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SAP C_THR87_2405 SAP Certified Associate - Implementation Consultant - SAP SuccessFactors Variable Pay Exam Practice Test

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Total 80 questions

SAP Certified Associate - Implementation Consultant - SAP SuccessFactors Variable Pay Questions and Answers

Question 1

Your customer wants to load the final results of business goals to be used in payout calculation. What column from the business goal import file must be used to load the results of each business goal?

Options:

A.

directPayout

B.

payoutPercentTarget

C.

payoutFunctionType

D.

notes

Question 2

Which customer scenarios require the use of multiple variable pay programs? Note: There are 3 correct answers to this question.

Options:

A.

The customer is using a different bonus calculation formula.

B.

The customer is using a different plan period date range.

C.

The customer is using different eligibility rules.

D.

The customer has some employees in Employee Central and others in an external system.

E.

The customer is using a different route map.

Question 3

A customer is using a custom formula to calculate the employee basis. What must you do to ensure that the basis calculates correctly?

Options:

A.

Configure the Basis field as a custom field in the background element.

B.

Leave the Basis field blank when importing the employee history data file.

C.

Delete the Basis field header when importing the employee history data file.

D.

Configure the Basis field to be hidden in the background element.

Question 4

Which field-name attributes of a variable pay background element are reserved for a specific purpose? Note: There are 2 correct answers to this question.

Options:

A.

dfid1

B.

ifid1

C.

vfid5

D.

ffid1

Question 5

Which of the following areas are impacted when a customer uses flexible payout curves in their Variable Pay plan? Note: There are 2 correct answers to this question.

Options:

A.

Calculations

B.

Lookup values

C.

Guidelines

D.

Reports

Question 6

Which of the following scenarios are good uses of a global eligibility rule in an Employee Central integrated template? Note: There are 2 correct answers to this question.

Options:

A.

Only employees who have had less than 20 days of unpaid leave during the bonus period are eligible for a bonus.

B.

Only employees in bonus plans "Executive", "Manager" or "Employee" are eligible to receive a bonus.

C.

Only employees who are active employees on January 1, 2020 are eligible to receive a bonus.

D.

Only Permanent full-time employees are eligible to receive a bonus.

Question 7

In which customer scenarios are multiple bonus plans required in a single program? Note: There are 2 correct answers to this question.

Options:

A.

The bonuses of different groups of employees are affected by different business goals.

B.

There is a single business goal applied to Manufacturing and Engineering, but HR is excluded from the bonus process.

C.

There are only two business goals, but the weighting of the goals varies by employee grade.

D.

In some countries, the bonus is multiplicative, while in others it is additive.

Question 8

Why might you use the check tool? Note: There are 2 correct answers to this question.

Options:

A.

To determine if goal weights are equal to 100%

B.

To determine if employees are assigned to an appropriate bonus plan

C.

To determine if custom fields are reloadable

D.

To determine inactive planners in the hierarchy

Question 9

What is the relationship between goal weights and bonus plans?

Options:

A.

All bonus plans must have equally weighted business goals.

B.

Business goal weights must be created first, before bonus plans are created.

C.

Goals are uniquely weighted based on the bonus plan they are assigned to.

D.

Goal weights are required to equal 100% for each bonus plan.

Question 10

What information should be entered into the varPayProgramName column of the employee history data file?

Options:

A.

The plan template name

B.

The background element name

C.

The variable pay objective plan ID

D.

The background type ID

Question 11

A performance management (PM) form will be considered a match to an assignment when its period overlaps with the period of the assignment. Which combination of conditions qualifies as "overlap"?

Options:

A.

PM form start date >= Assignment end date. Assignment start date <= PM form start date

B.

PM form start date <= Assignment start date. Assignment start date >= PM form end date

C.

PM form start date <= Assignment end date. Assignment start date <= PM form end date

D.

PM form start date <= Assignment start date. PM form end date <= Assignment end date

Question 12

What is the difference between additive and multiplicative formulas for bonus calculation with respect to the impact of section weight, payout percent, and payout amount?

Options:

A.

Additive formulas use payout percent, whereas multiplicative formulas use payout amount multiplied by section weights.

B.

Additive formulas use section weights, whereas multiplicative formulas use payout percent.

C.

Additive formulas use payout percent, whereas multiplicative formulas use section weights.

Question 13

Which of the following system-standard equations are considered to be multiplicative formulas? Note: There are 3 correct answers to this question.

Options:

A.

Base x business performance x individual performance

B.

Base x business performance x team performance x individual performance

C.

Base x business performance

D.

Base x (business performance + team performance + individual performance)

E.

Base x (business performance + individual performance)

Question 14

The bonuses of all employees at your client are determined by the following results: 30% Corporate Performance. 30% Country Performance. 40% Individual Achievement. All employees have the same result for Corporate Performance, but the result for Country Performance varies based on the employee's country. The Individual Achievement comes from a linked performance form's overall result. How would this be configured? Note: There are 2 correct answers to this question.

Options:

A.

Additive plan with one Business Goal section. The Business Goal section is weighted 60% and the Individual section is weighted 40%. Within the Business Goal section, Corporate Performance is weighted 50% and Country Performance is weighted 50%

B.

Additive plan with two Business Goal sections. Corporate Performance in one Business Goal section, weighted at 30%. Country Performance in other section, weighted at 30%. Individual section weighted at 40%

C.

Additive plan with one Business Goal section. The Business Goal section is weighted 30% and the Individual section is weighted 40%. Within the Business Goal section, Corporate Performance is weighted 30% and Country Performance is weighted 30%

D.

Additive plan with one Business Goal section. The Business Goal section is weighted 60% and the Individual section is weighted 40%. Within the Business Goal section, Corporate Performance is weighted 30% and Country Performance is weighted 30%

Question 15

Bonuses for all engineers at your client are calculated as follows: Basis (prorated salary × bonus target) × company achievement. Bonuses for all marketing staff at your client are calculated as follows: Basis × 50% individual achievement + 50% company achievement. How can this be implemented? Note: There are 2 correct answers to this question.

Options:

A.

Two variable pay programs: one using Base × Business Performance and using Base × (Business Performance + Individual Performance). The additive plan uses one business goal section weighted at 50%

B.

One variable pay program that uses Base × (Business Performance + Individual Performance). Two bonus plans: one with the weighting 100% corporate and the other 50% corporate and 50% individual.

C.

One variable pay program using Base × Business Performance × Individual Performance. Two bonus plans: one with the weighting 100% individual and the other 50% corporate and 50% individual.

D.

One variable pay program that uses Base × (Business Performance + Individual Performance). Two bonus plans: one with the weighting 100% individual and the other 50% corporate and 50% individual

Question 16

Your client has a performance process where employees can enter goals. The individual part of the employee's bonus is based on the performance against these goals – but not all of them. When going through the goal setting process, the employee and their manager will discuss whether or not a goal is "bonus relevant" – that is, the employee's attainment against that goal affects their bonus at the end of the year. What is the best way to set this up without administrative intervention?

Options:

A.

Relevant goal performance is imported into each employee's Assignment History.

B.

Goals that are relevant to the employee's bonus need to have a different type, set when creating the goal.

C.

Goals that are relevant to the employee's bonus need to be in a separate section in the performance form.

D.

Goals that are relevant to the employee's bonus need to be exported from Goal Management and imported into Business Goals.

Question 17

Where do you define the payout function type?

Options:

A.

Business Goal Weights

B.

Business Goals

C.

Bonus Plan

D.

Background Element

Question 18

Which Variable Pay report shows employees that have less than the full plan year of eligibility?

Options:

A.

Employee History Overlaps report

B.

Employee History Gaps report

C.

Employee History report

D.

Bonus Payout Details report

Question 19

Which bonus plan configuration is available only when using an import file?

Options:

A.

Bonus Plan Name

B.

Team Section Weight

C.

Bonus Cap Percentage

D.

Individual Section Weight

Question 20

A customer's variable pay program dates are January 1 to December 31, 2017. Given the screenshot below, what are the approximate Proration and Prorated Target Amount for this assignment?

Question # 20

Options:

A.

75% and 6,000 respectively

B.

25% and 2,000 respectively

C.

75% and 2,000 respectively

D.

25% and 6,000 respectively

Question 21

A client has the following requirements: Executives have 3 business goals and NO individual performance metrics. Divisional VPs have 6 business goals and NO individual performance metrics. Directors have 6 business goals and individual performance weighted at 40%. Managers have 3 business goals and an individual performance multiplier. What is the minimum number of templates that can be configured to satisfy these requirements without the use of custom columns?

Options:

A.

1

B.

4

C.

2

D.

3

Question 22

Assume a starting point of “All employees are eligible” and all employees will appear on the worksheet regardless of employee history. Why would you use Manager Form Eligibility Rules?

Options:

A.

To include inactive users as part of the payout calculation

B.

To exclude employees who have given their notice from the Variable Pay form

C.

To exclude employees who have given their notice from the bonus payout calculation

D.

To include inactive users as part of the Variable Pay form

Question 23

Which mathematical operations can be used with standard bonus calculation equations? Note: There are 2 correct answers to this question.

Options:

A.

Division

B.

Subtraction

C.

Multiplication

D.

Addition

Question 24

Your customer uses role-based permissions. The Variable Pay administrator imports the employee

history data file that contains the assignment history for all employees. What data is processed?

Options:

A.

Data for all employees when the option "Import file contains assignment history for all employees" is checked

B.

Data for employees who are in the administrator's dynamic group

C.

Data for employees who are in the administrator's target population

D.

Data for all employees when the option "Delete all existing records prior to importing new data" is checked

Page: 1 / 8
Total 80 questions