION # 33
What are some general principles for creating Route Maps for client projects?
Note: There are 2 correct answers to this question.

  • A. Use the "Get Feedback" function to allow people outside the hierarchy to comment on the decisions.
  • B. Use a Signature step so the employee is aware of the decisions once the form is marked as "Complete".
  • C. Only include those that would alter a decision, not simply review.
  • D. Use reporting Executive Review for reviewing trends aggregate budgets.

Answer: C,D


NEW QUESTION # 34
You configure the following salary rule in the compensation plan template:
How does the system behave?

  • A. The rule prevents the planner from saving the merit increase.
    *The planner must go back change their merit recommendation.
  • B. A pop-up message asks the planner if the exceeded amount should be assigned to Lump Sum.
    *The planner can save the merit recommendation by selecting Cancel in the pop-up message.
  • C. A pop-up message asks the planner if the exceeded amount should be assigned to Lump Sum.
    *The planner CANNOT save the merit increase by selecting Cancel in the pop-up message.
  • D. The rule alerts the planner that the range penetration threshold has been exceeded the merit field text turns red.
    *The planner can save the merit recommendation.

Answer: B


NEW QUESTION # 35
Your client uses a Salary Pay Matrix table for Pay Ranges. What are some Leading Practices Considerations around the maintenance use of these tables? Note: There are 2 correct answers to this question.

  • A. Do not update salary range tables that were referenced in forms that have been launched for a prior cycle.
  • B. Updates to salary ranges after forms are launched are dynamic; any changes in the table will impact completed forms.
  • C. Salary range tables should always be provided in the client's Functional Currency.
  • D. If the Template is integrated with Employee Central, Pay Range information MUST come from the EC Pay Range object.

Answer: A,B


NEW QUESTION # 36
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?

  • A. 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.
  • B. Select "All employees are eligible" under Eligibility Settings, update eligibility rules to INCLUDE the desired inactive employees.
  • C. Select "All employees are eligible" under Eligibility Settings, update eligibility rules to EXCLUDE the desired inactive employees.
  • D. 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.

Answer: D


NEW QUESTION # 37
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.
    *Publish the finSalary value back to the pay component group in EC have business rules split the sum into the components.
  • 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 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.
  • 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: A

Explanation:
When a customer uses SAP SuccessFactors Employee Central with specific pay components and a Pay Component Group (PCG) designated for total cash (TC), integration configurations can help manage the pay components based on the planner's adjustments in the compensation module. Here's how the setup can be achieved to maximize integration and minimize manual updates:
* Option B: "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 and have business rules split the sum into the components."
* By mapping the total cash (TC) to the Current Salary field and using the Merit column for any updates, planners can adjust TC directly. The finSalary field can be configured to reflect the adjusted TC, which can then be published back to Employee Central. Business rules in Employee Central will then split the updated TC value among the components (SALARY, CARALLOWANCE, HOUSEALLOWANCE) based on predefined rules, ensuring that allowances remain consistent with the employee's grade.


NEW QUESTION # 38
......

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