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SAP C_THR86_2405 Exam Syllabus Topics:

Topic	Details
Topic 1	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 2	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 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	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 7	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 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 Sample Questions (Q73-Q78):

NEW QUESTION # 73
A customer is using the Standard Manager hierarchy would like the following approval process:
1.Planning Manager
2.Next Level Manager
3.Reward Team member who launched the forms How will you set this up in the Route Map?

A. Manager - Manager's Manager - Originator
B. Manager - Manager's Manager - User
C. Employee Manager - Originator
D. Employee Manager - User

Answer: C

NEW QUESTION # 74
Your client is using Salary Proration importing the Proration percentage rather than using Start End Dates. An employee is imported with a 50% proration. The merit guideline table for this employee would normally be 4-
6%.
The planner enters a $1,000 merit increase, which is within the displayed guidelines. Which of the following scenarios is accurate?

A. Guideline is displayed as 4-6%
*Total Increase is $500
B. Guideline is displayed as 2-3%
*Total Increase is $1,000
C. Guideline is displayed as 2-3%
*Total Increase is $500
D. Guideline is displayed as 4-6%
*Total Increase is $1,000

Answer: C

Explanation:
WhenSalary Prorationis used with a proration percentage (50% in this case) rather than dates, it affects both the guideline range and the total increase.
* Proration Impact on Guideline Range and Total Increase
* Guideline Adjustment: Since the proration is set to 50%, the guideline range (normally 4-6%) is adjusted by 50%, resulting in a prorated guideline of 2-3%.
* Total Increase Calculation: When the planner enters a $1,000 merit increase, the proration factor is applied, resulting in a final increase of $500 (50% of $1,000).
* Why Other Options Are Incorrect
* Options A and Bshow the original guideline (4-6%), which does not reflect the proration adjustment.
* Option Dincorrectly calculates the total increase without applying the 50% proration.
* Reference Documentation
* SAP SuccessFactors Compensation Guide onSalary Proration and Merit Guidelines.

NEW QUESTION # 75
Your non-EC customer v/ants only users in Pay Grade 1 and 2 to be ineligible for Lump Sum. Pay Grades 3 through 9 are eligible.What can you do to fulfill this requirement?Note. There are 3 correct answers to this question.

A. Start with all employees are ineligible Using the legacy eligibility rules engine, create a rule condition that goes through the eligible Pay Grades and makes them eligible for the Lump Sum field
B. Start with all employees are eligible Using the legacy eligibility rules engine create a rule condition that makes the Pay Grades 1 and 2 ineligible for the Lump Sum field
C. 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
D. Start with all employees are eligible In the UDF set the LUMPSUM_ELIGIBLE field to FALSE for Grades 1 and 2. and TRUE for Grades 3 through 9
E. Start with all employees are ineligible using the legacy eligibility rules engine, create a rule condition that makes the Pay Grades 1 and 2 ineligible for the Lump Sum field

Answer: A,B,D

NEW QUESTION # 76
You create a test user data file (UDF) for use with a compensation template. The template uses the Second Manager hierarchy. The CEO is head of both hierarchies.
In the user record of the CEO, what values would you use for the MANAGER SECOND_MANAGER columns?

A. MANAGER: NO_MANAGER
*SECOND MANAGER: blank
B. MANAGER: blank
*SECOND MANAGER: NO_MANAGER
C. MANAGER: NO_MANAGER
*SECOND_MANAGER: NO_MANAGER
D. MANAGER: blank
*SECOND MANAGER: blank

Answer: C

NEW QUESTION # 77
A customer's performance process has a Final Review step at the end of the route map during which the reward team reviews the recommendations that have been made to ensure budget spend meets limits.The merit guideline is based upon performance rating, compa ratio, and two custom fields. Country and Job Family The customer wishes that the merit increase is reset to the default when theCountry changes for an employee, but NOT when the Job Family changes.How can this requirement be met?

A. Set the Force Default On Custom Column Change option within guidelines to Yes*Make sure the Country and Job Famity columns are both reloadable
B. Ensure the default value for all merit guidelines is non zero*Make sure the Country and Job Famity columns are both reloadable
C. Set the Force Default On Custom Column Change option within guidelines to Yes*Make sure the Country column is reloadable and Job Family is not
D. Set the Force Default On Rating Change option within guidelines to Yes*Make sure the Country column is reloadable and Job Family is not.

Answer: C

NEW QUESTION # 78
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