PrepAwayPDF C_THR86_2305 dumps & SAP Certified Application Associate Sure Practice with 80 Questions [Q20-Q41]

Q20. Your customer has implemented SAP SuccessFactors Employee Central (EC) and now wishes to implement a single global compensation template However, only part of the organization is in Employee Central, some countries are still using SAP ERP. but there are plans to move to SAP SuccessFactors Employee Central over the next two years The customer wants to use the Compensation module to plan for all employees regardless of where their employee data sits.What is the recommended approach to this scenario?

Q21. How would you use a lookup table result in a numeric operation?

Q22. What happens when a mass change violates the guideline hard stops?

Q23. When setting up rating sources in a compensation plan template, which following rating types can you select? Note: There are 2 correct answers to this question

Q24. Your c to r needs to remove a compensation statement from the system for one employee who was NOT eligible for a merit Increase. Which of the following options would help you best accomplish this?

Q25. 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?

Q26. You set up a merit guideline rule based on the performance rating and country. You configure guideline formulas as shown in the screenshot. See image below.
An employee in the USA has a rating of 4.What would be their default merit increase?

Q27. What optional XML configuration controls

Q28. Your customer uses a look-up table to calculate custom budgets, as shown in the screenshot. The budget is based on an employee s country and status In the template the country is defined with field ID customCountry and the status Is defined with field ID customStatus.What is the correct syntax to calculate the adjustment budget?

Q29. Your customer has an Employee Central integrated template with an effective date of March 1, 2020.
The template has a reloadable field that is mapped to the Pay Grade field in SAP SuccessFactors Employee Central. The forms are launched on February 1, 2020, with a start date of March 1, 2020.
An employee gets promoted on February 14, 2020, which includes a pay grade change.
What is the effect on the value that is displayed when the planner opens the worksheet on March 5,
2020?

Q30. You create a test user data tile <UDF) for use with a compensation template. The template uses the Second Manager hierarchy. The CEO is head of both hierarchies In the user record of the CEO what values would you use for the MANAGER and SECOND_MANAGER columns?

Q31. Your EC-integtated client wishes to plan on monthly salaries (or employees in the UK. but on annual salaries for employee in the US All employees have their salaries stored in EC with a single pay component with a frequency of monthly’ because of payroll integration constraints.Which of the following options is a solution for this requirement?

Q32. As part of the approval process your client wants to make sure that the planners have a full view of how their direct and indirect reports have adhered to their allocated budgets before their worksheets can be approved.How can you best show this information?

Q33. Your clients HR team wants higher level planner to track where forms reside in the process and reach out to their team’s planners, who are behind schedule, via email. What should you recommend to the client?

Q34. You want to rename the Salary tab of the compensation plan template.Which field section must you configure?

Q35. Which actions are controlled by role based permission? Note there are2 correct answer to this

Q36. An has changed and you need to assign the employee to a different compensation form. When importing the u data file (UDF) and updating the compensation worksheets, which option must you select to reflect this change?

Q37. Your client wishes to limit new employee salaries so that no employee can exceed 125% compa-ratio. They do not award lump sums. How can you configure the worksheet to meet this requirement?Note. There are 2 correct answers to this question.

Q38. When generating compensation statements, you notice that only the number is appearing for the rating, not the text. How can you correct this?

Q39. You configure merit guidelines as shown in the attached screenshot. If an employee has a rating of 3.05 what would be the low to high guideline column in the compensation worksheet?

Q40. How can the compRating field be used to enhance the compensation worksheet?Note There are 2 correct answers to this question.

Q41. You configure the following salary rule in the compen useFor=”merit” benchmark=”range-penetration” actionO [comp-salary-rule-threshold > <message-on-exceed