C_THR86_2311 SAP SuccessFactors Compensation 2H/2023 Exam Dumps

dumps2024-01-31T09:56:08+08:00

Passing the C_THR86_2311 SAP SuccessFactors Compensation 2H/2023 exam is not difficult now. There are 80 questions in the real SAP Certification C_THR86_2311 exam, and you have 180 minutes to answer all the questions. The cut score for the SAP Certified Application Associate C_THR86_2311 exam is 65%. The available language is English. We provide the latest SAP SuccessFactors Compensation 2H/2023 C_THR86_2311 exam dumps, which can guarantee you pass easily. Free SAP Certified Application Associate C_THR86_2311 exam dumps are below.

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1. In provisioning for your customer’s instance you select the ’Assign default required field values for new users if none specified' option You want to import a compensation-specific user data file (UDF).

Which columns are required? Note: There are 2 correct answers to this question.

STATUS

USERNAME

USERID

MANAGER

2. What happens to compensation forms when the currency conversion table is updated during the planning period?

In-progress forms are only affected when Update All Worksheets is run

Change is dynamic to in-progress forms

In-progress forms are NOT affected

Only completed forms ate affected

3. Reward Team member who launched the forms.

How will you set this up in the Route Map?

Employee - Manager - User

Manager - Manager s Manager - Originator

Employee - Manager - Originator

Manager - Manager s Manager - User

4. A customer would like percentage fields to only show decimal places if they are available. For example 40 00% should display as 40%, but if the percentage calculation is 40.54%. they want to display the decimal places.

What number format should you use?

defAmountFormat # ##0

defPercentFormat #

defPercentFormat #00

defPercentFormat #

5. Your customer has employees in five different countries In those countries, a total of three different languages are used English. German and French. The end-of-cycle compensation statement needs to be in each of those three languages.

How can you accomplish this using the standard compensation statement template?

Create one version of the statement Clone the statement and translate the text into the two other languages. Use statement groups based on the employee preferred language to appropriately assign the template.

Create one version of the statement Clone the statement and translate the text into the two other languages. Use statement groups based on the employee country to appropriately assign the template.

You need to use a custom statement. Use statement groups based on the employee country to appropriately assign the template.

Create one version of the statement that has all three languages sequentially. Assign this template to all employees.

6. Display only the max and min values in the compensation worksheet.

Which guideline rule settings must you set to fulfill these requirements?

In Display Settings use min-max • Hard Limit No • High/Low Action Warn

In Display Settings use min-max • Hard Limit Yes • High/Low Action Allow

In Display Settings use min-max • Hard Limit No • High/Low Action Allow

In Display Settings use low-high • Hard Limit Yes • High/Low Action Allow

7. 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?

O 2%-4%

3%-5%

0%-0%

O 1%-2%

8. 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.

if(pmRating=5&&(payGrade=6| 7).15.0)

iflpmRaling=5&&(payGrade=6| payGrade=7) 15 0)

if(pmRating=5 AND payGrade=6 OR payGrade=7 15,0)

if(pmRating=5.if(payGrade=6 l5.if(payGrade=7 15.0)) 0)

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

Process Setup ― Manager Planning ― Next Level Manager Review ― Third Level Manager Review ― Complete

Process Setup ― Manager Planning ― Next Level Manager Review ― Final Review ― Complete

Manager Planning ― Next Level Manager Review ― Compensation Admin Review ― HR Manager Planning ― Complete

Manager Planning ― Next Level Manager Review ― HR Manager Planning ― Complete

10. Each employes has a custom number code assigned to them. However, your customer wants to display the name instead of the code on the worksheet If the code is NOT in the table, the customer wants blanks to be displayed.

What would you define as the last row in your lookup table?

A blank In the input agreement with blanks as the output

FALSE as the input agreement with blanks as the output

An asterisk (’) in the input agreement with blanks as the output

N/A as the input value.key with blanks as the output

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11. 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?

Update the Rating Label Format to Number-Text under Display Settings

Change the labels in the rating scale to include both the number and text

Create a lookup table with the number and text

Create a new custom field with a formula under Column Designer

12. Your client requests that no employee be eligible for a merit increase greater than 10%.

Which configuration steps must you perform?

Set the guideline pattern to be low-high • Set the high value for all guidelines to be 10.

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

Enable a hard limit stop for the merit guideline in Admin Center. • Set the maximum value to 10 for all guideline formulas

Enable a hard limit stop for the merit guideline in Admin Center • Set the maximum value to 0 10 for all guideline formulas

13. Your customer uses SAP SuccessFactors Employee Central and 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 and 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 fin Salary field and some custom columns to calculate the components and publish those back to EC

Map TC to the standard Current Salary field • Use the Merit column for the TC update • Publish the fin Salary value back to the pay component group in EC and 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 and manually create import files to update E

Map SALARY to the standard Current Salary field and TC to merit Target • Use merit to update the TC and use custom fields to allow planners to update the allowances. • Publish each component back separately.

14. A customer is using the following number format Mode Round down Multiple 100.

How will a value of 9575 50 be displayed?

9000

9600

9500

9570

15. Your customer requires a field on the worksheet where planners can select from a list to categorize the reason for the employee receiving a lump sum.

How can you achieve this?

Create a read-only string field and make it reloadable

Create an editable string field and make it reportable

Create a read-only string field and make it reportable

Create an editable string field with enumerated values

16. While validating the current cycles compensation statements you want to prevent them from being visible on employee profile while still allowing access to past compensation statements.

How can you accomplish this?

Disable access to all statements, including the prior years statements

Remove access to Employee Profile during compensation planning

Under the permissions of the current statements), change the setting to Generated statements are not viewable

Use Role-Based Permissions to control access to only display previous years’ statements

17. Which actions are controlled by role-based permissions? Note There are 2 correct answers to this question.

Editing columns on a worksheet

Making changes through Executive Review

Updating a Compensation Statement

Opening compensation worksheets

18. Your customer wants to include information on the planning form that is visible and read-only to planners, but may be edited by the Reward Team.

How can you achieve this?

Configure a custom field and use field based permissions to set the field to be non-editable to planners

Configure a custom field and set the field to read-only

Configure a custom field and use field-based permissions to set the field to be hidden from planners

Configure a custom field and set the field to be reportable

19. 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?

Check the Hire Date field to see if the employee started at least 2 years ago

Check if the Event Reason is New Hire and the effective date is 2 years ago

Use the effective date from Job Info to check if the employee has been in this position for more than 2 years

Add help text to the Lump Sum field to notify planners only to use the field for eligible employees

20. 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?

MANAGER blank

SECON

MANAGER blank

MANAGER N

MANAGER SECON

MANAGER blank

MANAGER N

MANAGER SECON

MANAGER NO MANAGER MANAGER blank

SECON

MANAGER N

MANAGER

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21. A customer wants to display a block of text on the compensation statement only if the merit increase percentage is greater than 10%.

How would you proceed?

Configure a nevr percent field with a formula within the compensation template and add this field to the statement template Use this field in the conoitional logic

Duplicate the standard merit field and select the Show percent only radio button Add this field to the statement template and use it for the conditional logic

Configure an adjustment field to duplicate the merit field and select the Show percent only radio button Add this field to the statement template and use it for the condiional logic.

Use conditional logic in the statement to only display the paragraph if merit is greater than 10

22. 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?

Create a custom editable Money field and use custom validation to check that values are not entered until the correct date

Create a custom read-only Money field and change read-only to No on the correct date.

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

Create a custom editable Money field with field-based permissions set to read-only Change the permissions to editable on the correct date

C_THR86_2311 SAP SuccessFactors Compensation 2H/2023 Exam Dumps

C_THR86_2311 SAP SuccessFactors Compensation 2H/2023 Exam Dumps

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