C_THR86_2405 SAP Certified Associate - Implementation Consultant - SAP SuccessFactors Compensation Questions and Answers

Include the unitsPerYear standard column set it to 12.

Use two different pay components for salary with the US one having the "Use for Comp Planning" set to "None" the UK one set to "Comp."

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

Use meritTarget set to the pay component value divided by 12.

Promote an employee.

Enter recommendations.

Import salary history into the profile.

Display salary history.

View budgets.

The includeLocalCurrency view

The includePlannerCurrency view

The includeFunctionalCurrency view

The includeAnyCurrency view

Update the field-based permissions for the PM Rating field.

Add help text to the PM Rating field.

Create a custom column referencing a lookup table to pull in the text.

Change the rating scale in Performance Management.

Rollup hierarchy (including Inactives)

HR Manager hierarchy

Standard Suite hierarchy (including Inactives)

Standard Suite hierarchy

Compensation hierarchy (Second Manager)

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1%

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4%

Reportable fields correctly configured

Circular hierarchies for form creation

Custom validations correctly configured

Accuracy of formula calculations

Use reporting Executive Review for reviewing trends aggregate budgets.

Only include those that would alter a decision, not simply review.

Use a Signature step so the employee is aware of the decisions once the form is marked as "Complete".

Use the "Get Feedback" function to allow people outside the hierarchy to comment on the decisions.

Process Setup → Manager Planning → Next Level Manager Review → Final Review → Complete

Manager Planning → Next Level Manager Review → Compensation Admin Review → HR Manager Planning → Complete

Process Setup Manager Planning → Next Level Manager Review → Third Level Manager Review → Complete

Manager Planning → Next Level Manager Review → HR Manager Planning → Complete

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

A warning message when the budget is exceeded

An error message when adjustments are entered in two different fields

An error message when the maximum guideline is exceeded

Employee Manager - Originator

Manager - Manager's Manager - Originator

Employee Manager - User

Manager - Manager's Manager – User

Configure a new percent field with a formula within the compensation template add this field to the statement template. Use this field in the conditional logic.

Use conditional logic in the statement to only display the paragraph if merit is greater than 10.

Duplicate the standard merit field select the Show percent only radio button. Add this field to the statement template use it for the conditional logic.

Configure an adjustment field to duplicate the merit field select the Show percent only radio button. Add this field to the statement template use it for the conditional logic.

Editing columns on a worksheet

Making changes through Executive Review

Opening compensation worksheets

Updating a Compensation Statement

Create two different templates use eligibility rules to ensure employees appear on the correct one.

Ensure the Used for Comp Planning flag of the pay components is set to Comp do NOT map to a specific pay component ID in the worksheet.

Create two custom columns map each to the pay components. Use a third custom column to display whichever is non-zero.

Create a pay component group that includes both pay components use that for the planning.

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There is no limit on custom columns

Use mass actions through the Executive Review.

Update guidelines to put a hard stop on the Lump Sum field set all of the guideline values to 0.

Use field-based permissions on the Lump Sum field a permission group of named individuals.

Set the Lump Sum field to read-only to prevent planners from using it.

Set the XML attribute isActualSalary Imported to False in the compensation plan template ensure standard FTE field is used.

Add values in the EC Pay Range object to align with each FTE.

Set the XML attribute isActualSalaryImported to True in the compensation plan template ensure standard FTE field is used.

Create a custom Amount column to store FTE rather than using the standard FTE column.

SAP Application Interface Framework

SAP Integration Suite

SAP Business Accelerator Hub

By exporting troubleshooting information found on the Define Planners screen

By using the Check Tool

By changing the Method of Planner to Compensation Manager Hierarchy

By using the Rollup Hierarchy report

Employees who have an RSU grant get a statement, but those without an RSU grant do NOT get a statement.

Employees who were hired after a certain date do NOT get a statement.

Employees in one country get a statement at a different time from those in other countries.

Employees who are on a performance improvement plan get a different statement from those who are not.

Providing budget percentage by country

Holding previous year's salary by Employee ID

Converting a code into its text equivalent for display

Converting money values from functional to local currency

Determining appropriate car allowance by grade