C_THR86_2405 SAP Certified Associate - Implementation Consultant - SAP SuccessFactors Compensation Question and Answers

The employee remains on the worksheet but their planning fields reset to default values.

The employee remains eligible for planning with no changes.

The employee is removed from the worksheet.

The employee remains on the worksheet but becomes grayed out.

Create multiple statement templates use groups.

Use two compensation worksheet templates.

Use conditional text sections in the statement editor.

Use the suppress statement function.

Update the field-based permissions for the PM Rating field.

Add help text to the PM Rating field.

Create a custom column referencing a lookup table to pull in the text.

Change the rating scale in Performance Management.

Configure a new percent field with a formula within the compensation template add this field to the statement template. Use this field in the conditional logic.

Use conditional logic in the statement to only display the paragraph if merit is greater than 10.

Duplicate the standard merit field select the Show percent only radio button. Add this field to the statement template use it for the conditional logic.

Configure an adjustment field to duplicate the merit field select the Show percent only radio button. Add this field to the statement template use it for the conditional logic.

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There is no limit on custom columns

Employees who have an RSU grant get a statement, but those without an RSU grant do NOT get a statement.

Employees who were hired after a certain date do NOT get a statement.

Employees in one country get a statement at a different time from those in other countries.

Employees who are on a performance improvement plan get a different statement from those who are not.

Change the labels in the rating scale to include both the number text.

Create a new custom field with a formula under Column Designer.

Create a lookup table with the number text.

Update the Rating Label Format to Number-Text under Display Settings.

Executive Review Export Permissions

Report Permissions

Executive Review Edit Permissions

Compensation Management Permissions

Use mass actions through the Executive Review.

Update guidelines to put a hard stop on the Lump Sum field set all of the guideline values to 0.

Use field-based permissions on the Lump Sum field a permission group of named individuals.

Set the Lump Sum field to read-only to prevent planners from using it.

The average bonus payout amount

The detail of planning decisions for each employee in the hierarchy

The sum of budget total spend for each division, department, or location

The sum of budget total spend for each planner in the hierarchy

Include the unitsPerYear standard column set it to 12.

Use two different pay components for salary with the US one having the "Use for Comp Planning" set to "None" the UK one set to "Comp."

Use two templates with one having curSalary mapped to the pay component the other on the pay component group.

Use meritTarget set to the pay component value divided by 12.

Any time an employee is given a raise, stock, or options.

When an employee's raise exceeds the range penetration maximum.

An employee is NOT given a raise, stock, or options at all.

When an employee's final salary is below range penetration minimum.

Updates to salary ranges after forms are launched are dynamic; any changes in the table will impact completed forms.

If the Template is integrated with Employee Central, Pay Range information MUST come from the EC Pay Range object.

Salary range tables should always be provided in the client's Functional Currency.

Do not update salary range tables that were referenced in forms that have been launched for a prior cycle.

Use reporting Executive Review for reviewing trends aggregate budgets.

Only include those that would alter a decision, not simply review.

Use a Signature step so the employee is aware of the decisions once the form is marked as "Complete".

Use the "Get Feedback" function to allow people outside the hierarchy to comment on the decisions.

Include the Detailed (Rollup) Report option in the worksheet configuration.

Create an Ad Hoc report share it with all planners.

Enable the Executive Review - Read permission for all planners.

Create a Tile for inclusion on the planners' Dashboards.

Promote an employee.

Enter recommendations.

Import salary history into the profile.

Display salary history.

View budgets.

Set the Force Default On Rating Change option within guidelines to Yes.

•Make sure the Country column is reloadable Job Family is not.

Ensure the default value for all merit guidelines is non-zero.

•Make sure the Country Job Family columns are both reloadable.

Set the Force Default On Custom Column Change option within guidelines to Yes.

•Make sure the Country Job Family columns are both reloadable.

Set the Force Default On Custom Column Change option within guidelines to Yes.

•Make sure the Country column is reloadable Job Family is not.

Start with all employees are eligible. In the UDF, set the LUMPSUM ELIGIBLE field to FALSE for Grades 1 2, TRUE for Grades 3 through 9.

Start with all employees are ineligible. Using the legacy eligibility rules engine, create a rule condition that goes through the eligible Pay Grades makes them eligible for the Lump Sum field.

Start with all employees are eligible. Using the legacy eligibility rules engine, create a rule condition that makes the Pay Grades 1 2 ineligible for the Lump Sum field.

Start with all employees are ineligible. Using the legacy eligibility rules engine, create a rule condition that makes the Pay Grades 1 2 ineligible for the Lump Sum field.

Start with all employees are eligible. Using the legacy eligibility rules engine, create a rule condition that makes the Pay Grades 3 through 9 eligible for the Lump Sum field.

In Display Settings use min-max

•Hard Limit: No

•High/Low Action: Allow

In Display Settings use min-max

•Hard Limit: Yes

•High/Low Action: Allow

In Display Settings use min-max

•Hard Limit: No

•High/Low Action: Warn

In Display Settings use low-high

•Hard Limit: Yes

•High/Low Action: Allow

An error message when planners enter a promotion without changing pay grade

A warning message when the budget is exceeded

An error message when adjustments are entered in two different fields

An error message when the maximum guideline is exceeded

It can be used in all SAP S/4HANA Cloud editions.

Customers can grant access to the dashboard to partners.

Customers can use the dashboard in the dev, test, production tenants.

It can be accessed by using SAP For Me.