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SAP C_THR86_2505 Exam Syllabus Topics:

Topic
Details

Topic 1

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 2

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 3

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 4

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 5

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 6

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.

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SAP Certified Associate - Implementation Consultant - SAP SuccessFactors Compensation Sample Questions (Q41-Q46):

NEW QUESTION # 41
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?

A. Set the Force Default On Custom Column Change option within guidelines to Yes.
*Make sure the Country column is reloadable Job Family is not.
B. Set the Force Default On Custom Column Change option within guidelines to Yes.
*Make sure the Country Job Family columns are both reloadable.
C. Ensure the default value for all merit guidelines is non-zero.
*Make sure the Country Job Family columns are both reloadable.
D. Set the Force Default On Rating Change option within guidelines to Yes.
*Make sure the Country column is reloadable Job Family is not.

Answer: A

Explanation:
In SAP SuccessFactors Compensation, the Force Default On Custom Column Change option in guidelines ensures that when specific custom fields change (such as Country), the merit increase is reset to its default.
This meets the requirement of resetting the merit increase only when Country changes, not when Job Family changes.
* Configuring Force Default on Custom Column Change
* Option D: By setting Force Default On Custom Column Change to "Yes," the system will reset the merit increase to default values whenever a change occurs in a reloadable custom field marked as critical.
* Reloadable Columns: Making only the Country column reloadable ensures that changes in Country will trigger the reset, while Job Family changes will not affect the merit guideline.
* Why Other Options Are Incorrect
* Option A involves Force Default On Rating Change, which is irrelevant for custom columns like Country or Job Family.
* Option B and Option C involve making both Country and Job Family reloadable, which does not meet the requirement to ignore Job Family changes.
* Reference Documentation
* SAP SuccessFactors Compensation Guide on Guidelines and Force Default Settings.

NEW QUESTION # 42
When should you configure a compensation template using the Second Manager hierarchy? Note: There are 2 correct answers to this question.

A. Your customer wants to include HR in their route map.
B. Your customer wants only directors above to do planning.
C. Your customer wants someone other than the standard manager to make compensation recommendations.
D. Your customer has more than three manager approval levels in their route map.

Answer: B,C

NEW QUESTION # 43
What is the recommended leading practice workflow for a compensation template?

A. Process Setup # Manager Planning # Next Level Manager Review # Final Review # Complete
B. Manager Planning # Next Level Manager Review # Compensation Admin Review # HR Manager Planning # Complete
C. Manager Planning # Next Level Manager Review # HR Manager Planning # Complete
D. Process Setup Manager Planning # Next Level Manager Review # Third Level Manager Review # Complete

Answer: A

Explanation:
The recommended workflow for compensation templates ensures structured review and approval, following best practices to ensure accuracy and compliance in compensation decisions.
* Recommended Workflow Stages
* Process Setup: The Compensation Admin configures the process.
* Manager Planning: Line managers make initial compensation recommendations.
* Next Level Manager Review: Next-level managers review and adjust recommendations as necessary.
* Final Review: HR or Compensation Admin conducts a final review to ensure compliance and data accuracy.
* Complete: The process is finalized and completed.
* Why Other Options Are Incorrect
* Options B, C, and D omit the Final Review or include additional manager levels not typically required, making them less aligned with the standard leading practice.
* Reference Documentation
* SAP SuccessFactors Compensation Guide on Compensation Cycle Workflow and Template Setup.

NEW QUESTION # 44
When would you run the Update All Worksheets function? Note: There are 3 correct answers to this question.

A. When an administrator changes the layout of the compensation plan template to add a new column
B. When a performance rating is updated
C. When there has been an update to a lookup table
D. When an administrator makes a change to Field Based Permissions
E. When there has been a change to an eligibility rule

Answer: B,C,E

NEW QUESTION # 45
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.
* 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. 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.
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. 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.

Answer: A

NEW QUESTION # 46
......

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