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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

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 3

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 4

Compensation Plan Guidelines: This section of the exam measures skills of Compensation Analysts and covers the configuration of compensation plan guidelines, including eligibility and budgeting parameters that guide manager decisions during compensation cycles.

Topic 5

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.

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Free4Dump SAP Certified Associate - Implementation Consultant - SAP SuccessFactors Compensation (C-THR86-2505) PDF exam questions file is portable and accessible on laptops, tablets, and smartphones. This pdf contains test questions compiled by experts. Answers to these pdf questions are correct and cover each section of the examination. You can even use this format of SAP Certified Associate - Implementation Consultant - SAP SuccessFactors Compensation questions without restrictions of place and time. This SAP C-THR86-2505 Pdf Format is printable to read real questions manually. We update our pdf questions collection regularly to match the updates of the SAP C-THR86-2505 real exam.

SAP Certified Associate - Implementation Consultant - SAP SuccessFactors Compensation Sample Questions (Q44-Q49):

NEW QUESTION # 44
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. FTE
B. Units Per Year
C. Pay Grade
D. Local Currency Code
E. Current Salary

Answer: B,D,E

NEW QUESTION # 45
Which of the following Permissions is NOT recommended to be given to all HRBPs who are supporting a Salary Review Process?

A. Executive Review Export Permissions
B. Compensation Management Permissions
C. Report Permissions
D. Executive Review Edit Permissions

Answer: D

Explanation:
In SAP SuccessFactors Compensation, granting the appropriate permissions to HR Business Partners (HRBPs) is crucial to supporting the salary review process effectively while maintaining data security and integrity. The following permissions are typically managed with caution:
* Executive Review Edit Permissions (Option C):
* It is not recommended to grant all HRBPs "Executive Review Edit Permissions" as this allows for extensive changes across compensation plans, which may be inappropriate for all HRBP roles. This permission should generally be reserved for high-level administrators or managers who need to make adjustments at the executive review level.
Other Permissions:
* Executive Review Export Permissions (Option A) and Report Permissions (Option B) are commonly provided to HRBPs for data analysis.
* Compensation Management Permissions (Option D) is often necessary for HRBPs to carry out their roles effectively, enabling them to manage employee compensation-related tasks.
:
SAP SuccessFactors Role-Based Permissions Guide and Compensation Administration documentation, under sections detailing "Executive Review Permissions" and recommended access settings for HRBPs.

NEW QUESTION # 46
Your EC-integrated client has employees in several countries. While all the countries are planned on the same worksheet at the same time, there are slight differences in the Effective Dates of the new salaries when they are published back to EC.
How can this requirement be met through configuration?

A. Create a lookup table that contains the different dates that uses country as an input.
* Map the lookup table name to the "start-date" of the pay component in the XML.
B. Enter the effective date for the largest country in the Employee Central Settings screen.
* Publish the results of the planning for all countries.
* Manually modify the effective dates of the resulting EC data for the smaller countries.
C. On the Employee Central Settings screen in Compensation Home, set the Effective Date to be that of the largest country.
* Use the Publish Selected Employees in Employee Central to publish the data for this country.
* Manually modify the effective date to be that of the next country publish the data for them. Repeat for all countries.
D. Create a lookup table that contains the different dates that uses country as an input.
* Create a custom date column that reads from the lookup table based on employee country.
* Map the column ID of the custom date column to the "start-date" of the pay component in the XML.

Answer: D

NEW QUESTION # 47
A customer wants to display a block of text on the compensation statement only if the merit increase percentage is greater than 10%. How would you proceed?

A. Duplicate the standard merit field select the Show percent only radio button. Add this field to the statement template use it for the conditional logic.
B. Configure an adjustment field to duplicate the merit field select the Show percent only radio button. Add this field to the statement template use it for the conditional logic.
C. Use conditional logic in the statement to only display the paragraph if merit is greater than 10.
D. Configure a new percent field with a formula within the compensation template add this field to the statement template. Use this field in the conditional logic.

Answer: D

NEW QUESTION # 48
For which customer requirement do you need to develop a custom statement?

A. Mix of data from compensation variable pay
B. Pie graph showing compensation element distribution
C. Field visibility is conditional on amount
D. Different statements per employee group

Answer: B

NEW QUESTION # 49
......

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