SAP C_THR86_2505 Dumps PDF Free Download - Page: 10

QUESTION: 9

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.

Answer(s): B

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QUESTION: 10

Your client, who uses SAP SuccessFactors Employee Central, wants to make sure that only employees who have been with the company more than 2 years are eligible for a Lump Sum. How do you build the eligibility rule to make this happen?

Use the effective date from Job Info to check if the employee has been in this position for more than 2 years.
Check the Hire Date field to see if the employee started at least 2 years ago.
Add help text to the Lump Sum field to notify planners only to use the field for eligible employees.
Check if the Event Reason is New Hire the effective date is 2 years ago.

Answer(s): B

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QUESTION: 11

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 E
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.

Answer(s): B

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QUESTION: 12

What triggers can be used to force a planner to add comments without using custom validations?
Note: There are 2 correct answers to this question.

Any time an employee is given a raise, stock, or options.
When an employee's raise exceeds the range penetration maximum.
An employee is NOT given a raise, stock, or options at all.
When an employee's final salary is below range penetration minimum.

Answer(s): A,C

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QUESTION: 13

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."

Answer(s): A

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QUESTION: 14

How can the compRating field be used to enhance the compensation worksheet?
Note: There are 2 correct answers to this question.

It allows for performance form rating overrides.
It allows for performance ratings to use a different rating scale.
It allows ratings to be entered directly on the planning worksheet for those employees who do NOT have a performance form.
It allows a second rating field for guidelines.

Answer(s): B,C

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QUESTION: 15

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

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

Answer(s): C

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QUESTION: 16

What is the recommended leading practice workflow for a compensation template?

Process Setup Manager Planning Next Level Manager Review Final Review Complete
Manager Planning Next Level Manager Review Compensation Admin Review HR Manager Planning Complete
Process Setup Manager Planning Next Level Manager Review Third Level Manager Review Complete
Manager Planning Next Level Manager Review HR Manager Planning Complete

Answer(s): A

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SAP Certified Associate - Implementation Consultant - SuccessFactors Compensation C_THR86_2505 Dumps in PDF

Free SAP C_THR86_2505 Real Questions (page: 10)

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QUESTION: 16