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Free SAP C_THR86_2211 Exam Questions and Answer

Q31. In provisioning for your customer’s instance, you select the “Assign default required field values for new users if none specified” option. You want to import a compensation-specific user data file (UDF). Which columns are required? Note: There are 2 correct answers to this question

USERNAME

STATUS

MANAGER

USERID

Q32. You want to prevent planners from entering a negative merit increase in the compensation worksheet. Which configu steps must you perform?

Enable a hard limit stop for the minimum merit guideline in Admin Center. Set the minimum value to 0 for all guideline formulas

Create a guideline rule with the Force Default On Rating Change option set to Yes in Admin Center. Delete the < comp-guideline-pattern > in the form template XML.

Create a guideline rule with the High/Low Action option set to Allow in Admin Center. Define each guideline formula with a default value of 0.

Set e Enable Guideline Optimization setting in Admin Center delete the < comp-guideline-pattern > in the form template XML

Q33. Which tools create cost projection and sets target based on location performance level or benchmark?

Guideline modelling

Compensation profile

Cascading budget

Budget rules

Q34. Your customer has implemented SAP SuccessFactors Empl Central (EC) and now wishes to implement a single global compensation template. However, only part of the organization is in Employee Central; some countries are still using SAP ERP, but there are plans to move to SAP Successfactors Employee Central over the next two years. The customer wants to use the Compensation module to plan all employees, regardless of where their employee data sits. What is the recommended approach to this scenario?

Create a single non-integrated temp ate, export the EC employees, and import them via UDF

Create a single EC-integrated template and use the Hybrid Template option

Create two templates-one with EC integ on and one without

Suggest a phased approach is the non-EC employees become part of the process later as they migrate

Q35. In an EC-integrated implementation, which of the following portlets can be used to map fields? Note: There are 3 correct answers to this question Talent Profile

Employment Information

Job Information

Work Experience

Compensation Information

Q36. How would you use a lookup table result in a numeric operation?

Use to Number to wrap the lookup field

Use to String to wrap the lookup field

Use Amount as the column type

Use a custom number format.

Q37. Your customer uses a look up table to calculate custom budgets, as shown in the attached screenshot.
The budget is based on an employees country and status. In the template, the country is defined with field custom country and status is defined with field id customStatus. What is the correct syntax to calculate merit.

lookup(toNumber(,l2018_BudgetPool,,/ customCountry, customStatuS/merit)*curSalary

lookup(toNumber(,l2018_BudgetPool,,/ customCountry,customStatus,1)*curSalary

lookup(toNumber(“2018_BudgetPool,,/ customCountry, customStatus, merit))*curSalary

lookup(toNumber(“2018_BudgetPoor, customCountry,customStatus,1))*curSalary

Q38. What type of custom fields can you use as formula criteria within the guidelines? Note: There are 2 correct answers to this questions.

String enumerated fields compensation

Money, fields based on a custom formula calculation

fields uploaded from the User Data File

Percent fields based on a custom formula calculation

Q39. Which of the following is possible without need for custom validations?
Note: There are 2 correct answers

warning message when the budge is exceeded

An error message when adjustments are entered in two different fields

An error message when maximum guideline is exceeded

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

Q40. A customer’s performance process has a collaboration step that happens after the compensation forms are launched. The customer is using compensation guidelines with defaults. How can you ensure default guidelines are fully reflected when a

RE run update all worksheets job from manage worksheet

Se the force default on rating within guidelines to NO

Set the default guidelines associated with the original performance rating to YES

Q41. Your customer wants the guidelines for an employee’s merit recommendation to be prorated based on the employee’s date of last hire. The date of last hire is different than the employee’s original hire date.
How can you fulfill this requirement?

Use salary proration and import the employee’s last hire date in the SALARY_PRORATING_START_DATE Column

Use raise proration and import the employee’s last hire date in the RAISE_PRORATING START_DATE column

Use salary proration and set the review the equal to the employee’s last hire date

Use raise proration and import a proration factor in SE PRORATING column

Q42. Your customer has the following requirements for their compensation plan:
1. Use a hard stop in the customer’s guidelines
2. Display only the high and low values in the compensation worksheet.
3. Display a prompt message to planners if they go outside of the high/low values. Which guideline rule settings must you set to fulfill these requirements?

MIN-MAX
.HARD LIMIT:YES HIGH/LOW ACTION:ALLOW

LOW HIGH
.HARD LIMIT:YES HIGH/LOW ACTION:ALLOW

LOW HIGH
.HARD LIMIT:YES
HIGH/LOW ACTION:WARN

Q43. What must you do before generating compensation statement?

Grant all managers permissions to launch statements

Publish the final compensation data to the employee profile

Send worksheets to the completed step to the route map

Recall compensations statements from the previous year

Q44. Your customer has two pay components, IDs SALARY_US and SALARY_UK, that are used for employees base salary in their respective countries, They wan for all employees on a single worksheet using the employee’s periodic salary, NOT the annual value. What is the best way to accomplish this?

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 w

Create two t templates and use eligibility rules to ensure employees appear on the correct one

Create two custom columns and map each to the pay components. Use a third custom column to display whichever is non-zero

Create a pay com t group that includes both pay components and use that for the planning

Q45. Customer is using the compensation manager hierarchy and would like the 2 -step approval to follow the Second Manager hierarchy. How will you set this up?

lst:E
2nd:EM

1st: EM
2nd:EMM

lst:EA
2nd:EAA

lst:E
2nd:EA

Q46. What is the recommended leading practice workflow for a compensation template?

Process Setup -> Manager Planning -> Next Level Manager Review -> Final Review -> Compl

Manager Planning -> Next Level Manager Review -> Compensation Admin Review -> HR Manager Planning -> Complete

Process Setup -> Manager Planning -> Next Level Manager Review -> Third Level Manager Review -> C ete

Manager Planning -> Next Level Manager Review -> HR Manager Planning -> Complete

Q47. Your customer has part-time and full-time employees. What do you figure in the system to have it calculate the compa-ratio, range penetration, current salary, and adjusted sa nges?

Add the standard FTE field to the compensation plan template.

Set in the user file (UDF) to FULL-TIME or PART-TIME

Set SALARY_PRORATING in the user data file ) to the percent that the employees work full time C.

Set XML attribute isActualSalarylmp rte to True in the compensation plan template

Q48. Your customer wants to include confidential information on the planning form that is visible only to the HR team and NOT to planners.

How can you achieve this?

Configure a custom field for the confidential data as reportable.

Configure a custom field for the confidential data and set the field to read-only.

Configure a custom field for the confidential data and use field-based permissions.

Configure a custom field and check the “hide this column on the form” box.

Q49. Which items/objects can you move via the Instance Synchronization Tool during configuration migration from one instance to another?

Non-EC salary ranges

Lookup tables

Currency Conversion table

Stock tables

Q50. When should you configure a compensation template using the Second Manager hierarchy?

Your customer has more than three manager approval levels in their route map.

Your customer wants to include inactive employees on the compensation worksheets

Your customer wants someone other than the standard manager to make compensation recommendations.

Your customer wants both the standard manager and the matrix manager to approve compensation.

Q51. By default, how is budget allocation determined in Rewards and Recognition?

Standard hierarchy of Admin

Standard hierarchy of Nominee

Standard hierarchy of Planner

Standard hierarchy of Nominator

Q52. A customer using USD as functional currency would like to format Column Totals and Budgets to display
2 decimal places number format can be used?

defMoneyFormat #,##0.00

MoneyFormat #,#0.00 ; useFor= “Annual

CustomMoney Format #,##0.00 ;useFor=”USD”

defAmountFormat #,##0.00

Q53. Your client wants to provide an “override” field that allows multiple members of the reward team to p data corrections to planner entries, while preserving the manager’s initial recommendation. How can this be achieved?

Use a custom Money field controlled by field-based permissions and a permission group of n Individuals.

Use mass actions through the Executive Review.

Use a custom Money field controlled by field-based permissions granted to the HR ma e

Update guidelines to change the Default column for the specific employees tt>ay$ to be altered.

Q54. When must you configure a template to be local-currency-centric? 2 correct answers

When you want to import employee salary in the currency in which the employee is paid

When you want the system to assign each employee to the correct currency code based on the employee’s country

When you want to display the budget in the local currency planner

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