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SAP C-THR86-2405 Exam Syllabus Topics:

Topic	Details
Topic 1	Compensation Statements: The exam will assess your expertise in configuring compensation statements. You will need to showcase your knowledge of how to set up these SAP statements so that they accurately reflect employee compensation, ensuring clarity and transparency in communication.
Topic 2	Compensation Plan Guidelines: In this section, SAP partner consultants will be evaluated on their abilities to configure compensation plan guidelines. Candidates must demonstrate their capacity to set up guidelines that align with company policies and industry standards, ensuring fair and consistent compensation practices.
Topic 3	Managing Employee Specific Data: The exam will test skills in managing employee-specific data within SAP SuccessFactors. SAP partner consultants will be required to show how effectively they can handle data to ensure accurate compensation decisions that reflect individual employee situations.
Topic 4	Set Up Import Tables: Your expertise in configuring and modifying import tables will be tested. You need to illustrate your ability to manage data imports efficiently, ensuring that compensation data is accurately integrated into the system.
Topic 5	Plan Settings: Managing plan settings is a crucial aspect of the SAP C_THR86_2405 exam. SAP partner consultants will need to demonstrate their abilities to configure and adjust plan settings to align with organizational goals and ensure that compensation plans function smoothly and effectively.

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SAP Certified Associate - Implementation Consultant - SAP SuccessFactors Compensation Sample Questions (Q27-Q32):

NEW QUESTION # 27
How many custom columns may be used as Formula Criteria for Guidelines?

A. 0
B. 1
C. 2
D. There is no limit on custom columns

Answer: C

NEW QUESTION # 28
Your client wants to restrict entry into the Lump Sum field to only members of the reward team. How can you achieve this?

A. Use mass actions through the Executive Review.
B. Use field-based permissions on the Lump Sum field a permission group of named individuals.
C. Update guidelines to put a hard stop on the Lump Sum field set all of the guideline values to 0.
D. Set the Lump Sum field to read-only to prevent planners from using it.

Answer: B

Explanation:
Field-based permissions allow specific control over who can view or edit fields in the compensation worksheet.
* Restricting Access to Lump Sum Field with Field-Based Permissions
* Option C: In SAP SuccessFactors Compensation, you can configure field-based permissions so only selected users (e.g., members of the reward team) can access and edit the Lump Sum field.
* This approach uses a permission group to grant edit permissions only to specific individuals, ensuring that only authorized personnel can make entries in the Lump Sum field.
* Why Other Options Are Incorrect
* Option A (mass actions via Executive Review) does not restrict individual access to fields.
* Option B (setting guidelines to zero) does not provide role-based access restriction and may cause confusion in the compensation planning process.
* Option D (setting the field to read-only) would prevent all planners from editing, not just those outside the reward team.
* Reference Documentation
* SAP SuccessFactors Compensation Guide onField-Based PermissionsandPermission Groups.

NEW QUESTION # 29
Your EC-intagrated 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.*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
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. 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
D. 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 publ<sh the data for this country*Manually modify the effective date to be that of the next country and publish the data for them Repeat for all countries

Answer: A

NEW QUESTION # 30
Which report can aggregate compensation details from multiple plans?Note There are 2 correct answers to this question

A. Executive Review
B. Online Report Designer
C. Ad Hoc report
D. Aggregate export

Answer: A,D

NEW QUESTION # 31
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. 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.
D. Use conditional logic in the statement to only display the paragraph if merit is greater than 10.

Answer: C

NEW QUESTION # 32
......

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