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Becoming certified in SAP SuccessFactors Compensation can help professionals demonstrate their expertise in the software and stand out in the job market. It can also provide opportunities for career advancement and increased earning potential. Overall, the SAP C_THR86_2211 certification exam is a valuable credential for individuals interested in pursuing a career in compensation management.
SAP C_THR86_2211 certification exam is a valuable credential for professionals who want to enhance their career opportunities in the field of SAP SuccessFactors Compensation. SAP Certified Application Associate - SAP SuccessFactors Compensation 2H/2022 certification demonstrates the candidate's expertise in designing, implementing, and managing SAP SuccessFactors Compensation solutions. It also provides a competitive advantage in the job market, as the SAP SuccessFactors platform is widely used by organizations of all sizes to manage their compensation programs.
NEW QUESTION # 30
Which report can aggregate compensation details from multiple plans? 2 correct answers
- A. Aggregate export
- B. executive review
- C. online report designer
- D. Adhoc report
Answer: C,D
NEW QUESTION # 31
You want to prevent planners from entering a negative merit increase in the compensation worksheet.
Which configu steps must you perform?
- A. Create a guideline rule with the High/Low Action option set to Allow in Admin Center. Define each guideline formula with a default value of 0.
- B. Enable a hard limit stop for the minimum merit guideline in Admin Center. Set the minimum value to
0 for all guideline formulas - C. Set e Enable Guideline Optimization setting in Admin Center delete the < comp-guideline-pattern > in the form template XML
- D. Create a guideline rule with the Force Default On Rating Change option set to Yes in Admin Center.
Delete the < comp-guideline-pattern > in the form template XML.
Answer: B
NEW QUESTION # 32
Your client wants to provide an "override" field that allows multiple members of the reward team to p data corrections to planner entries, while preserving the manager's initial recommendation. How can this be achieved?
- A. Use a custom Money field controlled by field-based permissions granted to the HR ma e
- B. Use mass actions through the Executive Review.
- C. Update guidelines to change the Default column for the specific employees tt>ay$ to be altered.
- D. Use a custom Money field controlled by field-based permissions and a permission group of n Individuals.
Answer: B
NEW QUESTION # 33
You use date based proration and you do NOT include dates in the user data files (UDF) for an employee. What does the system use to calculate the proration percent?
- A. The start and end date of the compensation worker
- B. the start date and end date of customer fiscal year
- C. January 1 to 31 of the current year
- D. The review start date and review end date configured in the compensation template
Answer: B
NEW QUESTION # 34
Which rating source combinations you can use to configure a compensation plan template? 2 correct answers
- A. A rating from a performance management PM form
A rating from a different PM form, a depending on which PM form was assigned to an employee - B. A rating from a 360 form
A comp rating from the compensation worksheet for employees who do not have 360 form - C. A rating from a performance management RM form
A comp rating from the worksheet for employee who do not have PM form
Answer: A,C
NEW QUESTION # 35
What are the valid hierarchy types available when selecting the Method of Planner in Compensation?
- A. Rollup Hierarchy
- B. Manager Hierarchy
- C. Matrix manager hierarchy
- D. Standard Suite Hierarchy
- E. Compensation Hierarchy(Second Manager)
Answer: A,D,E
NEW QUESTION # 36
You setup the merit guideline rule based on the performance rating. You configure guideline formulas as shown in the attached screenshot. What is the minimum merit guideline if an employee's performance rating is 4?
- A. 4%
- B. 2%
- C. 0
- D. 1%
Answer: B
NEW QUESTION # 37
Which compensation permissions are typically enabled in role-based permission resources business partners? Note: There are 3 correct answers to this question
- A. Run Ad Hoc Reports
- B. Edit Employee History
- C. Executive Review Read
- D. Manage Plan Template
- E. Compensation Management
Answer: A,C,E
NEW QUESTION # 38
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
- A. Employment Information
- B. Compensation Information
- C. Work Experience
- D. Job Information
Answer: B,C,D
NEW QUESTION # 39
Customer is using the compensation manager hierarchy and would like the 2 -step approval to follow the Second Manager hierarchy. How will you set this up?
- A. lst:EA
2nd:EAA - B. lst:E
2nd:EM - C. 1st: EM
2nd:EMM - D. lst:E
2nd:EA
Answer: D
NEW QUESTION # 40
Your customer has the requirement that employees wit performance ratings have a different text in their statement than those with high performance ratings. How can accomplish this?
- A. Use the suppress statement function
- B. Use two compensation worksheet temp
- C. Use conditional text sections in the statement
- D. Create multiple statement templates and use groups
Answer: D
NEW QUESTION # 41
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
- A. overallCompetency
- B. overallPerfomance
- C. overallPerformancePotential
- D. overall360
Answer: A,B
NEW QUESTION # 42
Your customer uses the Second Manager compensation hierarchy. How can you check for missing managers in the hierarchy? Note: There are 2 correct answers to this question.
- A. Use the check tool
- B. Use the Export Users Without Managers report
- C. Use the rollup report
- D. Run a Compensation Eligibility ad hoc report
Answer: A,B
NEW QUESTION # 43
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?
- A. 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.
- B. 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.
- C. 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.
- D. 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.
Answer: B
NEW QUESTION # 44
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?
- A. On the specified date, change the re -only setting on the column from YES to NO.
- B. Use custom validation that c the date and update the validation once the date has passed
- C. After forms launch and AFTER the date has passed, change the field-based permission for the Adjustment column to be editable.
- D. After forms launch and BEFORE the dateUaipuSed, change the field-based permission for the Adjustment column to be editable.
Answer: C
NEW QUESTION # 45
Your customer has implemented SAP SuccessFactors Empl Central (EC) and now wishes to implement a single global compensation template. However, only part of the organization is in Employee Central; some countries are still using SAP ERP, but there are plans to move to SAP Successfactors Employee Central over the next two years. The customer wants to use the Compensation module to plan all employees, regardless of where their employee data sits. What is the recommended approach to this scenario?
- A. Create a single EC-integrated template and use the Hybrid Template option
- B. Create a single non-integrated temp ate, export the EC employees, and import them via UDF
- C. Suggest a phased approach is the non-EC employees become part of the process later as they migrate
- D. Create two templates-one with EC integ on and one without
Answer: A
NEW QUESTION # 46
What optional XML configuration controls
- A. guidelines rules
- B. Comp rule hard limit
- C. Comp -salary-rule
- D. force comment
Answer: C
NEW QUESTION # 47
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?
- A. Make the employee ineligible for a merit increase using the eligibility engine.
- B. Recall the compensation statement for the employee
- C. Remove the employee from the compensation form and run the "Update all worksheets" job
- D. Create an eligibility rule to exclude this employee
Answer: B
NEW QUESTION # 48
What action is required to enable employee central integration for template?
- A. Update Pay guide formats
- B. Provide an effective date
- C. Enable field based permission
- D. Reload Guidelines
Answer: C
NEW QUESTION # 49
What functions are available in a compensation profile? 2 correct answers
- A. Enter recommendations
- B. Import salary history into the profile
- C. View Budgets
- D. Display salary history
- E. Promote an employee
Answer: A,D,E
NEW QUESTION # 50
Your client wants the worksheet to calculate the "ideal" recommendation for planners and pre-populate that into all recommendations. Planners would then alter the syst commendations. The budget starts with all money being spent. If the planner wishes to increase one employee raise, they need to decrease another's in order to stay under budget. How can this be achieved? Note: There 2 correct answers to this question.
- A. Use guidelines to populate the default and budget with mode Guideline
- B. Use a custom column with a formula to display the "ideal" and guidelines with a default of 0. Budgets use the DirectAmount model
- C. Use guidelines to populate the default and with mode PercentOfCustomField, where the custom field uses a lookup table
- D. Use a custom validation to display a warming to remind the planner to decrease another employee if they increase one employee. Budgets use the PercentOfCurSal mode
Answer: B,D
NEW QUESTION # 51
Your customer wants to include confidential information on the planning form that is visible only to the HR team and NOT to planners.
How can you achieve this?
- A. Configure a custom field for the confidential data and set the field to read-only.
- B. Configure a custom field for the confidential data as reportable.
- C. Configure a custom field for the confidential data and use field-based permissions.
- D. Configure a custom field and check the "hide this column on the form" box.
Answer: D
NEW QUESTION # 52
Which tools facilitate a large volume of recommendation changes? Note: There are 2 correct answers to this question
- A. Mass action
- B. Edit-in place
- C. Offline Edit
- D. Cascading Budgets
Answer: A,C
NEW QUESTION # 53
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SAP C_THR86_2211 Exam consists of 80 multiple-choice questions that need to be completed within 180 minutes. C-THR86-2211 exam covers various topics such as compensation plan setup, data integration, reporting, and total compensation management. Candidates who pass the exam will receive the SAP Certified Application Associate - SAP SuccessFactors Compensation 2H/2022 certification, which is valid for two years. Passing the exam demonstrates the candidate's expertise in SAP SuccessFactors Compensation and opens up new career opportunities in the field.
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