[2024] Use Real SAP Dumps – 100% Free C-THR86-2305 Exam Dumps [Q29-Q53]

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[2024] Use Real SAP Dumps – 100% Free C-THR86-2305 Exam Dumps

Realistic C-THR86-2305 Dumps Latest SAP Practice Tests Dumps

NO.29 When should you configure a compensation template using the Second Manager hierarchy?.Note There are 2 correct answers to this question.

Your customer wants only directors and above to do planning

Your customer has more than three manager approval levels in their route map

Your customer wants to include HR in their route map

Your customer wants someone other than the standard manager to make compensation recommendations

NO.30 Your customer has two separate compensation statement templates from the SuccessStore. One statement is used for employees in the Manufacturing department and the other is used for all other employees. How do you make sure that Manufacturing employees receive the proper statement?

Set default permissions for the statement template under Actions for All Plans.

Assign statement groups under Complete Compensation Cycle

Use role-based permissions in Admin Center

Make the Manufacturing Statement template the default template

NO.31 Your customer requires a field on the worksheet that is a picklist with two values: TRUE or FALSE. How can you achieve this?

Create an editable string field with enumerated values

Create an editable string field and make it reportable B.

Create a read-only string field and make it reportable D.

Create a read-only string field and make it reloadable.

NO.32 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

NO.33 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

NO.34 Your c to r 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?

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

Recall the compensation statement for the employee

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

Create an eligibility rule to exclude this employee

NO.35 Your customer would like to planners to be able to edit the adjustment column only after a certain date, but before form reach completion, how can this be achieved?

After forms launch and AFTER the date has passed, change the field-based permission for the Adjustment column to be editable.

On the specified date, change the re -only setting on the column from YES to NO.

After forms launch and BEFORE the dateUaitpuSed, change the field-based permission for the Adjustment column to be editable.

Use custom validation that c the date and update the validation once the date has passed

NO.36 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

NO.37 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

NO.38 Your customer has the requirement where both sales and non-sales employees are included on a single compensation template. However, only sales employees are eligible for a lump sum award How can you configure a single standard compensation statement template to ensure that just sales employees have a Lump Sum item displayed on their letter?

You can hide the Lump Sum column on the compensation worksheet using Field-Based Permissions If the column is hidden on the worksheet, it won t appear on the statement

You can include the Lump Sum item in the statement template and set a condition on its display so that it will only be shown if it is greater than 0

You can include the Lump Sum item in the statement template and put a disclaimer in the signature section alerting non-sales employees that that item pertains only to sales employees

NO.39 Your client has a salary template with a performance form attached The Completed Only option is set to No for this template. For this client the Performance forms are assigned in January to all employees for a goal setting process and then remain open for the entire year before getting their final rating in December The Salary forms are launched at the end of December and are open until the following end of January After the salary forms are launched, the Reward team realized that some employees who joined after January 1 do not have performance forms and launches them One of these new hires is rated Good in the performance form. How will this rating appear on the Salary worksheet?

Good

N/A

Too new to rate

Unrated

NO.40 Which of the following customer scenarios is a good use of the Suppress Statement function?

Employees with NO change in salary do NOT get a statement

Employees in one country get a statement at a different time from those in other countries

Employee did NOT receive a merit increase get a different statement from those who did.

Retiring employees do NOT get a statement t Up Import Tables

NO.41 Your customer wants the guidelines for an employee’s merit recommendation to be prorated based on the employee’s date of last hire The date of last hire is different than the employee’s original hire date.How can you fulfill this requirement?

Use raise proration and import a proration factor in the RAISE_PRORATING column

Use salary proration and import the employee s last hire date in the SALARY_PRORATING_START_DATE column.

Use salary proration and set the review start date equal to the employees last hire date

Use raise proration and import the employee s last hire date in the RA1SE_PRORATING_START_DATE column

NO.42 Which permission is used for point-based but not for currency-based awards? Note: There are 2 correct answers to this question

Spot Award Program

Spot Award Budget

Spot Award Redemption

Spot Award user balance

NO.43 What happens to compensation forms when the conversion tables is updated during the planning period?

Change is dynamic to in progress forms

In-progress forms are only affected when Update all worksheets is run

Only completed forms are completed

In-progress forms NOT affected

NO.44 As part of the approval process your client wants to make sure that the planners have a full view of how their direct and indirect reports have adhered to their allocated budgets before their worksheets can be approved.How can you best show this information?

Enable the Executive Review – Read permission for all planners

Create a Tile for inclusion on the planners Dashboards

Include the Detailed (Rollup! Report option in the worksheet configuration

Create an Ad Hoc report and share it with all planners

NO.45 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 the Country 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

NO.46 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

NO.47 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.

NO.48 When setting up rating sources in a compensation plan template, which following rating types can you select? Note: There are 2 correct answers to this question

overallPerformancePotential

overall360

overallPerfomance

overallCompetency

NO.49 What happens to compensation forms when the currency conversion table is updated during the planning period?

In-progress forms are only affected when Update All Worksheets is run

Change is dynamic to in-progress forms

In-progress forms are NOT affected

Only completed forms ate affected

NO.50 In an EC-integrated implementation, which of the following portlets can be used to map fields? Note:
There are 3 correct answers to this question
Talent Profile

Employment Information

Job Information

Work Experience

Compensation Information

NO.51 37.You create a test user data file (UDF) for use with a compensation template. The template uses the Sec Manager hierarchy. The CEO is head of both hierarchies. In the user record of the CEO, what values would u for the MANAGER and SECOND MANAGER columns?

MANAGER: blank Q SECOND MANAGER: NO MANAGER

MANAGER: NO_MANAGER SECOND MANAGER: blank

MANAGER: blank SECOND MANAGER: blank

MANAGER: NO MANAGER SECOND MANAGER: NO MANAGER

NO.52 Your EC-integrated template has an Effective Date of April 1 under Worksheet Settings. Your eligibility rule states that only grade 1 employees are eligible for compensation. On March 1 an employee is grade 1. but on April 15 they are promoted to grade 2 On April 16 you run Update all worksheets with the checkbox ‘Update worksheet to reflect any employee s eligibility changes selected.What happens on the worksheet for this employee?

The employee remains on the worksheet but their planning fields reset to default values

The employee remains on the worksheet but becomes grayed out.

The employee Is removed from the worksheet

The employee remains eligible for planning with no changes.

NO.53 Your customer uses SAP essfactors Employee Central and has the following setup:
Pay Component (id =
Pay Component “CARALLOWANCE”)
Pay comp e Cid = “HOUSEALLOWANCE”)
Payment Group (id = “TC”) made up of the above three components. The Use for Compa-Ratio Calculation la s t to Yes for this group.
er performs TC (total cash) planning, that is, planners adjust the overall TC. Both the car and housing all ces are fixed values based on employee grade. If an employee is promoted on the worksheet, these allowances hange. Salary is whatever TC is left over after the new allowances are updated, w do you best implement this request while maximizing integration?

Map TC to the standard Current Salary field.Use the Merit column for the TC update.Use the finSalary field and some custom columns to calculate the components and publish those back to EC.

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 and have business rules split the sum into the components.

Map TC to the standard Current Salary field.Use the Merit column for the TC update.Extract the new TC with a report and manually create import files to update EC.

Map SALARY to the standard Current Salary field and TC to meritTarget.Use merit to update the TC and use custom fields to allow planners to update the allowances.Publish each component back separately.