[Oct-2023] C-THR86-2211 exam torrent SAP study guide [Q13-Q35]

admin • October 10, 2023

[Oct-2023] C-THR86-2211 exam torrent SAP study guide [Q13-Q35]

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[Oct-2023] C-THR86-2211 exam torrent SAP study guide

Use Valid New C-THR86-2211 Test Notes & C-THR86-2211 Valid Exam Guide

SAP C_THR86_2211 (SAP Certified Application Associate – SAP SuccessFactors Compensation 2H/2022) Exam is a certification exam designed for professionals seeking to demonstrate their expertise in SAP SuccessFactors Compensation. C-THR86-2211 exam validates the candidate’s knowledge and skills in configuring, implementing, and managing SAP SuccessFactors Compensation solutions. SAP Certified Application Associate – SAP SuccessFactors Compensation 2H/2022 certification is recognized globally and is highly valued in the industry.

SAP C_THR86_2211 exam is a certification program designed for professionals who are interested in enhancing their skills and knowledge in SAP SuccessFactors Compensation. SAP Certified Application Associate – SAP SuccessFactors Compensation 2H/2022 certification is aimed at individuals who are responsible for implementing and configuring SAP SuccessFactors Compensation solutions in their organizations. SAP Certified Application Associate – SAP SuccessFactors Compensation 2H/2022 certification exam evaluates candidates’ ability to apply their knowledge of SAP SuccessFactors Compensation to real-world scenarios.

Q13. 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?

Move user’s compensation data from old manager to current manager

Automatic an route document transfer to new manager

Add new user to compensation form

Automatic inbox document transfer to new manager

Q14. Which actions are controlled by role based permission? Note there are2 correct answer to this

Accessing Compensation Home

Editing compensation columns

Opening executive Review

Opening compensation worksheets

Q15. Your customer is based in and has a functional currency of GBP. However, they also have offices in the US (USD), France (EUR), and Ge EUR). They would like the budget displayed in local currency, for all planners for example, German planners h budget in EUR, NOT GBR. How can you best account list?
Note: There are 2 correct answers to this question

Disable functional Currency mode

Have four separate templates, one for each country

Use budget grouping and group on the local currency code

Enable Planner Currency mode

Q16. Your client wants to ensure that planners justify their decision to NOT give an employee a merit increase. What is the best way to accomplish this?

Edit the xml and add a comp-force-comment-config tag with the mode attribute set to “guideline”

Edit the xml and add a comp-force-comment-config tag with the mode attribute set to “no-raise”

Edit the xml and add a comp-force-comment-config tag with the mode attribute set to “raise”

Q17. Your customer uses a look up table to calculate custom budgets, as shown in the attached screenshot. The budget is based on an employees country and status. In the template, the country is defined with field custom country and status is defined with field id customStatus. What is the correct syntax to calculate merit.

lookup(toNumber(,l2018_BudgetPool,,/ customCountry, customStatuS/merit)*curSalary

lookup(toNumber(,l2018_BudgetPool,,/ customCountry,customStatus,1)*curSalary

lookup(toNumber(“2018_BudgetPool,,/ customCountry, customStatus, merit))*curSalary

lookup(toNumber(“2018_BudgetPoor, customCountry,customStatus,1))*curSalary

Q18. Your customer has part-time and full-time employees. What do you figure in the system to have it calculate the compa-ratio, range penetration, current salary, and adjusted sa nges?

Add the standard FTE field to the compensation plan template.

Set in the user file (UDF) to FULL-TIME or PART-TIME

Set SALARY_PRORATING in the user data file ) to the percent that the employees work full time C.

Set XML attribute isActualSalarylmp rte to True in the compensation plan template

Q19. You are implementing compensation in a targeted environment and you are NOT using the promotion functionality.

To where can you publish data? There are 2 correct answers to this question

Non-Recurring Pay Components

Job Information

Employee Details

Recurring Pay Components

Q20. Your client wants to provide an “override” field that allows multiple members of the reward team to p data corrections to planner entries, while preserving the manager’s initial recommendation. How can this be achieved?

Use a custom Money field controlled by field-based permissions and a permission group of n Individuals.

Use mass actions through the Executive Review.

Use a custom Money field controlled by field-based permissions granted to the HR ma e

Update guidelines to change the Default column for the specific employees tt>ay$ to be altered.

Q21. A customer wants to show merit increase only as an amount within the form, but they want to display the merit stage in the compensation statement. How would you proceed?

Duplicate the standard merit field, select the Show percent only radio button and add this field to the statement template

Configure a new percent field with a formula within the compensation template and add this field to the statement template

Configure an adjustment field to duplicate the merit field, select the Show percent only radio button and add it to the statement template

Configure a new field with a formula within the statement template

Q22. Your customer has implemented SAP SuccessFactors Empl 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 all employees, regardless of where their employee data sits. What is the recommended approach to this scenario?

Create a single non-integrated temp ate, export the EC employees, and import them via UDF

Create a single EC-integrated template and use the Hybrid Template option

Create two templates-one with EC integ on and one without

Suggest a phased approach is the non-EC employees become part of the process later as they migrate

Q23. You want to prevent planners from entering a negative merit increase in the compensation worksheet. Which configu steps must you perform?

Enable a hard limit stop for the minimum merit guideline in Admin Center. Set the minimum value to 0 for all guideline formulas

Create a guideline rule with the Force Default On Rating Change option set to Yes in Admin Center. Delete the < comp-guideline-pattern > in the form template XML.

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 0.

Set e Enable Guideline Optimization setting in Admin Center delete the < comp-guideline-pattern > in the form template XML

Q24. A customer is using the following number format:
Mode: Round down
Multiple: 10 How will a value of 96.5 be displayed

960.00

100.00

900.00

90-00

Q25. 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?

employee becomes ineligible

new paygrade is displayed

The pay grade remains the same as it was when the forms were created

new forms need to be created because an error will be shown

Q26. Which of the following actions can you perform on worksheets after they are lead and before they have been completed? Note: There are 3 correct answers to this question

Generate compensation statements

Update guidelines

Update a formula in a custom column.

Update lookup table contents

Revise field-based permissions

Q27. Which compensation column in the user data file (UDF) is required for multi-cu deployments?

Salary Type

Local Currency Code

Functional Currency Code

Q28. Your customer is based in and has a functional currency of GBP. However, they also have offices in the US (USD), France (EUR), and Ge EUR). They would like the budget displayed in local currency, for all planners for example, German planners h budget in EUR, NOT GBR. How can you best account list? Note: There are 2 correct answers to this question

Disable functional Currency mode

Have four separate templates, one for each country

Use budget grouping and group on the local currency code

Enable Planner Currency mode

Q29. You setup the merit guideline rule based on the performance rating. You configure guideline formulas as shown in the attached screenshot. What is the minimum merit guideline if an employee’s performance rating is 4?

Q30. A customer using USD as functional currency would like to format Column Totals and Budgets to display
2 decimal places number format can be used?

defMoneyFormat #,##0.00

MoneyFormat #,#0.00 ; useFor= “Annual

CustomMoney Format #,##0.00 ;useFor=”USD”

defAmountFormat #,##0.00

Q31. A customer’s performance process has a collaboration step that happens after the compensation forms are launched. The customer is using compensation guidelines with defaults. How can you ensure default guidelines are fully reflected when a

RE run update all worksheets job from manage worksheet

Se the force default on rating within guidelines to NO

Set the default guidelines associated with the original performance rating to YES

Q32. You configure the following salary rule in the compen useFor=”merit” benchmark=”range-penetration” actionO [comp-salary-rule-threshold > <message-on-exceed

The ru s the planner that the range penetration threshold has been exceeded and the merit Field text turns red ‘-‘ Tlt,p anner can save the merit recommendation

A pop-up message the planner if the exceeded amount should be assigned to Lump Sum *-‘The planner ve the merit recommendation by selecting Cancel in the pop-up message

The rule prevents the planner from saving the merit increase. The planner must go back and change their merit recommendation

A pop-up message asks the planner if the exceeded amount should be assigned to Lump Sum. The planner CANNOT h merit increase by selecting Cancel in the pop-up message

Q33. The Detailed Reportl9es NOT appear on the compensation form as shown in the attached screenshot. What is some possible Note: There are 2 correct answers to this question.

The Enable Rollup Reports option is NOT selected in the advanced settings.

The user does NOT have the compensation rollup permission in role-based permissions

The Use Form Creation Hierarchy for Compensation Rollup Report option is NOT selected in the advanced settings.

The < comp-include-report> option is NOT set in the compensation plan template XML

Q34. Your customer has two pay components, IDs SALARY_US and SALARY_UK, that are used for employees base salary in their respective countries, They wan for all employees on a single worksheet using the employee’s periodic salary, NOT the annual value. What is the best way to accomplish this?

Ensure the Used for Comp planning flag of the pay components is set to Comp and do NOT map to a specific pay component ID in the w

Create two t templates and use eligibility rules to ensure employees appear on the correct one

Create two custom columns and map each to the pay components. Use a third custom column to display whichever is non-zero

Create a pay com t group that includes both pay components and use that for the planning

Q35. Your customer uses the Second Manager compensation hierarchy. How can you check for missing managers in the hierarchy? Note: There are 2 correct answers to this question.

Use the Export Users Without Managers report

Run a Compensation Eligibility ad hoc report

Use the rollup report

Use the check tool

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