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DumpsKing Provides SAP C-THR86-2405 Exam Questions 2025

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SAP C-THR86-2405 Exam Syllabus Topics:

Topic
Details

Topic 1

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 2

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 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

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 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

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 7

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 8

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.

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SAP Certified Associate - Implementation Consultant - SAP SuccessFactors Compensation study guide & C-THR86-2405 reliable questions & SAP Certified Associate - Implementation Consultant - SAP SuccessFactors Compensation pdf dumps

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SAP Certified Associate - Implementation Consultant - SAP SuccessFactors Compensation Sample Questions (Q64-Q69):

NEW QUESTION # 64
Your client wants to ensure that planners justify their decision to NOT give an employee a merit increase.
What is the best way to accomplish this?

A. Use custom validations with the formula 'if(merit>0,"FALSE","TRUE")".
B. Under Define Standard Validation Rules, add a Force Comment Rule with the mode set to "no-raise."
C. Edit the XML add a comp-force-comment-config tag with the mode attribute set to "guideline."
D. Under Define Standard Validation Rules, add a Force Comment Rule with the mode set to "raise."

Answer: B

Explanation:
When planners need to provide a reason for not awarding a merit increase, this can be enforced through standard validation rules.
* Setting a Force Comment Rule with "No-Raise" Mode
* In SuccessFactors Compensation, under theDefine Standard Validation Rulessection, you can set aForce Comment Rulewith the mode set to "no-raise." This triggers a required comment whenever a planner decides not to give a merit increase.
* This is a straightforward way to enforce explanations for no-raise situations, leveraging standard settings.
* Why Other Options Are Incorrect
* Option B is incorrect because custom validation formulas are not necessary for this type of forced comment.
* Option C (comp-force-comment-config tag with mode "guideline") is unrelated to no-raise situations.
* Option D (setting mode to "raise") is incorrect as this would trigger comments for raises, not for when no raise is given.
* Reference Documentation
* SAP SuccessFactors Compensation Guide onForce Comment Rules.

NEW QUESTION # 65
You set up a merit guideline rule based on the performance rating country. You configure guideline formulas as shown in the screenshot.
An employee in the US has a rating of 3. What will be their default merit increase?

A. 0%
B. 4%
C. 1%
D. 2%

Answer: D

Explanation:
When an employee's merit increase is determined by a guideline formula based on performance rating and country:
* Option C: "2%"
* For an employee in the US with a performance rating of 3, the configured guideline specifies a
2% merit increase. This default increase applies according to the rule setup in the guideline formulas.

NEW QUESTION # 66
What action is required to enable Employee Central integration for a template?

A. Update pay guide format.
B. Enable field-based permissions.
C. Provide an effective date
D. Reload guidelines.

Answer: C

Explanation:
In SAP SuccessFactors Compensation, enabling integration with Employee Central requires specifying an effective date. This date is essential because Employee Central (EC) integration pulls data that is time- dependent, such as employee job information, pay components, and other relevant details.
* Providing an Effective Date for Integration
* Effective Date: Setting an effective date in the compensation template is necessary to synchronize data accurately from Employee Central. The system uses this date to retrieve the correct employee data as of that specific point in time.
* Why Other Options Are Incorrect
* Option A (field-based permissions) relates to access control but is not specifically required for enabling EC integration.
* Option B (reload guidelines) is used when updating or reloading guideline data but does not affect EC integration.
* Option C (update pay guide format) is unrelated to Employee Central integration.
* Reference Documentation
* SAP SuccessFactors Compensation Guide onEmployee Central Integration SetupandEffective Date Configuration.

NEW QUESTION # 67
Your EC-integtated client wishes to plan on monthly salaries (or employees in the UK. but on annual salaries for employee in the US All employees have their salaries stored in EC with a single pay component with a frequency of monthly' because of payroll integration constraints.Which of the following options is a solution for this requirement?

A. Use two templates with one having curSalary mapped to the pay component and the other on the pay component group
B. Include the unitsPerYear standard column and set it to 12
C. Use two different pay components for salary with the US one having the 'Use for Comp Planning' set to
'None' and lhe UK one set to 'Comp "
D. Use meritTarget set to the pay component value divided by 12

Answer: A

NEW QUESTION # 68
Your customer has two pay components, with IDs SALARY_US and SALARY_UK. that are used for employees' base salary in their respective countries They want to plan for all employees on a single worksheet using the employees' periodic salary NOT the annual value.What is the best way to accomplish this?

A. Create two custom columns and map each to the pay components Use a third custom column to display whichever is non zero
B. Create a pay component group that includes both pay components and use that for the planning
C. Ensure the Used for Comp Planning flag of the pay components is set to Comp and do NOT map to a specific pay component ID in the worksheet
D. Create two different templates and use eligibility rules to ensure employees appear on the correct one

Answer: C

NEW QUESTION # 69
......

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