VALID C_THR86_2405 Exam Dumps For Certification Exam Preparation [Q36-Q58]

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VALID C_THR86_2405 Exam Dumps For Certification Exam Preparation

C_THR86_2405 Dumps PDF 2024 Strategy Your Preparation Efficiently

Q36. Your customer needs to remove a compensation statement from the system for one employee who was NOT eligible for a merit increase. Which of the following options would help you best accomplish this?

Create an eligibility rule to exclude this employee

Make the employee ineligible for a merit increase using the eligibility engine

Remove the employee from the compensation form and run the ‘Update all worksheets” job

Recall the compensation statement for the employee

Q37. When generating compensation statements, you notice that only the number is appearing for the rating, not the text. How can you correct this?

Update your Rating Label Format to show the text

Add help text to the PM Rating field

Update the field-based permissions for the PM Rating field

Create a custom column referencing a lookup table to pull in the text

Q38. Your client wishes to limit new employee salaries so that no employee can exceed 125% compa-ratio. They do not award lump sums. How can you configure the worksheet to meet this requirement?Note. There are 2 correct answers to this question.

Create a custom validation of type Error to ensure that the column curRatio is less than 125

Create a custom validation of type Error to ensure that the column compaRatio is less than 125

Create a standard vaBdation of type ‘splitOrDisallov/’ and action ‘exceed’ with the Threshold at 125

Create a standard validation of type ‘disallow and action ‘exceed with the Threshold at 125.

Q39. Your client wants to restrict entry into the Lump Sum field to only members of the reward team.How can you achieve this?

Use mass actions through the Executive Review

Update guidelines to put a hard stop on the Lump Sum field and set all of the guideline values to 0

Set the Lump Sum field to read-only to prevent planners from using it

Use field-based permissions on the Lump Sum field and a permission group of named individuals

Q40. You ate implementing an EC-inlegrated template. Which compensation fields are commonly mapped to a pay component or pay component group?Note. There are 3 correct answers to this question.

Local Currency Code

Pay Grade

Units Per Year

L FTE

Current Salary

Q41. Your customer has two pay components, with IDs SALARY_US and SALARY_UK. that are used for employees’ base salary in their respective countries They want to plan for all employees on a single worksheet using the employees’ periodic salary NOT the annual value.What is the best way to accomplish this?

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

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

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

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 worksheet

Q42. Your customer has part-time and full-time employees. You notice that for part-time employees, their compa-ratio in EC is different than in Compensation. What do you configure in the system to have it calculate the correct compa-ratio and take into account the FTE?

Set SALARY_PRORATING in the user data file (UDE) to the percent that the employees work full time

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

Set the XML attribute isActualSalarylmported to False in the compensation plan template

Set the XML attribute isActualSalarylmported to True in the compensation plan template

Q43. Which compensation permissions are typically enabled in role-based permissions for Human Resources Business Partners?Note There are 2 correct answers to this question.

Executive Review Export

Compensation Management

Generate Statements

Manage Compensation Forms

Q44. 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?

In the route map assign the third step to EMM and use the Out of Turn Access option under Advanced Options

In the route map use an Iterative step as the third step with EM as the Entry User and EMM as the Exit User.

In the route map use a Collaboration step as the third step with EM as the Entry User and EMM as the Exit User

Q45. Your customer wants to include information on the planning form that is visible and read-only to planners, but may be edited by the Reward Team. How can you achieve this?

Configure a custom field and use field based permissions to set the field to be non-editable to planners

Configure a custom field and set the field to read-only

Configure a custom field and use field-based permissions to set the field to be hidden from planners

Configure a custom field and set the field to be reportable

Q46. Your EC-integrated client has set up the Pay Range object to use Pay Grade Legal Entity, and Geo Zone as inputs.Keeping the order of the Attributes in mind which columns do you need to assign as Attributes in the Salary Pay Matrix section of the Plan Setup page?

Pay Grade Geo Zone. Legal Entity

Legal Entity Geo Zone

Geo Zone.Legal Entity

Pay Grade Legal Entity Geo Zone

Q47. In an EC-integrated compensation worksheet what are some ol the reasons you might include a lookup table in your configuration.Note There are 3 correct answers to this question.

Providing budget percentage by country

Holding previous year’s salary by Employee ID

Determining appropriate car allowance by grade

Converting a code into its text equivalent for display

Converting money values from functional to local currency

Q48. A customer’s performance process has a Final Review step at the end of the route map during which the reward team reviews the recommendations that have been made to ensure budget spend meets limits.The merit guideline is based upon performance rating, compa ratio, and two custom fields. Country and Job Family The customer wishes that the merit increase is reset to the default when theCountry changes for an employee, but NOT when the Job Family changes.How can this requirement be met?

Ensure the default value for all merit guidelines is non zero*Make sure the Country and Job Famity columns are both reloadable

Set the Force Default On Custom Column Change option within guidelines to Yes*Make sure the Country and Job Famity columns are both reloadable

Set the Force Default On Rating Change option within guidelines to Yes*Make sure the Country column is reloadable and Job Family is not.

Set the Force Default On Custom Column Change option within guidelines to Yes*Make sure the Country column is reloadable and Job Family is not

Q49. You ate implementing compensation in an EC-inlegrated environment and you are NOT using the promotion functionality.To where can you publish data?Note. There are 3 correct answers to this question.

Employee Detais

Job Information

Custom MDF Objects

Recurring Pay Components

Compensation Information

Q50. Your customer would Ike the Reward team to be able to override the final salary of the employee by directly entering in the final amount in Executive Review.However, they want to make sure that this is only posstole during the last week of the planning cycle How can you achieve this?

Create a custom editable Money field and use custom validation to check that values are not entered until the correct date.

Create a custom read-only Money field and change read-only to No on the correct date.

Create a custom editable Money field In the formula to calculate the final salary, use the dateDIffO function to determine if the custom column can override the calculated value.

Create a custom editable Money field with field-based permissions set to read-only Change the permissions to editable on the correct date.

Q51. 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?

Q Use custom validations with the formula if(merit>0.’FALSE .’TRUE

Under Define Standard Validation Rules add a Force Comment Rule with the mode set to ‘no-raise ‘

Edit the XML and add a comp-force-comment-config tag with the mode attribute set to ‘guideline ‘

Under Define Standard Validation Rules add a Force Comment Rule with the mode set to ‘raise ‘

Q52. Your customer has the following requirements for their compensation plan.1.Allow planners to make recommendations outside of the highlow values.2.Display only the max and min values in the compensation worksheet.Which guideline rule settings must you set to fulfill these requirements?

In Display Settings use min-max*Hard Limit No *High/Low Action Warn

In Display Settings use min-max*Hard Limit Yes*High.tow Action Allow

In Display Settings use min-max*Hard Limit No*High/Low Action Allow

In Display Settings use low-high*Hard Limit Yes*High/Low Action Allow

Q53. Which of the following requires the use of custom validations?Note There are 2 correct answers to this question

An error message when the maximum guideline is exceeded

An error message when adjustments are entered in two different fields

An error message when planners enter a promotion without changing pay grade

A warning message when the budget is exceeded

Q54. Your client wants managers to see a graph of the average salary increase percentage for each performance rating for their entire reporting hierarchy. How can you achieve this?Note. There are 3 correct answers to this question.

Grant all planners access to the Executive Review and use the standard YouCalc widget

Create a Tile report and add it to a dashboard for view in the Salary worksheet’s Insights icon

Create an Ad Hoc report and share it with all planners

Create a Tile report and add it to a dashboard for view on the planner s homepage

Add the standard YouCalc widget to the worksheet template and have planners access it whie they do their planning

Q55. In Admin Center you load a pay matrix table as shown in the screenshot. You map Attribute 1 to Geo Zone.
Attribute 2 to Legal Entity, and Attribute 3 to Pay Frequency.See image below.

On the compensation worksheet an employee is in the UK LONDON Geo Zone the ABC Legal Entity, Pay Frequency of BWK, and Pay Grade GR-08 The employee’s current range penetration is calculated as exactly
0%. What is their current salary?

2852.0

3458.0

3147.0

3140.0

Q56. A customer would like percentage fields to only show decimal places if they are available. For example 40
00% should display as 40%,but if the percentage calculation is 40.54%. they want to display the decimal places.What number format should you use?

defAmountFormat # ##0

defPercentFormat #

defPercentFormat #00

defPercentFormat #

Q57. You use date-based proration and you do NOT include a proration end date in your template. What dates does the system use to calculate the proration percent?

The end date of the customer’s fiscal year

December 31 of the current year

The proration end date configured in the compensation template

The end date of the compensation worksheet

Q58. Your customer has the requirement that employees with low performance ratings have a different text in their statement than those with high performance ratings How can you accomplish this?

Use conditional text sections in the statement editor

Use two compensation worksheet templates

Create multiple statement templates and use groups

Use the suppress statement function