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C_THR86_2505認定試験トレーリング & C_THR86_2505合格体験談

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C_THR86_2505試験に出席するための勉強は、メソッドに注意を払います。良い方法は、多くの場合、半分の労力で結果をもたらすことができます。したがって、私たちは試験の時間であり、また受験スキルを知っている必要があります。 C_THR86_2505クイズガイドは過去数年間の要約に基づいており、回答には特定のルールがあり、主観的または客観的な質問のいずれかが見つかります。共通する類似の対応モジュールで見つけることができます。このため、C_THR86_2505試験のダンプでは、C_THR86_2505試験に合格するのに役立つ資格試験のいくつかのタイプの質問をまとめています。

SAP C_THR86_2505 認定試験の出題範囲：

トピック
出題範囲

トピック 1

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.

トピック 2

Compensation Plan Guidelines: This section of the exam measures skills of Compensation Analysts and covers the configuration of compensation plan guidelines, including eligibility and budgeting parameters that guide manager decisions during compensation cycles.

トピック 3

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.

トピック 4

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.

トピック 5

Plan Settings: This section of the exam measures the skills of SAP Consultants in defining plan-level configurations. It includes cycle setup, planner eligibility, planner hierarchy, and general settings required to operationalize compensation plans.

トピック 6

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.

トピック 7

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.

トピック 8

Implementation Test: This section of the exam evaluates the understanding of Compensation Analysts in verifying system configuration using implementation test tools. It includes basic validation and troubleshooting before plan launch.

>> C_THR86_2505認定試験トレーリング <<

C_THR86_2505合格体験談 & C_THR86_2505模擬トレーリング

SAPのC_THR86_2505認定試験は今IT業界の人気試験で多くのIT業界の専門の人士がITの関連の認証試験を取りたいです。SAPの認証試験の合格書を取ってから更にあなたのIT業界での仕事にとても助けがあると思います。

SAP Certified Associate - Implementation Consultant - SAP SuccessFactors Compensation 認定 C_THR86_2505 試験問題 (Q68-Q73):

質問 # 68
Which of the following fields can be used to group budgets? Note: There are 2 correct answers to this question.

A. Pay Grade (payGrade)
B. Currency Code (localCurrencyCode)
C. Any custom, reportable, read-only String field
D. Performance Rating (pmRating)

正解：B、C

質問 # 69
Your customer has a compensation plan template with the functional currency USD. The manager's own currency is EUR. The manager's compensation worksheet contains employees who are paid in the following currencies: EUR, USD, CHF, GBP. Which view must you enable to make sure the manager can display the salary of all of their employees in GBP?

A. The includeLocalCurrency view
B. The includeFunctionalCurrency view
C. The includePlannerCurrency view
D. The includeAnyCurrency view

正解：A

質問 # 70
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?

A. Update the Rating Label Format to Number-Text under Display Settings.
B. Create a new custom field with a formula under Column Designer.
C. Create a lookup table with the number text.
D. Change the labels in the rating scale to include both the number text.

正解：A

質問 # 71
Your client, who uses SAP SuccessFactors Employee Central, wants to make sure that only employees who have been with the company more than 2 years are eligible for a Lump Sum.
How do you build the eligibility rule to make this happen?

A. Check the Hire Date field to see if the employee started at least 2 years ago.
B. Check if the Event Reason is New Hire the effective date is 2 years ago.
C. Use the effective date from Job Info to check if the employee has been in this position for more than 2 years.
D. Add help text to the Lump Sum field to notify planners only to use the field for eligible employees.

正解：A

質問 # 72
Your customer uses SAP SuccessFactors Employee Central has the following setup:
*Pay Component (id = "SALARY")
*Pay Component (id = "CARALLOWANCE")
*Pay Component (id = "HOUSEALLOWANCE")
*Pay Component Group (id = "TC") made up of the above three components. The Use for Compa-Ratio Calculation flag is set to Yes for this group.
The customer performs total cash (TC) planning, that is, planners adjust the overall TC. Both the car housing allowances are fixed values based on employee grade. If an employee is promoted on the worksheet, these allowances may change. Salary is whatever TC is left over after the new allowances are updated.
How do you best implement this request while maximizing integration?

A. Map TC to the standard Current Salary field.
*Use the Merit column for the TC update.
*Extract the new TC with a report manually create import files to update EC.
B. Map TC to the standard Current Salary field.
*Use the Merit column for the TC update.
*Use the finSalary field some custom columns to calculate the components publish those back to EC.
C. Map SALARY to the standard Current Salary field TC to meritTarget.
*Use merit to update the TC use custom fields to allow planners to update the allowances.
*Publish each component back separately.
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 have business rules split the sum into the components.

正解：D

解説：
When a customer uses SAP SuccessFactors Employee Central with specific pay components and a Pay Component Group (PCG) designated for total cash (TC), integration configurations can help manage the pay components based on the planner's adjustments in the compensation module. Here's how the setup can be achieved to maximize integration and minimize manual updates:
* Option B: "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."
* By mapping the total cash (TC) to the Current Salary field and using the Merit column for any updates, planners can adjust TC directly. The finSalary field can be configured to reflect the adjusted TC, which can then be published back to Employee Central. Business rules in Employee Central will then split the updated TC value among the components (SALARY, CARALLOWANCE, HOUSEALLOWANCE) based on predefined rules, ensuring that allowances remain consistent with the employee's grade.
: SAP SuccessFactors Compensation and EC Integration Guide > Configuring Pay Component Groups > Publishing Total Compensation Components.
Explanation for Incorrect Options:
Option A involves extra custom columns and manual calculations, which increases complexity.
Option C suggests a manual import process, which is labor-intensive and contrary to integration best practices.
Option D proposes a setup where SALARY is mapped to Current Salary and TC to meritTarget, which complicates the TC update process and is less optimal for integrated workflows.

質問 # 73
......

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