SAP C-THR86-2411 Exam Syllabus Topics:

SAP Certified Associate - Implementation Consultant - SAP SuccessFactors Compensation Sample Questions:

Question #1
While validating the current cycle's 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?

A. Under the permissions of the current statement(s), change the setting to Generated statements are not viewable.
B. Disable access to all statements, including the prior years' statements.
C. Use Role-Based Permissions to control access to only display previous years' statements.
D. Remove access to Employee Profile during compensation planning.

Question #2
Which compensation permissions are typically enabled in role-based permissions for Human Resources Business Partners?
Note: There are 2 correct answers to this question.

A. Manage Compensation Forms
B. Compensation Management
C. Generate Statements
D. Executive Review Export

Question #3
Which of the following are features of the clean core dashboard? Note: There are 2 correct answers to this question.

A. It can be accessed by using SAP For Me.
B. It can be used in all SAP S/4HANA Cloud editions.
C. Customers can grant access to the dashboard to partners.
D. Customers can use the dashboard in the dev, test, production tenants.

Question #4
Your customer uses SAP SuccessFactors Employee Central 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 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?

A. Map TC to the standard Current Salary field.
*Use the Merit column for the TC update.
*Publish the finSalary value back to the pay component group in EC have business rules split the sum into the components.
B. Map TC to the standard Current Salary field.
*Use the Merit column for the TC update.
*Use the finSalary field some custom columns to calculate the components publish those back to EC.
C. Map TC to the standard Current Salary field.
*Use the Merit column for the TC update.
*Extract the new TC with a report manually create import files to update EC.
D. Map SALARY to the standard Current Salary field TC to meritTarget.
*Use merit to update the TC use custom fields to allow planners to update the allowances.
*Publish each component back separately.

Question #5
When should you configure a compensation template using the Second Manager hierarchy? Note: There are 2 correct answers to this question.

A. Your customer wants someone other than the standard manager to make compensation recommendations.
B. Your customer wants only directors above to do planning.
C. Your customer has more than three manager approval levels in their route map.
D. Your customer wants to include HR in their route map.

Solutions: