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SAP C-THR86-2405 Exam Syllabus Topics:
Topic
Details
Topic 1
- Compensation Statements: The exam will assess your expertise in configuring compensation statements. You will need to showcase your knowledge of how to set up these SAP statements so that they accurately reflect employee compensation, ensuring clarity and transparency in communication.
Topic 2
- Compensation Plan Guidelines: In this section, SAP partner consultants will be evaluated on their abilities to configure compensation plan guidelines. Candidates must demonstrate their capacity to set up guidelines that align with company policies and industry standards, ensuring fair and consistent compensation practices.
Topic 3
- Permissions: The exam will assess your capability to set up permissions effectively. As an aspiring SAP partner consultant, you will need to show how well you can manage access controls to safeguard sensitive compensation data while ensuring that the right users have access to the necessary functionalities.
Topic 4
- Managing Clean Core: This section of the exam will measure your knowledge of clean core principles. To become a certified SAP partner consultant, you will need to demonstrate how you can apply these principles to maximize business process agility, reduce adaptation efforts, and accelerate innovation within the ERP environment.
Topic 5
- Reports and Workflows: The proficiency in creating, enabling, and exporting reports and workflows will be evaluated. This section of the exam focuses on the ability of a SAP partner consultant to generate critical data insights and automate processes, essential for efficient compensation management.
Topic 6
- Implementation Test: You will be evaluated on your ability to conduct implementation tests. This part of the exam focuses on your skills in verifying that all configurations and settings are correctly implemented, ensuring a smooth deployment of the compensation module.
Topic 7
- Compensation Worksheets: In the SAP C_THR86_2405 exam, your ability to configure compensation worksheets will be tested. As an SAP partner consultant, you will need to demonstrate your skills in setting up and managing these worksheets to ensure accurate and effective compensation processes within SAP SuccessFactors.
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SAP Certified Associate - Implementation Consultant - SAP SuccessFactors Compensation Sample Questions (Q32-Q37):
NEW QUESTION # 32
Your client uses a Salary Pay Matrix table for Pay Ranges. What are some Leading Practices Considerations around the maintenance use of these tables? Note: There are 2 correct answers to this question.
- A. If the Template is integrated with Employee Central, Pay Range information MUST come from the EC Pay Range object.
- B. Updates to salary ranges after forms are launched are dynamic; any changes in the table will impact completed forms.
- C. Salary range tables should always be provided in the client's Functional Currency.
- D. Do not update salary range tables that were referenced in forms that have been launched for a prior cycle.
Answer: B,D
NEW QUESTION # 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?
- A. Set SALARY_PRORATING in the user data file (UDE) to the percent that the employees work full time
- B. Set the XML attribute isActualSalarylmported to True in the compensation plan template
- C. Set the XML attribute isActualSalarylmported to False in the compensation plan template
- D. Set COMPENSATION_SAL_RATE_TYPE in the user data file (UDF) to FULL-TIME or PART-TIME
Answer: C
NEW QUESTION # 34
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?
- A. 3%-5%
- B. O 2%-4%
- C. 0%-0%
- D. O 1%-2%
Answer: C
NEW QUESTION # 35
What is the recommended leading practice workflow for a compensation template?
- A. Process Setup - Manager Planning - Next Level Manager Review - Final Review - Complete
- B. Manager Planning - Next Level Manager Review - HR Manager Planning - Complete
- C. Manager Planning - Next Level Manager Review - Compensation Admin Review - HR Manager Planning - Complete
- D. Process Setup - Manager Planning - Next Level Manager Review - Third Level Manager Review - Complete
Answer: A
NEW QUESTION # 36
You are implementing compensation in an EC-integrated environment you are NOT using the promotion functionality.
To where can you publish data?
Note: There are 3 correct answers to this question.
- A. Job Information
- B. Recurring Pay Components
- C. Custom MDF Objects
- D. Compensation Information
- E. Employee Details
Answer: B,C,D
NEW QUESTION # 37
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