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SAP C_THR86_2311 SAP Certified Application Associate - SAP SuccessFactors Compensation 1H/2023 Exam Practice Test

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Total 80 questions
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SAP Certified Application Associate - SAP SuccessFactors Compensation 1H/2023 Questions and Answers

Question 1

How can the compRating field be used to enhance the compensation worksheet?Note There are 2 correct answers to this question.

Options:

A.

It allows for performance form rating overrides

B.

It allows for performance ratings to use a different rating scale

C.

It allows ratings to be entered directly on the planning worksheet for those employees who do NOT have a performance form

D.

It allows a second rating field for guidelines

Question 2

Your customer uses a look-up table to calculate custom budgets, as shown in the screenshot.

Question # 2

The budget is based on an employee s country and status In the template the country is defined with field ID customCountry and the status Is defined with field ID customStatus.What is the correct syntax to calculate the adjustment budget?

Options:

A.

toNumberflookup(‘2018_BudgetPoor. customCountry customStatus2))'curSalary

B.

toNumbGr(lookupC20l8_BudgetPoor.customCountry.cu$tomStatu$.1))’curSalary

C.

toNumber(lookupf2018_BudgetPoor customCountrycustomStatus

D.

Adjustment))*curSalary

E.

toNumber(lookup(‘20l8_BudgetPool’.customCountry.cuslomStatus.adjuslment))’curSalary

Question 3

Your customer wants to include information on the planning form that is visible and read-only to planners, but may be edited by the Reward Team. How can you achieve this?

Options:

A.

Configure a custom field and use field based permissions to set the field to be non-editable to planners

B.

Configure a custom field and set the field to read-only

C.

Configure a custom field and use field-based permissions to set the field to be hidden from planners

D.

Configure a custom field and set the field to be reportable

Question 4

Your customer would Ike the Reward team to be able to override the final salary of the employee by directly entering in the final amount in Executive Review.However, they want to make sure that this is only posstole during the last week of the planning cycle.How can you achieve this?

Options:

A.

Create a custom editable Money field and use custom validation to check that values are not entered until the correct date

B.

Create a custom read-only Money field and change read-only to No on the correct date.

C.

Create a custom editable Money field In the formula to calculate the final salary, use the dateDIffO function to determine if the custom column can override the calculated value

D.

Create a custom editable Money field with field-based permissions set to read-only Change the permissions to editable on the correct date

Question 5

You create a test user data tile

Options:

A.

MANAGER blank

B.

SECOND.MANAGER blank

C.

MANAGER NO.MANAGER SECOND.MANAGER blank

D.

MANAGER NO.MANAGER SECOND.MANAGER NO MANAGER MANAGER blank

E.

SECOND.MANAGER NO.MANAGER

Question 6

A customer would like percentage fields to only show decimal places if they are available. For example 40 00% should display as 40%,but if the percentage calculation is 40.54%. they want to display the decimal places.What number format should you use?

Options:

A.

defAmountFormat # ##0

B.

defPercentFormat #

C.

defPercentFormat #00

D.

defPercentFormat #

Question 7

While validating the current cycles compensation statements you want to prevent them from being visible on employee profile while still allowing access to past compensation statements How can you accomplish this?

Options:

A.

Disable access to all statements, including the prior years statements

B.

Remove access to Employee Profile during compensation planning

C.

Under the permissions of the current statements), change the setting to Generated statements are not viewable

D.

Use Role-Based Permissions to control access to only display previous years’ statements

Question 8

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

Options:

A.

Force comment when recommendation is outside guidelines

B.

Disallow save when budget is exceeded

C.

Update guideline hard limit

D.

Spirt to Lump Sum when exceeding salary range

Question 9

What happens to compensation forms when the currency conversion table is updated during the planning period?

Options:

A.

In-progress forms are only affected when Update All Worksheets is run

B.

Change is dynamic to in-progress forms

C.

In-progress forms are NOT affected

D.

Only completed forms ate affected

Question 10

A customer's performance process has a Final Review step at the end of the route map during which the reward team reviews the recommendations that have been made to ensure budget spend meets limits.The merit guideline is based upon performance rating, compa ratio, and two custom fields. Country and Job Family The customer wishes that the merit increase is reset to the default when the Country changes for an employee, but NOT when the Job Family changes.How can this requirement be met?

Options:

A.

Ensure the default value for all merit guidelines is non zero•Make sure the Country and Job Famity columns are both reloadable

B.

Set the Force Default On Custom Column Change option within guidelines to Yes•Make sure the Country and Job Famity columns are both reloadable

C.

Set the Force Default On Rating Change option within guidelines to Yes•Make sure the Country column is reloadable and Job Family is not.

D.

Set the Force Default On Custom Column Change option within guidelines to Yes•Make sure the Country column is reloadable and Job Family is not

Question 11

Your customer has implemented SAP SuccessFactors Employee Central (EC) and 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?

Options:

A.

Create two templates - one with EC integration and one without

B.

Create a single non-integrated template export the EC employees and import them via UDF

C.

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

D.

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

Question 12

Which report can aggregate compensation details from multiple plans?Note There are 2 correct answers to this question

Options:

A.

Executive Review

B.

Online Report Designer

C.

Ad Hoc report

D.

Aggregate export

Question 13

You have configured a worksheet for a client that uses the following formula in a custom column of type Money (curSalary ' lookupCbudgettable" customCountry 1))/100. The lookup table ‘budget_table' is configured with one input and 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 il switches to NfA for the employee What could be done to fix this behavior?

Options:

A.

Surround the curSalary with the toString function

B.

Remove the extra parentheses

C.

Change the column to be of the Amount type

D.

Surround the lookup function with the toNumber function.

Question 14

Your customer is based in the UK and has a functional currency of GBP. However, they also have offices in the US (USD). France (EUR), and Germany (EUR) They would like the budget displayed in local currency for alt planners for example. German planners see the budget in EUR. not GBP.How can you best accomplish this?Note There are 2 correct answers to this question

Options:

A.

Use budget grouping and group on the local currency code

B.

Disable Functional Currency mode

C.

Enable Planner Currency mode

D.

Have four separate templates, one for each country

Question 15

Which information is included in the rollup report?Note There are 2 correct answers to this question

Options:

A.

The average bonus payout amount

B.

The sum of budget and total spend for each division department or location

C.

The sum of budget and total spend for each planner in the hierarchy

D.

The detail of planning decisions for each employee in the hierarchy

Question 16

Which of the following requires the use of custom validations?Note There are 2 correct answers to this question

Options:

A.

An error message when the maximum guideline is exceeded

B.

An error message when adjustments are entered in two different fields

C.

An error message when planners enter a promotion without changing pay grade

D.

A warning message when the budget is exceeded

Question 17

In an EC-integrated compensation worksheet what are some ol the reasons you might include a lookup table in your configuration.Note There are 3 correct answers to this question.

Options:

A.

Providing budget percentage by country

B.

Holding previous year's salary by Employee ID

C.

Determining appropriate car allowance by grade

D.

Converting a code into its text equivalent for display

E.

Converting money values from functional to local currency

Question 18

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?

Options:

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 and 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

Question 19

You configured merit guidelines as shown in the screenshot.

Question # 19

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?

Options:

A.

O 2%-4%

B.

3%-5%

C.

0%-0%

D.

O 1%-2%

Question 20

Your non-EC customer v/ants only users in Pay Grade 1 and 2 to be ineligible for Lump Sum. Pay Grades 3 through 9 are eligible.What can you do to fulfill this requirement?Note. There are 3 correct answers to this question.

Options:

A.

Start with all employees are eligible In the UDF set the LUMPSUM_ELIGIBLE field to FALSE for Grades 1 and 2. and TRUE for Grades 3 through 9

B.

Start with all employees are ineligible Using the legacy eligibility rules engine, create a rule condition that goes through the eligible Pay Grades and makes them eligible for the Lump Sum field

C.

Start with all employees are eligible Using the legacy eligibility rules engine create a rule condition that makes the Pay Grades 1 and 2 ineligible for the Lump Sum field

D.

Start with all employees are ineligible using the legacy eligibility rules engine, create a rule condition that makes the Pay Grades 1 and 2 ineligible for the Lump Sum field

E.

Start with all employees are eligible Using the legacy eligibility rules engine create a rule condition that makes the Pay Grades 3 through 9 eligible for the Lump Sum field

Question 21

What types of custom fields can you use as formula criteria within the guidelines.Note There are 2 correct answers to this question.

Options:

A.

Percent fields input on the worksheet

B.

Date fields uploaded from the User Data File

C.

Money fields based on a custom formula calculation

D.

String fields based on a custom formula calculation

Question 22

You set up a merit guideline rule based on the performance rating and country. You configure guideline formulas as shown in the screenshot. See image below.

Question # 22

An employee in the USA has a rating of 4. What would be their default merit increase?

Options:

A.

0

B.

0.01

C.

0.02

D.

0.04

Question 23

Your EC-integtated client wishes to plan on monthly salaries (or employees in the UK. but on annual salaries for employee in the US All employees have their salaries stored in EC with a single pay component with a frequency of monthly' because of payroll integration constraints.Which of the following options is a solution for this requirement?

Options:

A.

Use two different pay components for salary with the US one having the ‘Use for Comp Planning' set to ’None' and lhe UK one set to ’Comp "

B.

Include the unitsPerYear standard column and set it to 12

C.

Use two templates with one having curSalary mapped to the pay component and the other on the pay component group

D.

Use meritTarget set to the pay component value divided by 12

Question 24

Your client has a salary template with a performance form attached The Completed Only option is set to No for this template. For this client the Performance forms are assigned in January to all employees for a goal setting process and then remain open for the entire year before getting their final rating in December The Salary forms are launched at the end of December and are open until the following end of January After the salary forms are launched, the Reward team realized that some employees who joined after January 1 do not have performance forms and launches them One of these new hires is rated Good in the performance form. How will this rating appear on the Salary worksheet?

Options:

A.

Good

B.

N/A

C.

Too new to rate

D.

Unrated

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