Updated C-THR86-2405 Dumps PDF - C-THR86-2405 Real Valid Brain Dumps With 80 Questions!
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NEW QUESTION # 39
Your customer has part-time and full-time employees. You notice that for part-time employees, their compa-ratio in EC is different than in Compensation. What do you configure in the system to have it calculate the correct compa-ratio and take into account the FTE?
- A. Set the XML attribute isActualSalarylmported to True in the compensation plan template
- B. Set COMPENSATION_SAL_RATE_TYPE in the user data file (UDF) to FULL-TIME or PART-TIME
- C. Set SALARY_PRORATING in the user data file (UDE) to the percent that the employees work full time
- D. Set the XML attribute isActualSalarylmported to False in the compensation plan template
Answer: D
NEW QUESTION # 40
Your customer has an Employee Central integrated template with an effective date of March 1.2023. 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. 2023. with a start date of March 1. 2023 An employee gets promoted on March 5, 2023. which includes a pay grade change.What is the effect on the value that is displayed when the planner opens the worksheet on March 6, 2023?
- A. The pay grade remains the same as it was when the forms were created
- B. The new pay grade is displayed
- C. The employee becomes ineligible
- D. New forms need to be created because an error will be shown
Answer: A
NEW QUESTION # 41
What checks can you make with the Check tool? Note there are 2 correct answers to this question.
- A. Circular hierarchies for form creation
- B. Reportable fields correctly configured
- C. Accuracy of formula calculations
- D. Custom validations correctly configured
Answer: A,C
NEW QUESTION # 42
A customer is using the following number format Mode Round down Multiple 100 How will a value of 9575
50 be displayed?
- A. 0
- B. 1
- C. 2
- D. 3
Answer: D
NEW QUESTION # 43
Your client has asked you to display both the number and text in the standard Performance Rating field.What do you need to update to meet this requirement?
- A. Create a new custom field with a formula under Column Designer
- B. Create a lookup table with the number and text
- C. Update the Rating Label Format to Number-Text under Display Settings
- D. Change the labels in the rating scale to include both the number and text
Answer: C
NEW QUESTION # 44
You cannot do this with a single statement template a second template must be created to include this item and statement groups used to assign the templates appropriately.Which of the following permissions are required to be able to use Executive Review offline edit to download modify and upload buk 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 - Mass Action permission
- E. The user needs the Executive Review - Edit permission
Answer: A,C,E
NEW QUESTION # 45
Your customer wants the guidelines for an employee's merit recommendation to be prorated based on the employee's date of last hire The date of last hire is different than the employee's original hire date.How can you fulfill this requirement?
- A. Use salary proration and set the review start date equal to the employees last hire date
- B. Use salary proration and import the employee s last hire date in the SALARY_PRORATING_START_DATE column.
- C. Use raise proration and import the employee s last hire date in the RA1SE_PRORATING_START_DATE column
- D. Use raise proration and import a proration factor in the RAISE_PRORATING column
Answer: A
NEW QUESTION # 46
How can the compRating field be used to enhance the compensation worksheet?Note There are 2 correct answers to this question.
- A. It allows ratings to be entered directly on the planning worksheet for those employees who do NOT have a performance form
- B. It allows a second rating field for guidelines
- C. It allows for performance ratings to use a different rating scale
- D. It allows for performance form rating overrides
Answer: A,C
NEW QUESTION # 47
You configure the following salary rule in the compensation plan template,see Image.
How does the system behave?
- A. 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
- B. The rule alerts the planner that the range penetration threshold has been exceeded and 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 CANNOT save the merit increase by selecting Cancel in the pop-up message
- D. The rule prevents the planner from saving the merit increase*The planner must go back and change their merit recommendation.
Answer: A
NEW QUESTION # 48
Your customer would Ike the Reward team to be able to override the final salary of the employee by directly entering in the final amount in Executive Review.However, they want to make sure that this is only posstole during the last week of the planning cycle How can you achieve this?
- A. Create a custom editable Money field with field-based permissions set to read-only Change the permissions to editable on the correct date.
- B. Create a custom read-only Money field and change read-only to No on the correct date.
- C. Create a custom editable Money field and use custom validation to check that values are not entered until the correct date.
- D. Create a custom editable Money field In the formula to calculate the final salary, use the dateDIffO function to determine if the custom column can override the calculated value.
Answer: D
NEW QUESTION # 49
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?
- A. MANAGER blank
- B. MANAGER NO.MANAGER SECOND.MANAGER NO MANAGER MANAGER blank
- C. MANAGER NO.MANAGER SECOND.MANAGER blank
- D. SECOND.MANAGER blank
- E. SECOND.MANAGER NO.MANAGER
Answer: C
NEW QUESTION # 50
In an EC-integrated compensation worksheet what are some ol the reasons you might include a lookup table in your configuration.Note There are 3 correct answers to this question.
- A. Converting money values from functional to local currency
- B. Holding previous year's salary by Employee ID
- C. Providing budget percentage by country
- D. Converting a code into its text equivalent for display
- E. Determining appropriate car allowance by grade
Answer: B,C,E
NEW QUESTION # 51
Your client has a requirement for the salary process where the approval workflow should have the following main steps.1.Manager makes recommendations/2.Next Level Manager approves the recommendations but CANNOT send the form back for changes/3.Third level manager reviews the approval and CAN send the form back to the Next Level Manager for changes.How can you set up the system to meet this requirement?
- A. In the route map use a Collaboration step as the third step with EM as the Entry User and EMM as the Exit User
- B. In the route map use an Iterative step as the third step with EM as the Entry User and EMM as the Exit User.
- C. In the route map use a Collaboration step as the third step with EM as the Entry User and EMM as the Exit User
- D. In the route map assign the third step to EMM and use the Out of Turn Access option under Advanced Options
Answer: A
NEW QUESTION # 52
When generating compensation statements, you notice that only the number is appearing for the rating, not the text. How can you correct this?
- A. Create a custom column referencing a lookup table to pull in the text
- B. Update the field-based permissions for the PM Rating field
- C. Update your Rating Label Format to show the text
- D. Add help text to the PM Rating field
Answer: B
NEW QUESTION # 53
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*Map the lookup table name to the start-date' of the pay component in the XML
- B. 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
- C. 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
- 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: C
NEW QUESTION # 54
You configured merit guidelines as shown in the screenshot.
If an employee has a range penetration of 24% what would be the low to high guideline that would appear in the merit guideline column in the compensation worksheet?
- A. O 1%-2%
- B. 0%-0%
- C. 3%-5%
- D. O 2%-4%
Answer: B
NEW QUESTION # 55
Your client has a requirement to set a custom Amount column called RSU Shares to 15 if the employee has a performance rating of 5 and a Pay Grade of 6 or 7. If the employee does not meet these conditions, then they receive 0 shares.What formulas could work for this requirement?Note There are 2 correct answers to this question.
- A. if(pmRating=5&&(payGrade=6| 7).15.0)
- B. iflpmRaling=5&&(payGrade=6| payGrade=7) 15 0)
- C. if(pmRating=5 AND payGrade=6 OR payGrade=7 15,0)
- D. if(pmRating=5.if(payGrade=6 l5.if(payGrade=7 15.0)) 0)
Answer: B,D
NEW QUESTION # 56
Your customer has the following requirements for their compensation plan.1.Allow planners to make recommendations outside of the highlow values.2.Display only the max and min values in the compensation worksheet.Which guideline rule settings must you set to fulfill these requirements?
- A. In Display Settings use low-high*Hard Limit Yes*High/Low Action Allow
- B. In Display Settings use min-max*Hard Limit Yes*High.tow Action Allow
- C. In Display Settings use min-max*Hard Limit No*High/Low Action Allow
- D. In Display Settings use min-max*Hard Limit No *High/Low Action Warn
Answer: C
NEW QUESTION # 57
Your non-EC customer v/ants only users in Pay Grade 1 and 2 to be ineligible for Lump Sum. Pay Grades 3 through 9 are eligible.What can you do to fulfill this requirement?Note. There are 3 correct answers to this question.
- A. Start with all employees are eligible In the UDF set the LUMPSUM_ELIGIBLE field to FALSE for Grades 1 and 2. and TRUE for Grades 3 through 9
- B. Start with all employees are ineligible Using the legacy eligibility rules engine, create a rule condition that goes through the eligible Pay Grades and makes them eligible for the Lump Sum field
- C. Start with all employees are ineligible using the legacy eligibility rules engine, create a rule condition that makes the Pay Grades 1 and 2 ineligible for the Lump Sum field
- D. Start with all employees are eligible Using the legacy eligibility rules engine create a rule condition that makes the Pay Grades 3 through 9 eligible for the Lump Sum field
- E. Start with all employees are eligible Using the legacy eligibility rules engine create a rule condition that makes the Pay Grades 1 and 2 ineligible for the Lump Sum field
Answer: A,B,E
NEW QUESTION # 58
Your client requests that no employee be eligible for a merit increase greater than 10%.Which configuration steps must you perform?
- A. Enable a hard limit stop for the merit guideline in Admin Center.*Set the maximum value to 10 for all guideline formulas
- B. Set the guideline pattern to be low-high*Set the high value for all guidelines to be 10.
- C. Create a guideline rule with the High/Low Action option set to Allow in Admin Center.*Define each guideline formula with a default value of 10
- D. Enable a hard limit stop for the merit guideline in Admin Center*Set the maximum value to 0 10 for all guideline formulas
Answer: A
NEW QUESTION # 59
When should you configure a compensation template using the Second Manager hierarchy?.Note There are 2 correct answers to this question.
- A. Your customer has more than three manager approval levels in their route map
- B. Your customer wants someone other than the standard manager to make compensation recommendations
- C. Your customer wants only directors and above to do planning
- D. Your customer wants to include HR in their route map
Answer: B,C
NEW QUESTION # 60
In Admin Center you load a pay matrix table as shown in the screenshot. You map Attribute 1 to Geo Zone.
Attribute 2 to Legal Entity, and Attribute 3 to Pay Frequency.See image below.
On the compensation worksheet an employee is in the UK LONDON Geo Zone the ABC Legal Entity, Pay Frequency of BWK, and Pay Grade GR-08 The employee's current range penetration is calculated as exactly
0%. What is their current salary?
- A. 3147.0
- B. 2852.0
- C. 3140.0
- D. 3458.0
Answer: B
NEW QUESTION # 61
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