PRACTICE C-THR86-2405 EXAMS, NEW C-THR86-2405 EXAM PREP

Practice C-THR86-2405 Exams, New C-THR86-2405 Exam Prep

Practice C-THR86-2405 Exams, New C-THR86-2405 Exam Prep

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SAP C-THR86-2405 Exam Syllabus Topics:

TopicDetails
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
  • 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 4
  • Compensation Worksheets: In the SAP C_THR86_2405 exam, your ability to configure compensation worksheets will be tested. As an SAP partner consultant, you will need to demonstrate your skills in setting up and managing these worksheets to ensure accurate and effective compensation processes within SAP SuccessFactors.
Topic 5
  • 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 6
  • Managing Employee Specific Data: The exam will test skills in managing employee-specific data within SAP SuccessFactors. SAP partner consultants will be required to show how effectively they can handle data to ensure accurate compensation decisions that reflect individual employee situations.
Topic 7
  • 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 (Q70-Q75):

NEW QUESTION # 70
Your EC-integrated client has set up the Pay Range object to use Pay Grade Legal Entity, and Geo Zone as inputs.Keeping the order of the Attributes in mind which columns do you need to assign as Attributes in the Salary Pay Matrix section of the Plan Setup page?

  • A. Pay Grade Geo Zone. Legal Entity
  • B. Geo Zone.Legal Entity
  • C. Pay Grade Legal Entity Geo Zone
  • D. Legal Entity Geo Zone

Answer: B


NEW QUESTION # 71
Your customer has part-time full-time employees. You notice that for part-time employees, their compa-ratio in EC is different than in Compensation. What do you configure in the system to have it calculate the correct compa-ratio take into account the FTE?

  • A. Set the XML attribute isActualSalary Imported to False in the compensation plan template ensure standard FTE field is used.
  • B. Add values in the EC Pay Range object to align with each FTE.
  • C. Create a custom Amount column to store FTE rather than using the standard FTE column.
  • D. Set the XML attribute isActualSalaryImported to True in the compensation plan template ensure standard FTE field is used.

Answer: A


NEW QUESTION # 72
Your client wants to display a paragraph in the body of the Compensation Statement that is displayed only to employees who are on a Performance Improvement Plan (PIP). An employee is on a PIP if they have a rating of 1 or 2. The standard Rating column is available on the worksheet.
However, the client does not want the rating itself to ever be displayed on the Statement. How can you satisfy this requirement?

  • A. Add a paragraph to the body of the Statement that states that the section applies only to those who are on a Performance Improvement Plan those employees who are not may ignore the paragraph.
  • B. Include a Conditional Text Section on the statement using the rating field as a condition because all columns on the worksheet are available for conditional logic.
    *Ensure the rating field is hidden from employees on the worksheet with Field-Based Permissions.
  • C. Include the rating on the statement in the right section.
    *Include a Conditional Text Section on the statement using the rating field as a condition.
    *Ensure the rating field is hidden from employees on the worksheet with Field-Based Permissions.
  • D. Include the rating on the statement in the right section.
    *Include a Conditional Text Section on the statement using the rating field as a condition.
    *Ensure the rating field is hidden on the statement by setting an impossible display condition.

Answer: B

Explanation:
To meet the requirement of displaying a paragraph only for employees on a Performance Improvement Plan (PIP) without showing the rating, the use of conditional text combined with field-based permissions is the best approach.
* Conditional Text Section and Field-Based Permissions
* Option D: A conditional text section allows you to set conditions (such as rating equals 1 or 2) to display specific content only for certain employees. Using field-based permissions to hide the rating ensures it is not displayed on the worksheet or statement.
* Why Other Options Are Incorrect
* Options AandBinvolve including the rating in the statement, which the client does not want.
* Option C(adding a paragraph for all employees with a note) does not selectively display the content based on PIP status.
* Reference Documentation
* SAP SuccessFactors Compensation Guide onConditional Text Sections and Field-Based Permissions.


NEW QUESTION # 73
Your customer uses a look-up table to calculate custom budgets, as shown in the screenshot. The budget is based on an employee's country status. In the template, the country is defined with field ID customCountry the status is defined with field ID customStatus.
What is the correct syntax to calculate the adjustment budget?

  • A. toNumber(lookup("2018_BudgetPool", custom Country.customStatus,2))"'curSalary
  • B. toNumber(lookup("2018_BudgetPool", custom Country,customStatus,adjustment))"curSalary
  • C. toNumber(lookup("2018_BudgetPool", custom Country,customStatus,1))"'curSalary
  • D. toNumber(lookup("2018_BudgetPool,custom Country, customStatus, Adjustment))*curSalary

Answer: C

Explanation:
In SAP SuccessFactors Compensation, using look-up tables in formulas is a common method to calculate budget adjustments based on multiple criteria like an employee's country and status. This question is about selecting the correct syntax for using a look-up table to calculate a custom budget based on these criteria. Let's break down the logic and syntax for why option A is correct.
* Look-up Table Functionality in Compensation TemplatesIn SuccessFactors Compensation, look-up tables are used to fetch values dynamically based on specific conditions. Thelookupfunction in SAP allows fetching data from a pre-defined table by matching values from specified columns.
* Syntax and Parameters in the Lookup FunctionThelookupfunction syntax in SAP SuccessFactors Compensation is generally:
plaintext
Copy code
lookup("<lookupTableName>", <lookupKey1>, <lookupKey2>, <columnIndex>)
* <lookupTableName>: Name of the look-up table (in this case, "2018_BudgetPool").
* <lookupKey1>and<lookupKey2>: The fields in the form template used to search in the look-up table. Here, thecustomCountryandcustomStatusfields are used to locate the relevant budget value.
* <columnIndex>: Specifies the index of the column to retrieve. In this scenario, "1" refers to the budget adjustment percentage in the look-up table.
* Correct Formula Explanation
* Option A:toNumber(lookup("2018_BudgetPool", customCountry, customStatus, 1)) * curSalary
* This option correctly uses thelookupfunction to locate the appropriate adjustment factor (e.
g., 1%) from the2018_BudgetPooltable based on the employee's country (customCountry) and status (customStatus).
* ThetoNumber()function is applied to ensure the fetched value is numeric, allowing it to be used in multiplication.
* The formula then multiplies the adjustment factor by the current salary (curSalary) to calculate the adjustment budget.
* Why Other Options Are Incorrect
* Option B:toNumber(lookup("2018_BudgetPool, customCountry, customStatus, Adjustment)) * curSalary
* This option contains syntax errors, such as missing quotation marks around the table name, and "Adjustment" is not a parameter in this lookup. The syntax is incorrect for SuccessFactors' formula setup.
* Option C:toNumber(lookup("2018_BudgetPool", customCountry.customStatus, 2)) * curSalary
* Incorrect becausecustomCountry.customStatusis treated as a single parameter, which is invalid. Each key (customCountry and customStatus) should be separated by a comma, not a period.
* Option D:toNumber(lookup("2018_BudgetPool", customCountry, customStatus, adjustment)) * curSalary
* This option misuses "adjustment" as a parameter in the lookup, which is not defined within the context of the table structure.
* Additional SAP SuccessFactors Compensation References
* SAP SuccessFactors Compensation Guide: Refer to SAP Help Portal's SuccessFactors Compensation Guide for syntax rules of lookup tables.
* Lookup Table Configuration: In the configuration, ensure that the look-up table (2018_BudgetPool) is correctly defined withcustomCountryandcustomStatusas keys, and that the adjustment percentage is in the correct column (column index 1 in this example).
The correct formula,Option A, follows SAP's syntax requirements and functional logic to retrieve the adjustment budget accurately.


NEW QUESTION # 74
Your customer uses SAP SuccessFactors Employee Central and has the following setup.*Pay Component (id =
"SALARY")*Pay Component (id = CARALLOWANCE )*Pay Component (id =
HOUSEALLOWANCE')*Pay Component Group (id = 'TC) made up of the above three components The Use for Compa-Ratio Calculation flag is set to Yes for this group.The customer performs total cash (TC) planning, that is. planners adjust the overall TC Both the car and housing allowances are fixed values based on employee grade If an employee is promoted on the worksheet, these allowances may change. Salary is whatever TC is left over after the new allowances are updated.How do you best implement this request while maximizing Integration?

  • A. Map TC to the standard Current Salary field*Use the Merit column for the TC update.*Extract the new TC with a report and manually create import files to update EC.
  • B. Map SALARY to the standard Current Salary field and TC to meritTarget*Use merit to update the TC and use custom fields to allow planners to update the allowances.*Publish each component back separately.
  • C. Map TC to the standard Current Salary field*Use the Merit column for the TC update.*Use the fin Salary field and some custom columns to calculate the components and publish those back to EC
  • D. Map TC to the standard Current Salary field*Use the Merit column for the TC update*Publish the finSalary value back to the pay component group in EC and have business rules split the sum into the components.

Answer: D


NEW QUESTION # 75
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