C_THR86_2505 Dumps Questions – Effective Way to Get Certified

If you're in the field of SAP, you know how important it is to stay up-to-date with the latest knowledge and skills to protect your organization's networks and data. One way to do that is by obtaining SAP Certified Associate, specifically the C_THR86_2505 exam. While preparing for the C_THR86_2505 exam, you might consider using C_THR86_2505 dumps to help you familiarize yourself with the exam format and content. These C_THR86_2505 exam dumps questions can be an effective way to gauge your knowledge and identify areas where you may need additional study. Study online free C_THR86_2505 exam dumps below.

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1. Your customer is going through a divestiture would like to extract all of the historical data from compensation planning for the divested entity prior to purging the data from SAP SuccessFactors.

How can you capture the compensation data from your compensation plans? Note: There are 2 correct answers to this question.

Run the Rollup report.

Export from the employee history file.

Export from Executive Review.

Run an Ad Hoc report.

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2. 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 eligible for planning with no changes.

The employee is removed from the worksheet.

The employee remains on the worksheet but becomes grayed out.

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3. What are some general principles for creating Route Maps for client projects? Note: There are 2 correct answers to this question.

Use reporting Executive Review for reviewing trends aggregate budgets.

Only include those that would alter a decision, not simply review.

Use a Signature step so the employee is aware of the decisions once the form is marked as "Complete".

Use the "Get Feedback" function to allow people outside the hierarchy to comment on the decisions.

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

Split to Lump Sum when exceeding salary range.

Force comment when recommendation is outside guidelines.

Disallow save when budget is exceeded.

Update guideline hard limit.

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5. 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

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6. Your client has two salary plans - one for Executives another for non-Executives.

Which tool can be used to combine the results from both templates in a single output document? Note: There are 2 correct answers to this question.

Ad Hoc report

Executive Review

Story reports

Aggregate export

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7. In an EC-integrated compensation worksheet, what are some of 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

Converting a code into its text equivalent for display

Converting money values from functional to local currency

Determining appropriate car allowance by grade

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8. Your customer has implemented SAP SuccessFactors Employee Central (EC) 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 for all employees, regardless of where their employee data sits.

What is the recommended approach to this scenario?

Create a single non-integrated template, export the EC employees, import them via UD

Create two templates - one with EC integration one without.

Suggest a phased approach where the non-EC employees become part of the process later as they migrate.

Create a single EC-integrated template use the Hybrid Template option.

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9. What are some SAP recommended guiding principles to achieve clean core operations? Note: There are 3 correct answers to this question.

Integrate clean core practices in the end-to-end value process chain.

Establish an organizational structure, technical foundation, transformation methodology for clean core.

Establish release management.

Establish regular housekeeping tasks procedures.

Define roles responsibilities as part of a process transformation office.

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10. Which of the following can you use to explore released APIs?

SAP Application Interface Framework

SAP Integration Suite

SAP Business Accelerator Hub

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11. When generating compensation statements you notice that only the number is appearing for the rating, not the text.

How can you correct this?

Update the field-based permissions for the PM Rating field.

Add help text to the PM Rating field.

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

Change the rating scale in Performance Management.

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12. 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.

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13. 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

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14. What functions are available in a compensation profile? Note: There are 3 correct answers to this question.

Promote an employee.

Enter recommendations.

Import salary history into the profile.

Display salary history.

View budgets.

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15. You are implementing an EC-integrated template.

Which compensation fields are commonly mapped to a pay component or pay component group? Note: There are 3 correct answers to this question.

Units Per Year

Local Currency Code

Pay Grade

FTE

Current Salary

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16. A customer is using the following number format: ###0 Mode: Round down Multiple: 100.

How will a value of 9575.50 be displayed?

9500

9570

9000

9600

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17. Which actions are controlled by role-based permissions? Note: There are 2 correct answers to this question.

Editing columns on a worksheet

Making changes through Executive Review

Opening compensation worksheets

Updating a Compensation Statement

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18. 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, Attribute 3 to Pay Frequency.

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

What is their current salary?

3147.0

3140.0

2852.0

3458.0

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19. 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."

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20. You configured merit guidelines as shown in the screenshot.

If an employee has a range penetration of 24% what would be the low to high guideline that would appear in the merit guideline column in the compensation worksheet?

2%-4%

3%-5%

1%-2%

0%-0%

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21. Your customer has two pay components, with IDS SALARY_US 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 different templates use eligibility rules to ensure employees appear on the correct one.

Ensure the Used for Comp Planning flag of the pay components is set to Comp do NOT map to a specific pay component ID in the worksheet.

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

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

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22. 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 C User

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23. You have configured a worksheet for a client that uses the following formula in a custom column of type Money: (curSalary lookup ("budget_table”, customCountry,1))/100.

The lookup table "budget_table" is configured with one input one output.

There are three rows in the table:

• USA=5

• GBR=3

• *=2

When the worksheet loads, the column displays correctly, but when a merit value is changed, it switches to N/A for the employee.

What could be done to fix this behavior?

Surround the curSalary with the toString function.

Surround the lookup function with the toNumber function.

Change the column to be of the Amount type.

Remove the extra parentheses.

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24. 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

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