AUTHENTIC BEST RESOURCES FOR C_THR86_2405 ONLINE PRACTICE EXAM

Authentic Best resources for C_THR86_2405 Online Practice Exam

Authentic Best resources for C_THR86_2405 Online Practice Exam

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SAP C_THR86_2405 Exam Syllabus Topics:

TopicDetails
Topic 1
  • 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 2
  • 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 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
  • 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 5
  • 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.

SAP Certified Associate - Implementation Consultant - SAP SuccessFactors Compensation Sample Questions (Q45-Q50):

NEW QUESTION # 45
While validating the current cycle's compensation statements, you want to prevent them from being visible on employee profile while still allowing access to past compensation statements.
How can you accomplish this?

  • A. Disable access to all statements, including the prior years' statements.
  • B. Use Role-Based Permissions to control access to only display previous years' statements.
  • C. Under the permissions of the current statement(s), change the setting to Generated statements are not viewable.
  • D. Remove access to Employee Profile during compensation planning.

Answer: C

Explanation:
To control visibility of the current cycle's compensation statements while allowing access to past statements, use specific settings on the current year's statements:
* Option C: "Under the permissions of the current statement(s), change the setting to Generated statements are not viewable."
* By changing the settings of the current year's statement to "Generated statements are not viewable," you can control access to the current cycle's statements without impacting previous years. This option is effective for validation purposes as it restricts visibility for current statements while keeping historical statements accessible.


NEW QUESTION # 46
What are the valid hierarchy types available when selecting the Method of Planner in Compensation? Note:
There are 3 correct answers to this question.

  • A. HR Manager hierarchy
  • B. Rollup hierarchy (including Inactives)
  • C. Standard Suite hierarchy
  • D. Standard Suite hierarchy (including Inactives)
  • E. Compensation hierarchy (Second Manager)

Answer: B,C,E


NEW QUESTION # 47
You configure the following salary rule in the compensation plan template:
How does the system behave?

  • A. The rule alerts the planner that the range penetration threshold has been exceeded the merit field text turns red.
    *The planner can save the merit recommendation.
  • B. The rule prevents the planner from saving the merit increase.
    *The planner must go back change their merit recommendation.
  • C. A pop-up message asks the planner if the exceeded amount should be assigned to Lump Sum.
    *The planner can save the merit recommendation by selecting Cancel in the pop-up message.
  • D. A pop-up message asks the planner if the exceeded amount should be assigned to Lump Sum.
    *The planner CANNOT save the merit increase by selecting Cancel in the pop-up message.

Answer: C


NEW QUESTION # 48
Your EC-integrated template has an Effective Date of April 1 under Worksheet Settings. Your eligibility rule states that only grade 1 employees are eligible for compensation. On March 1 an employee is grade 1. but on April 15 they are promoted to grade 2 On April 16 you run Update all worksheets with thecheckbox 'Update worksheet to reflect any employee s eligibility changes selected.What happens on the worksheet for this employee?

  • A. The employee remains on the worksheet but their planning fields reset to default values
  • B. The employee remains on the worksheet but becomes grayed out.
  • C. The employee remains eligible for planning with no changes.
  • D. The employee Is removed from the worksheet

Answer: C


NEW QUESTION # 49
Your client wishes to limit new employee salaries so that no employee can exceed 125% compa-ratio. They do not award lump sums. How can you configure the worksheet to meet this requirement?Note. There are 2 correct answers to this question.

  • A. Create a standard validation of type 'disallow and action 'exceed with the Threshold at 125.
  • B. Create a standard vaBdation of type 'splitOrDisallov/' and action 'exceed' with the Threshold at 125
  • C. Create a custom validation of type Error to ensure that the column curRatio is less than 125
  • D. Create a custom validation of type Error to ensure that the column compaRatio is less than 125

Answer: A,D


NEW QUESTION # 50
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