Practice with C_THR86_2505 Dumps for SAP Certified Associate Certified Exam Questions & Answer [Q41-Q63]

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Practice with C_THR86_2505 Dumps for SAP Certified Associate Certified Exam Questions & Answer

REAL C_THR86_2505 Exam Questions With 100% Refund Guarantee

SAP C_THR86_2505 Exam Syllabus Topics:

Topic	Details
Topic 1	Permissions:This section of the exam measures the knowledge of Compensation Analysts in managing role-based permissions for compensation planners and administrators. It includes securing access to forms, fields, and processes.
Topic 2	Set Up Import Tables:This section of the exam assesses the ability of Compensation Analysts to configure and import required compensation-related tables. It includes loading lookup tables and data required for business rules and logic.
Topic 3	Reports and Workflows: This section of the exam evaluates the proficiency of SAP Consultants in setting up reports and approval workflows. It covers route maps, executive reviews, and standard reporting capabilities.
Topic 4	Managing Employee Specific Data:This section of the exam assesses the skills of SAP Consultants in handling employee-specific data used in compensation planning. It includes importing and mapping fields like pay, performance, and custom metrics.
Topic 5	Compensation Statements: This section of the exam assesses the ability of SAP Consultants to configure and generate employee-facing compensation statements. It includes statement templates, design options, and output settings to ensure clear communication of compensation results.
Topic 6	Compensation Worksheets: This section of the exam evaluates the knowledge of Compensation Analysts in managing compensation worksheets. It involves planning templates, columns, formulas, and worksheet behavior needed to support merit, bonus, and stock processes.

Q41. What can be configured under Define Standard Validation Rules? Note: There are 2 correct answers to this question.

Update guideline hard limit.

Force comment when recommendation is outside guidelines.

Split to Lump Sum when exceeding salary range.

Disallow save when budget is exceeded.

Q42. Which information is included in the rollup report? Note: There are 2 correct answers to this question.

The average bonus payout amount

The detail of planning decisions for each employee in the hierarchy

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

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

Q43. 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.

Any time an employee is given a raise, stock, or options.

When an employee’s raise exceeds the range penetration maximum.

An employee is NOT given a raise, stock, or options at all.

When an employee’s final salary is below range penetration minimum.

Q44. Which compensation permissions are typically enabled in role-based permissions for Human Resources Business Partners?
Note: There are 2 correct answers to this question.

Manage Compensation Forms

Generate Statements

Executive Review Export

Compensation Management

Q45. How can you check for breaks in the Planning Manager Hierarchy? Note: There are 2 correct answers to this question.

By exporting troubleshooting information found on the Define Planners screen

By using the Check Tool

By changing the Method of Planner to Compensation Manager Hierarchy

By using the Rollup Hierarchy report

Q46. Your client is using Salary Proration importing the Proration percentage rather than using Start End Dates. An employee is imported with a 50% proration. The merit guideline table for this employee would normally be 4-6%.
The planner enters a $1,000 merit increase, which is within the displayed guidelines. Which of the following scenarios is accurate?

Guideline is displayed as 4-6%
* Total Increase is $500

Guideline is displayed as 4-6%
* Total Increase is $1,000

Guideline is displayed as 2-3%
* Total Increase is $500

Guideline is displayed as 2-3%
* Total Increase is $1,000

Q47. Your client wants to display a paragraph in the body of the Compensation Statement that is displayed only to employees who are on a Performance Improvement Plan (PIP). An employee is on a PIP if they have a rating of 1 or 2. The standard Rating column is available on the worksheet.
However, the client does not want the rating itself to ever be displayed on the Statement. How can you satisfy this requirement?

Include the rating on the statement in the right section.
*Include a Conditional Text Section on the statement using the rating field as a condition.
*Ensure the rating field is hidden from employees on the worksheet with Field-Based Permissions.

Include the rating on the statement in the right section.
*Include a Conditional Text Section on the statement using the rating field as a condition.
*Ensure the rating field is hidden on the statement by setting an impossible display condition.

Add a paragraph to the body of the Statement that states that the section applies only to those who are on a Performance Improvement Plan those employees who are not may ignore the paragraph.

Include a Conditional Text Section on the statement using the rating field as a condition because all columns on the worksheet are available for conditional logic.
*Ensure the rating field is hidden from employees on the worksheet with Field-Based Permissions.

Q48. Which of the following API types does SAP recommend to use to achieve clean core integrations? Note: There are 2 correct answers to this question.

SOAP

IDoc

RFC

OData

Q49. How many custom columns may be used as Formula Criteria for Guidelines?

There is no limit on custom columns

Q50. In an EC-integrated implementation, which of the following EC elements can be used to map fields? Note:
There are 3 correct answers to this question.

Biographical Information

Time Off

MDF Objects

Pay Components

Background Elements

Q51. You set up a merit guideline rule based on the performance rating country. You configure guideline formulas as shown in the screenshot.
An employee in the US has a rating of 3. What will be their default merit increase?

Q52. What is the recommended leading practice workflow for a compensation template?

Process Setup → Manager Planning → Next Level Manager Review → Final Review → Complete

Manager Planning → Next Level Manager Review → Compensation Admin Review → HR Manager Planning → Complete

Process Setup Manager Planning → Next Level Manager Review → Third Level Manager Review → Complete

Manager Planning → Next Level Manager Review → HR Manager Planning → Complete

Q53. Your customer is based in the UK has a functional currency of GBP. However, they also have offices in the US (USD), France (EUR), Germany (EUR). They would like the budget displayed in local currency for all planners – for example, German planners see the budget in EUR, not GBP.
How can you best accomplish this?
Note: There are 2 correct answers to this question.

Use budget grouping group on the local currency code.

Enable Planner Currency mode.

Disable Functional Currency mode.

Have four separate templates, one for each country.

Q54. Which of the following Permissions is NOT recommended to be given to all HRBPs who are supporting a Salary Review Process?

Executive Review Export Permissions

Report Permissions

Executive Review Edit Permissions

Compensation Management Permissions

Q55. What happens to compensation forms when the currency conversion table is updated during the planning period?

In-progress forms are NOT affected.

Only completed forms are affected.

Change is dynamic to in-progress forms.

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

Q56. A customer is using the Standard Manager hierarchy would like the following 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 – Originator

Manager – Manager’s Manager – Originator

Employee Manager – User

Manager – Manager’s Manager – User

Q57. 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?

Under Define Standard Validation Rules, add a Force Comment Rule with the mode set to “no-raise.”

Use custom validations with the formula ‘if(merit>0,”FALSE”,”TRUE”)”.

Edit the XML 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.”

Q58. Your customer has the requirement where both sales 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 cannot do this with a single statement template; a second template must be created to include this item statement groups used to assign the templates appropriately.

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

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

Q59. A customer’s salary 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, two custom fields, Country 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?

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

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

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

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

Q60. You configure the following salary rule in the compensation plan template:
How does the system behave?

The rule prevents the planner from saving the merit increase.
* The planner must go back change their merit recommendation.

A pop-up message asks the planner if the exceeded amount should be assigned to Lump Sum.
* The planner can save the merit recommendation by selecting Cancel in the pop-up message.

The rule alerts the planner that the range penetration threshold has been exceeded the merit field text turns red.
* The planner can save the merit recommendation.

A pop-up message asks the planner if the exceeded amount should be assigned to Lump Sum.
* The planner CANNOT save the merit increase by selecting Cancel in the pop-up message.

Q61. Your client has asked you to display both the number text in the standard Performance Rating field. What do you need to update to meet this requirement?

Change the labels in the rating scale to include both the number text.

Create a new custom field with a formula under Column Designer.

Create a lookup table with the number text.

Update the Rating Label Format to Number-Text under Display Settings.

Q62. For which customer requirement do you need to develop a custom statement?

Mix of data from compensation variable pay

Pie graph showing compensation element distribution

Different statements per employee group

Field visibility is conditional on amount

Q63. What action is required to enable Employee Central integration for a template?

Enable field-based permissions.

Reload guidelines.