C_THR87_2405 EXAM TUTORIALS - C_THR87_2405 EXAMCOLLECTION QUESTIONS ANSWERS

C_THR87_2405 Exam Tutorials - C_THR87_2405 Examcollection Questions Answers

C_THR87_2405 Exam Tutorials - C_THR87_2405 Examcollection Questions Answers

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SAP C_THR87_2405 Exam Syllabus Topics:

TopicDetails
Topic 1
  • Integration Scenarios: This section assesses the Compensation Analyst or Specialist's ability to connect Variable Pay with Employee Central, focusing on the setup and execution of integration projects.
Topic 2
  • Business Goals and Goal Weights: This section targets Compensation Analysts or Specialists and tests their understanding of defining and weighting business goals, configuring goal plan templates, and creating corresponding files.
Topic 3
  • Variable Pay Program Settings: In this exam section, the Compensation Analyst or Specialist will be tested on the skills regarding configuring variable pay program settings, including hierarchy methods, goal gates, accelerators, flexible payout curves, proration, and decentralized administration.
Topic 4
  • Bonus Plans: The Compensation Analyst or Specialist will be tested on their knowledge of establishing bonus plans and their associated processes.
Topic 5
  • Bonus Calculation Methods: The Compensation Analyst or Specialist will be assessed on their knowledge of various bonus calculation methods, particularly assignment-based rating, and the differentiation between additive and multiplicative formulas. They will also be evaluated on their ability to calculate final payout.
Topic 6
  • Variable Pay Form: This section examines the Compensation Analyst or Specialist's skills in designing and configuring variable pay forms, including customizing appearance, data input, and calculations.
Topic 7
  • Eligibility: This section evaluates the Compensation Analyst or Specialist's ability to determine employee eligibility for variable pay programs, considering factors like employment status and historical data.
Topic 8
  • Managing Clean Core: The Compensation Analyst or Specialist will be assessed on their understanding of streamlining variable pay processes through the application of clean core principles to improve efficiency and innovation within the ERP system.

SAP Certified Associate - Implementation Consultant - SAP SuccessFactors Variable Pay Sample Questions (Q27-Q32):

NEW QUESTION # 27
How can you create worksheets where employees have planners outside their line manager hierarchy?

  • A. Create a Second Manager hierarchy and set the template to use this hierarchy instead of the Standard hierarchy.
  • B. Create the worksheets the same as in compensation planning and move employees to other managers through Employee Membership.
  • C. Use the custom manager option for assigning employees in the user data file and in the route map.
  • D. Assign the employees to matrix managers and use matrix managers in the route map.

Answer: A


NEW QUESTION # 28
Your client wants to award quarterly bonuses, where the quarters are aligned as follows: Q1: November 1-January 31. Q2: February 1-April 30. Q3: May 1-July 31. Q4: August 1-October 31. Bonuses are paid at the end of each quarter. Which of the following combinations of configuration options would work for this scenario?

  • A. One variable pay template with the bonus start date November 1 and end date October 31; employee history is loaded with four records per employee (one per quarter) and bonus paid in full on October 31
  • B. One variable pay template with the bonus start date November 1 and end date October 31, and the bonus plan multiplier set to 25%
  • C. Four variable pay templates, with the bonus start and end dates aligned with "traditional" quarter dates and custom columns in the employee history to display the customer's dates
  • D. Four variable pay templates, with the bonus start and end dates aligned with the customer's dates and employee history to match

Answer: B,C


NEW QUESTION # 29
Your customer wants to use its business units to assign goal achievements. What are the first steps to set up this requirement? Note: There are 2 correct answers to this question.

  • A. Import business unit data via the employee history data file.
  • B. Import business unit data via the user data file.
  • C. Define the Business Unit field as a department in the Succession Data Model XML.
  • D. Define the Business Unit field in the Variable Pay Background Element XML.

Answer: A,D


NEW QUESTION # 30
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?

  • A. Relevant goal performance is imported into each employee's Assignment History.
  • B. Goals that are relevant to the employee's bonus need to be exported from Goal Management and imported into Business Goals.
  • C. Goals that are relevant to the employee's bonus need to have a different type, set when creating the goal.
  • D. Goals that are relevant to the employee's bonus need to be in a separate section in the performance form.

Answer: C


NEW QUESTION # 31
Why might you use the check tool? Note: There are 2 correct answers to this question.

  • A. To determine inactive planners in the hierarchy
  • B. To determine if goal weights are equal to 100%
  • C. To determine if employees are assigned to an appropriate bonus plan
  • D. To determine if custom fields are reloadable

Answer: A,D


NEW QUESTION # 32
......

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