Get May-2024 Dumps to Pass your C-THR86-2305 Exam with 100% Real Questions and Answers [Q34-Q57]

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Get May-2024 Dumps to Pass your C-THR86-2305 Exam with 100% Real Questions and Answers

Updated Exam C-THR86-2305 Dumps with New Questions

Q34. 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

Q35. 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

Q36. Your EC-intagrated client has employees in several countries While all the countries are planned on the same worksheet at the same time there are slight differences in the Effective Dates of the new salaries when they are published back to EC.How can this requirement be met through configuration?

On the Employee Central Settings screen in Compensation Home set the Effective Date to be that of the largest country.*Use the Publish Selected Employees in Employee Central to publ<sh the data for this country*Manually modify the effective date to be that of the next country and publish the data for them Repeat for all countries

Create a lookup table that contains the different dates that uses country as an input*Map the lookup table name to the start-date’ of the pay component in the XML

Enter the effective date for the largest country in the Employee Central Settings screen*Publish the results of the planning for all countries*Manually modify the effective dates of the resulting EC data for the smaller countries

Create a lookup table that contains the different dates that uses country as an input.*Create a custom date column that reads from the lookup table based on employee country*Map the column ID of the custom date column to the ‘start-date’ of the pay component in the XML

Q37. Which tools facilitate a large volume of recommendation changes? Note: There are 2 correct answers to this question

Offline Edit

Edit-in place

Cascading Budgets

Mass action

Q38. For which custom requirement do you need to develop a custom statement?

Mix of data from comp and variable pay

Field visibility is conditional on amount

diff statement per emp grp

Include a background image

Q39. Each employes has a custom number code assigned to them. However, your customer wants to display the name instead of the code on the worksheet If the code is NOT in the table, the customer wants blanks to be displayed.What would you define as the last row in your lookup table?

A blank In the input agreement with blanks as the output

FALSE as the input agreement with blanks as the output

An asterisk (‘) in the input agreement with blanks as the output

O N/A as the input value.key with blanks as the output

Q40. 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

Q41. Which of the folowing updates require worksheets to be relaunched?Note There are 2 correct answers to this question

Modify the route map

Revise field-based permissions

Update lookup table contents

Update a formula in a custom column

Q42. 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

Q43. In Admin Center, you load a pay matrix table as shown in the attached screenshot. You map attribute 1 to business unit and attribute 2 to department On the compensation worksheet, an employee is in the Operations department, the ABC business unit, and pay grade 3. The employee’s current range penetration is calculated as exactly 100%. What is this employee’s current annual salary? #PayGrade MinPay MidPay MaxPay I Promotable Attribute AtiribOteZ ribute

72000

90000

66000

85000

Q44. Which information is included in the rollup report?Note There are 2 correct answers to this question

The average bonus payout amount

The sum of budget and total spend for each division department or location

The sum of budget and total spend for each planner in the hierarchy

The detail of planning decisions for each employee in the hierarchy

Q45. 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

Q46. 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

Q47. A customer is using the Standard Manager hierarchy and vrould like the foltowing approval process:/1.Planning Manager/2.Next Level Manager/3.Reward Team member who launched the forms.How will you set this up in the Route Map?

Employee – Manager – User

Manager – Manager s Manager – Originator

Employee – Manager – Originator

Manager – Manager s Manager – User

Q48. Which report can aggregate compensation details from multiple plans?Note There are 2 correct answers to this question

Executive Review

Online Report Designer

Ad Hoc report

Aggregate export

Q49. 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.

Q50. What happens when a mass change violates the guidelines hard stops?

employees are brought to max of range

guideline hard stop will be skipped

guideline will adjust in prorate basis

Q51. Which element in the compensation plan template XML controls the Lump Sum split?

< comp-calculation >

.< comp-budget-rule >

< comp-salary-rule >

<comp-rule >

Q52. 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 ‘

Q53. You want to rename the Salary tab of the compensation plan template.Which field section must you configure?

Form Fields

Navigation Fields

Rollup Report Fields

Custom Views

Q54. 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 #

Q55. 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

Q56. 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

Q57. What type of custom fields can you use as formula criteria within the guidelines? Note: There are 2 correct answers to this questions.

String enumerated fields compensation

Money, fields based on a custom formula calculation

fields uploaded from the User Data File

Percent fields based on a custom formula calculation