SAP C_THR86_2411 SAP Certified Associate – Implementation Consultant – SAP SuccessFactors Compensation Online Training
SAP C_THR86_2411 Online Training
The questions for C_THR86_2411 were last updated at Feb 21,2025.
- Exam Code: C_THR86_2411
- Exam Name: SAP Certified Associate - Implementation Consultant - SAP SuccessFactors Compensation
- Certification Provider: SAP
- Latest update: Feb 21,2025
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.
• Use the finSalary field some custom columns to calculate the components publish those back to EC. - B . 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. - 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.
What triggers can be used to force a planner to add comments without using custom validations? Note: There are 2 correct answers to this question.
- A . Any time an employee is given a raise, stock, or options.
- B . When an employee’s raise exceeds the range penetration maximum.
- C . An employee is NOT given a raise, stock, or options at all.
- D . When an employee’s final salary is below range penetration minimum.
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?
- A . Under Define Standard Validation Rules, add a Force Comment Rule with the mode set to "no-raise."
- B . Use custom validations with the formula ‘if(merit>0,"FALSE","TRUE")".
- C . Edit the XML add a comp-force-comment-config tag with the mode attribute set to "guideline."
- D . Under Define Standard Validation Rules, add a Force Comment Rule with the mode set to "raise."
How can the compRating field be used to enhance the compensation worksheet? Note: There are 2 correct answers to this question.
- A . It allows for performance form rating overrides.
- B . It allows for performance ratings to use a different rating scale.
- C . It allows ratings to be entered directly on the planning worksheet for those employees who do NOT have a performance form.
- D . It allows a second rating field for guidelines.
Your client wants to restrict entry into the Lump Sum field to only members of the reward team.
How can you achieve this?
- A . Use mass actions through the Executive Review.
- B . Update guidelines to put a hard stop on the Lump Sum field set all of the guideline values to 0.
- C . Use field-based permissions on the Lump Sum field a permission group of named individuals.
- D . Set the Lump Sum field to read-only to prevent planners from using it.
What is the recommended leading practice workflow for a compensation template?
- A . Process Setup → Manager Planning → Next Level Manager Review → Final Review → Complete
- B . Manager Planning → Next Level Manager Review → Compensation Admin Review → HR Manager Planning → Complete
- C . Process Setup Manager Planning → Next Level Manager Review → Third Level Manager Review → Complete
- D . Manager Planning → Next Level Manager Review → HR Manager Planning → Complete
As part of the approval process, your client wants to make sure that the planners have a full view of how their direct indirect reports have adhered to their allocated budgets before their worksheets can be approved.
How can you best show this information?
- A . Include the Detailed (Rollup) Report option in the worksheet configuration.
- B . Create an Ad Hoc report share it with all planners.
- C . Enable the Executive Review – Read permission for all planners.
- D . Create a Tile for inclusion on the planners’ Dashboards.
What are some general principles for creating Route Maps for client projects? Note: There are 2 correct answers to this question.
- A . Use reporting Executive Review for reviewing trends aggregate budgets.
- 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 the "Get Feedback" function to allow people outside the hierarchy to comment on the decisions.
Your customer is going through a divestiture would like to extract all of the historical data from compensation planning for the divested entity prior to purging the data from SAP SuccessFactors.
How can you capture the compensation data from your compensation plans? Note: There are 2 correct answers to this question.
- A . Run the Rollup report.
- B . Export from the employee history file.
- C . Export from Executive Review.
- D . Run an Ad Hoc report.
Your client has two salary plans – one for Executives another for non-Executives.
Which tool can be used to combine the results from both templates in a single output document? Note: There are 2 correct answers to this question.
- A . Ad Hoc report
- B . Executive Review
- C . Story reports
- D . Aggregate export
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