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SAP C-THR86-2411 Exam Syllabus Topics:

SAP Certified Associate - Implementation Consultant - SAP SuccessFactors Compensation Sample Questions:

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

2. Which of the following permissions are required to be able to use Executive Review offline edit to download, modify, upload bulk changes? Note: There are 3 correct answers to this question.

A) The user needs the Executive Review - Import permission.
B) The user needs the Ad Hoc Reports for the Compensation Planning domain permission.
C) The user needs the Executive Review - Export permission.
D) The user needs the Executive Review - Edit permission.
E) The user needs the Executive Review - Mass Action permission.

3. Which compensation permissions are typically enabled in role-based permissions for Human Resources Business Partners?
Note: There are 2 correct answers to this question.

A) Executive Review Export
B) Compensation Management
C) Generate Statements
D) Manage Compensation Forms

4. 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) 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.
B) 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.
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) 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.

5. 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) 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.
C) 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.
D) 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.

Solutions: