Prominent Features of PassLeader SAP C-THR86-2405 Exam Practice Test Questions

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SAP C-THR86-2405 Exam Syllabus Topics:

Topic	Details
Topic 1	Plan Settings: Managing plan settings is a crucial aspect of the SAP C_THR86_2405 exam. SAP partner consultants will need to demonstrate their abilities to configure and adjust plan settings to align with organizational goals and ensure that compensation plans function smoothly and effectively.
Topic 2	Implementation Test: You will be evaluated on your ability to conduct implementation tests. This part of the exam focuses on your skills in verifying that all configurations and settings are correctly implemented, ensuring a smooth deployment of the compensation module.
Topic 3	Compensation Statements: The exam will assess your expertise in configuring compensation statements. You will need to showcase your knowledge of how to set up these SAP statements so that they accurately reflect employee compensation, ensuring clarity and transparency in communication.
Topic 4	Permissions: The exam will assess your capability to set up permissions effectively. As an aspiring SAP partner consultant, you will need to show how well you can manage access controls to safeguard sensitive compensation data while ensuring that the right users have access to the necessary functionalities.
Topic 5	Managing Clean Core: This section of the exam will measure your knowledge of clean core principles. To become a certified SAP partner consultant, you will need to demonstrate how you can apply these principles to maximize business process agility, reduce adaptation efforts, and accelerate innovation within the ERP environment.
Topic 6	Managing Employee Specific Data: The exam will test skills in managing employee-specific data within SAP SuccessFactors. SAP partner consultants will be required to show how effectively they can handle data to ensure accurate compensation decisions that reflect individual employee situations.
Topic 7	Compensation Plan Guidelines: In this section, SAP partner consultants will be evaluated on their abilities to configure compensation plan guidelines. Candidates must demonstrate their capacity to set up guidelines that align with company policies and industry standards, ensuring fair and consistent compensation practices.
Topic 8	Reports and Workflows: The proficiency in creating, enabling, and exporting reports and workflows will be evaluated. This section of the exam focuses on the ability of a SAP partner consultant to generate critical data insights and automate processes, essential for efficient compensation management.

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SAP Certified Associate - Implementation Consultant - SAP SuccessFactors Compensation Sample Questions (Q50-Q55):

NEW QUESTION # 50
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?

A. Check if the Event Reason is New Hire the effective date is 2 years ago.
B. Use the effective date from Job Info to check if the employee has been in this position for more than 2 years.
C. Check the Hire Date field to see if the employee started at least 2 years ago.
D. Add help text to the Lump Sum field to notify planners only to use the field for eligible employees.

Answer: C

Explanation:
To configure eligibility based on tenure, you can use the Hire Date field in SAP SuccessFactors to determine how long an employee has been with the company.
* Option B: "Check the Hire Date field to see if the employee started at least 2 years ago."
* By configuring an eligibility rule that references the Hire Date, you can set criteria to check if the employee's start date is at least two years before the form's effective date. This ensures only employees with over two years of tenure are eligible for the Lump Sum.

NEW QUESTION # 51
You set up a merit guideline rule based on the performance rating country. You configure guideline formulas as shown in the screenshot.
An employee in the US has a rating of 3. What will be their default merit increase?

A. 2%
B. 1%
C. 4%
D. 0%

Answer: A

Explanation:
When an employee's merit increase is determined by a guideline formula based on performance rating and country:
* Option C: "2%"
* For an employee in the US with a performance rating of 3, the configured guideline specifies a
2% merit increase. This default increase applies according to the rule setup in the guideline formulas.

NEW QUESTION # 52
Your customer has the following requirements for their compensation plan:
1.Allow planners to make recommendations outside of the high/low values. 2. Display only the max min values in the compensation worksheet. Which guideline rule settings must you set to fulfill these requirements?

A. In Display Settings use min-max
*Hard Limit: Yes
*High/Low Action: Allow
B. In Display Settings use min-max
*Hard Limit: No
*High/Low Action: Warn
C. In Display Settings use min-max
*Hard Limit: No
*High/Low Action: Allow
D. In Display Settings use low-high
*Hard Limit: Yes
*High/Low Action: Allow

Answer: C

Explanation:
To allow planners to make recommendations outside of the high/low values but only display max and min values on the worksheet:
* Option A: "In Display Settings use min-max, Hard Limit: No, High/Low Action: Allow"
* Min-maxdisplay shows only the minimum and maximum guideline values. SettingHard Limitto
"No" allows planners to make recommendations outside these values, andHigh/Low Action:
Allowenables the flexibility needed by the client.

NEW QUESTION # 53
What are some general principles for creating Route Maps for client projects? Note: There are 2 correct answers to this question.

A. Use the "Get Feedback" function to allow people outside the hierarchy to comment on the decisions.
B. Only include those that would alter a decision, not simply review.
C. Use a Signature step so the employee is aware of the decisions once the form is marked as "Complete".
D. Use reporting Executive Review for reviewing trends aggregate budgets.

Answer: B,D

NEW QUESTION # 54
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 assign the third step to EMM and use the Out of Turn Access option under Advanced Options
D. In the route map use a Collaboration step as the third step with EM as the Entry User and EMM as the Exit User

Answer: D

NEW QUESTION # 55
......

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PROMINENT FEATURES OF PASSLEADER SAP C-THR86-2405 EXAM PRACTICE TEST QUESTIONS

Prominent Features of PassLeader SAP C-THR86-2405 Exam Practice Test Questions