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SAP C_THR86_2405 Exam Syllabus Topics:

Topic
Details

Topic 1

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 2

Plan Settings: Managing plan settings is a crucial aspect of the SAP C_THR86_2405 exam. SAP partner consultants will need to demonstrate their abilities to configure and adjust plan settings to align with organizational goals and ensure that compensation plans function smoothly and effectively.

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

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 6

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.

SAP Certified Associate - Implementation Consultant - SAP SuccessFactors Compensation Sample Questions (Q59-Q64):

NEW QUESTION # 59
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. Updates to salary ranges after forms are launched are dynamic; any changes in the table will impact completed forms.
B. Salary range tables should always be provided in the client's Functional Currency.
C. If the Template is integrated with Employee Central, Pay Range information MUST come from the EC Pay Range object.
D. Do not update salary range tables that were referenced in forms that have been launched for a prior cycle.

Answer: A,D

NEW QUESTION # 60
Which of the following Permissions is NOT recommended to be given to all HRBPs who are supporting a Salary Review Process?

A. Executive Review Export Permissions
B. Report Permissions
C. Executive Review Edit Permissions
D. Compensation Management Permissions

Answer: C

Explanation:
In SAP SuccessFactors Compensation, granting the appropriate permissions to HR Business Partners (HRBPs) is crucial to supporting the salary review process effectively while maintaining data security and integrity. The following permissions are typically managed with caution:
* Executive Review Edit Permissions (Option C):
* It is not recommended to grant all HRBPs "Executive Review Edit Permissions" as this allows for extensive changes across compensation plans, which may be inappropriate for all HRBP roles. This permission should generally be reserved for high-level administrators or managers who need to make adjustments at the executive review level.
Other Permissions:
* Executive Review Export Permissions (Option A)andReport Permissions (Option B)are commonly provided to HRBPs for data analysis.
* Compensation Management Permissions (Option D)is often necessary for HRBPs to carry out their roles effectively, enabling them to manage employee compensation-related tasks.

NEW QUESTION # 61
In provisioning for your customer's instance, you select the "Assign default required field values for new users if none specified" option. You want to import a compensation-specific user data file (UDF).
Which columns are required?
Note: There are 2 correct answers to this question.

A. STATUS
B. USERID
C. USERNAME
D. MANAGER

Answer: A,B

Explanation:
When importing a compensation-specific User Data File (UDF) in SAP SuccessFactors Compensation, selecting "Assign default required field values for new users if none specified" in provisioning helps auto-fill necessary fields. However, certain fields must still be present for the import to function correctly:
* USERID:This column uniquely identifies each employee and is mandatory as it links users to their respective records.
* STATUS:This field indicates whether the user is active, inactive, or terminated, which is essential for proper processing in the compensation module. These fields are foundationalto user records and are required for accurate data synchronization.References: SAP SuccessFactors Compensation Implementation Guide - Required Fields for User Data File Import.

NEW QUESTION # 62
A customer is using the Standard Manager hierarchy would like the following approval process:
1.Planning Manager
2.Next Level Manager
3.Reward Team member who launched the forms How will you set this up in the Route Map?

A. Manager - Manager's Manager - Originator
B. Employee Manager - Originator
C. Employee Manager - User
D. Manager - Manager's Manager - User

Answer: B

NEW QUESTION # 63
What are the valid hierarchy types available when selecting the Method of Planner in Compensation?Note There are 3 correct answers to this question.

A. Standard Suite hierarchy
B. Rollup hierarchy (including Inactives)
C. HR Manager hierarchy
D. Compensation hierarchy (Second Manager)
E. Standard Suite hierarchy (including Inactives)

Answer: A,B,D

NEW QUESTION # 64
......

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