C_THR86_2505出題範囲、C_THR86_2505専門知識内容
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SAP C_THR86_2505認定試験に関連する一番良い過去問問題集
高い雇用圧力により、ますます多くの人々が雇用の緊張を和らげ、より良い仕事を得たいと考えています。 彼らが問題を解決する最善の方法は、JapancertのC_THR86_2505認定を取得することです。 認定資格は彼らの労働能力の主要なシンボルであるため、C_THR86_2505認定資格を所有できれば、仕事を探しているときに競争上の優位性を獲得できます。 短時間でC_THR86_2505試験問題を取得することが非常に重要であることを認識する人が増えています。 また、C_THR86_2505試験問題は、夢のような認定を取得するのに役立ちます。
SAP C_THR86_2505 認定試験の出題範囲：
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出題範囲
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SAP Certified Associate - Implementation Consultant - SAP SuccessFactors Compensation 認定 C_THR86_2505 試験問題 (Q60-Q65):
質問 # 60
Which of the following permissions are required to be able to use Executive Review offline edit to download, modify, upload bulk changes? Note: There are 3 correct answers to this question.
正解：B、C、D
解説：
To use the Executive Review Offline Edit feature in SAP SuccessFactors Compensation, certain permissions are required for downloading data, making bulk changes offline, and re-uploading those changes.
* Executive Review - Export Permission
* Option A: This permission allows users to export the compensation data from the Executive Review page to a downloadable format (such as Excel). This is essential for performing offline edits.
* Executive Review - Import Permission
* Option B: This permission enables users to import or re-upload the edited data back into the system after making bulk changes offline. It's critical to ensure these changes are successfully integrated into the worksheet.
* Executive Review - Edit Permission
* Option D: This permission allows users to edit entries within the Executive Review interface. It is necessary for making adjustments to compensation data.
* Why Other Options Are Incorrect
* Option C (Executive Review - Mass Action permission) is unrelated to offline editing; it pertains to actions like applying mass updates within the online Executive Review.
* Option E (Ad Hoc Reports for the Compensation Planning domain) is for reporting rather than permissions directly related to offline editing capabilities.
* Reference Documentation
* SAP SuccessFactors Compensation Guide on Executive Review Permissions and Offline Edit Requirement
質問 # 61
You create a test user data file (UDF) for use with a compensation template. The template uses the Second Manager hierarchy. The CEO is head of both hierarchies.
In the user record of the CEO, what values would you use for the MANAGER SECOND_MANAGER columns?
正解：B
質問 # 62
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?
正解：A
質問 # 63
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?
正解：B
質問 # 64
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.
正解：A、C、D
解説：
In SAP SuccessFactors Compensation integrated with Employee Central, mapping data fields between Employee Central and Compensation templates is essential. The following elements can be mapped:
* Biographical Information (Option A):
* Biographical data such as date of birth, gender, and other demographic information can be mapped from Employee Central to Compensation worksheets. This data can be used to filter or personalize employee details on the worksheet.
* MDF Objects (Option C):
* Metadata Framework (MDF) Objects allow custom object configuration in Employee Central, enabling businesses to define custom fields or data structures. These can then be mapped to fields in Compensation templates, providing flexibility to bring in custom attributes like competencies, certifications, or additional criteria.
* Pay Components (Option D):
* Pay components, such as base salary, allowances, and bonuses, are fundamental elements in Employee Central and can be mapped directly to compensation planning fields on the worksheet.
This mapping ensures accurate financial data and compensation planning alignment with Employee Central records.
Excluded Options:
* Time Off (Option B): Time Off data is not typically mapped directly to Compensation worksheets as it primarily manages leave and absence.
* Background Elements (Option E): Background elements generally pertain to employee profiles (e.g., previous work experience or education) and are not used in direct mapping to Compensation worksheets.
:
SAP SuccessFactors Employee Central and Compensation Integration Guide, specifically under the "Mapping Employee Central Data to Compensation Fields" section, outlines eligible data fields and elements that can be integrated.
質問 # 65
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