SAP C_THR86_2411 STUDY PLAN & VALID TEST C_THR86_2411 FORMAT

SAP C_THR86_2411 Study Plan & Valid Test C_THR86_2411 Format

SAP C_THR86_2411 Study Plan & Valid Test C_THR86_2411 Format

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SAP Certified Associate - Implementation Consultant - SAP SuccessFactors Compensation Sample Questions (Q31-Q36):

NEW QUESTION # 31
In an EC-integrated implementation, which of the following EC elements can be used to map fields? Note:
There are 3 correct answers to this question.

  • A. Biographical Information
  • B. Background Elements
  • C. MDF Objects
  • D. Time Off
  • E. Pay Components

Answer: A,C,E

Explanation:
In SAP SuccessFactors Compensation integrated with Employee Central, mapping data fields between Employee Central and Compensation templates is essential. The following elements can be mapped:
* Biographical Information (Option A):
* Biographical data such as date of birth, gender, and other demographic information can be mapped from Employee Central to Compensation worksheets. This data can be used to filter or personalize employee details on the worksheet.
* MDF Objects (Option C):
* Metadata Framework (MDF) Objects allow custom object configuration in Employee Central, enabling businesses to define custom fields or data structures. These can then be mapped to fields in Compensation templates, providing flexibility to bring in custom attributes like competencies, certifications, or additional criteria.
* Pay Components (Option D):
* Pay components, such as base salary, allowances, and bonuses, are fundamental elements in Employee Central and can be mapped directly to compensation planning fields on the worksheet.
This mapping ensures accurate financial data and compensation planning alignment with Employee Central records.
Excluded Options:
* Time Off (Option B): Time Off data is not typically mapped directly to Compensation worksheets as it primarily manages leave and absence.
* Background Elements (Option E): Background elements generally pertain to employee profiles (e.g., previous work experience or education) and are not used in direct mapping to Compensation worksheets.


NEW QUESTION # 32
You create a test user data file (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 SECOND_MANAGER columns?

  • A. MANAGER: NO_MANAGER
  • B. MANAGER: blank
  • C. MANAGER: NO_MANAGER
  • D. MANAGER: blank

Answer: A


NEW QUESTION # 33
Which of the following requires the use of custom validations?
Note: There are 2 correct answers to this question.

  • A. An error message when adjustments are entered in two different fields
  • B. An error message when planners enter a promotion without changing pay grade
  • C. An error message when the maximum guideline is exceeded
  • D. A warning message when the budget is exceeded

Answer: B,D


NEW QUESTION # 34
Which of the following updates require worksheets to be relaunched?
Note: There are 2 correct answers to this question.

  • A. Revise field-based permissions.
  • B. Update a formula in a custom column.
  • C. Update lookup table contents.
  • D. Modify the route map.

Answer: A,C


NEW QUESTION # 35
What is the recommended leading practice workflow for a compensation template?

  • A. Process Setup Manager Planning # Next Level Manager Review # Third Level Manager Review # Complete
  • B. Process Setup # Manager Planning # Next Level Manager Review # Final Review # Complete
  • C. Manager Planning # Next Level Manager Review # HR Manager Planning # Complete
  • D. Manager Planning # Next Level Manager Review # Compensation Admin Review # HR Manager Planning # Complete

Answer: B

Explanation:
The recommended workflow for compensation templates ensures structured review and approval, following best practices to ensure accuracy and compliance in compensation decisions.
* Recommended Workflow Stages
* Process Setup: The Compensation Admin configures the process.
* Manager Planning: Line managers make initial compensation recommendations.
* Next Level Manager Review: Next-level managers review and adjust recommendations as necessary.
* Final Review: HR or Compensation Admin conducts a final review to ensure compliance and data accuracy.
* Complete: The process is finalized and completed.
* Why Other Options Are Incorrect
* Options B, C, and D omit the Final Review or include additional manager levels not typically required, making them less aligned with the standard leading practice.
* Reference Documentation
* SAP SuccessFactors Compensation Guide on Compensation Cycle Workflow and Template Setup.


NEW QUESTION # 36
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