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SAP C-THR86-2405 Exam Syllabus Topics:

Topic	Details
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	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.
Topic 3	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 4	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 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	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.

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SAP Certified Associate - Implementation Consultant - SAP SuccessFactors Compensation Sample Questions (Q79-Q84):

NEW QUESTION # 79
Your customer is based in the UK and has a functional currency of GBP. However, they also have offices in the US (USD). France (EUR), and Germany (EUR) They would like the budget displayed in local currency for alt planners for example. German planners see the budget in EUR. not GBP.How can you best accomplish this?Note There are 2 correct answers to this question

A. Enable Planner Currency mode
B. Disable Functional Currency mode
C. Use budget grouping and group on the local currency code
D. Have four separate templates, one for each country

Answer: A,C

NEW QUESTION # 80
Your client, who uses SAP SuccessFactors Employee Central wants to make sure that only employees who have been with the company more than 2 years are eligible for a Lump Sum. How do you build the eligibility rule to make this happen?

A. Check if the Event Reason is New Hire and the effective date is 2 years ago
B. Add help text to the Lump Sum field to notify planners only to use the field for eligible employees
C. Check the Hire Date field to see if the employee started at least 2 years ago
D. Use the effective date from Job Info to check if the employee has been in this position for more than 2 years

Answer: C

NEW QUESTION # 81
Which information is included in the rollup report? Note: There are 2 correct answers to this question.

A. The detail of planning decisions for each employee in the hierarchy
B. The sum of budget total spend for each division, department, or location
C. The average bonus payout amount
D. The sum of budget total spend for each planner in the hierarchy

Answer: A,D

NEW QUESTION # 82
Which of the following customer scenarios is a good use of the Suppress Statement function? Note: There are
2 correct answers to this question.

A. Employees who are on a performance improvement plan get a different statement from those who are not.
B. Employees who have an RSU grant get a statement, but those without an RSU grant do NOT get a statement.
C. Employees who were hired after a certain date do NOT get a statement.
D. Employees in one country get a statement at a different time from those in other countries.

Answer: B,C

Explanation:
TheSuppress Statementfunction in SAP SuccessFactors Compensation is used to selectively prevent statement generation for specific employee groups based on predefined criteria.
* Option A: "Employees who have an RSU grant get a statement, but those without an RSU grant do NOT get a statement."
* This scenario is a suitable use of the Suppress Statement function. Only employees who receive RSU (Restricted Stock Units) grants will have a statement generated, while those without RSUs will not. This selective suppression prevents irrelevant statements from being issued.

NEW QUESTION # 83
Your customer uses SAP SuccessFactors Employee Central 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 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 manually create import files to update EC.
B. Map SALARY to the standard Current Salary field TC to meritTarget.
*Use merit to update the TC 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.
*Publish the finSalary value back to the pay component group in EC have business rules split the sum into the components.
D. Map TC to the standard Current Salary field.
*Use the Merit column for the TC update.
*Use the finSalary field some custom columns to calculate the components publish those back to EC.

Answer: C

Explanation:
When a customer uses SAP SuccessFactors Employee Central with specific pay components and a Pay Component Group (PCG) designated for total cash (TC), integration configurations can help manage the pay components based on the planner's adjustments in the compensation module. Here's how the setup can be achieved to maximize integration and minimize manual updates:
* Option B: "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."
* By mapping the total cash (TC) to the Current Salary field and using the Merit column for any updates, planners can adjust TC directly. ThefinSalaryfield can be configured to reflect the adjusted TC, which can then be published back to Employee Central. Business rules in Employee Central will then split the updated TC value among the components (SALARY, CARALLOWANCE, HOUSEALLOWANCE) based on predefined rules, ensuring that allowances remain consistent with the employee's grade.

NEW QUESTION # 84
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Scenarios of our SAP Certified Associate - Implementation Consultant - SAP SuccessFactors Compensation (C-THR86-2405) practice tests are similar to the actual C-THR86-2405 exam. You feel like sitting in the real C-THR86-2405 exam while taking these SAP Certified Associate - Implementation Consultant - SAP SuccessFactors Compensation (C-THR86-2405) practice exams. Practicing under these conditions helps you cope with SAP C-THR86-2405 Exam anxiety. Moreover, regular attempts of the C-THR86-2405 practice test are also beneficial to enhance your speed of completing the final SAP Certified Associate - Implementation Consultant - SAP SuccessFactors Compensation (C-THR86-2405) test within the given time.

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