100% PASS UNPARALLELED C_THR86_2405 VALID EXAM TESTKING - SAP CERTIFIED ASSOCIATE - IMPLEMENTATION CONSULTANT - SAP SUCCESSFACTORS COMPENSATION TEST ENGINE VERSION

100% Pass Unparalleled C_THR86_2405 Valid Exam Testking - SAP Certified Associate - Implementation Consultant - SAP SuccessFactors Compensation Test Engine Version

100% Pass Unparalleled C_THR86_2405 Valid Exam Testking - SAP Certified Associate - Implementation Consultant - SAP SuccessFactors Compensation Test Engine Version

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SAP C_THR86_2405 Exam Syllabus Topics:

TopicDetails
Topic 1
  • 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.
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
  • 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 5
  • Set Up Import Tables: Your expertise in configuring and modifying import tables will be tested. You need to illustrate your ability to manage data imports efficiently, ensuring that compensation data is accurately integrated into the system.
Topic 6
  • Implementation Test: You will be evaluated on your ability to conduct implementation tests. This part of the exam focuses on your skills in verifying that all configurations and settings are correctly implemented, ensuring a smooth deployment of the compensation module.

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SAP Certified Associate - Implementation Consultant - SAP SuccessFactors Compensation Sample Questions (Q45-Q50):

NEW QUESTION # 45
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?

  • A. Suggest a phased approach where the non-EC employees become part of the process later as they migrate
  • B. Create a single non-integrated template export the EC employees and import them via UDF
  • C. Create two templates - one with EC integration and one without
  • D. Create a single EC-integrated template and use the Hybrid Template option.

Answer: D


NEW QUESTION # 46
In an EC-integrated implementation, which of the following EC elements can be used to map fields?Note There are 3 correct answers to this question.

  • A. Time Off
  • B. Biographical Information
  • C. Background Elements
  • D. Pay Components
  • E. MDF Objects

Answer: B,D,E


NEW QUESTION # 47
You are implementing an EC-integrated template.
Which compensation fields are commonly mapped to a pay component or pay component group? Note: There are 3 correct answers to this question.

  • A. Units Per Year
  • B. Current Salary
  • C. FTE
  • D. Pay Grade
  • E. Local Currency Code

Answer: A,B,E


NEW QUESTION # 48
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 theCountry changes for an employee, but NOT when the Job Family changes.How can this requirement be met?

  • A. 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
  • B. Ensure the default value for all merit guidelines is non zero*Make sure the Country and Job Famity columns are both reloadable
  • C. Set the Force Default On Custom Column Change option within guidelines to Yes*Make sure the Country and Job Famity columns are both reloadable
  • D. Set the Force Default On Rating Change option within guidelines to Yes*Make sure the Country column is reloadable and Job Family is not.

Answer: A


NEW QUESTION # 49
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?

  • A. Create a custom editable Money field with field-based permissions set to read-only Change the permissions to editable on the correct date.
  • B. Create a custom editable Money field and use custom validation to check that values are not entered until the correct date.
  • C. Create a custom read-only Money field and change read-only to No on the correct date.
  • D. 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.

Answer: D


NEW QUESTION # 50
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