VALID C-THR86-2411 TEST CAMP, NEW C-THR86-2411 TEST BLUEPRINT

Valid C-THR86-2411 Test Camp, New C-THR86-2411 Test Blueprint

Valid C-THR86-2411 Test Camp, New C-THR86-2411 Test Blueprint

Blog Article

Tags: Valid C-THR86-2411 Test Camp, New C-THR86-2411 Test Blueprint, C-THR86-2411 New Study Guide, Reliable C-THR86-2411 Test Online, Questions C-THR86-2411 Exam

The SAP C-THR86-2411 exam questions are being offered in three different formats. The names of these formats are SAP C-THR86-2411 PDF dumps file, desktop practice test software, and web-based practice test software. All these three SAP C-THR86-2411 Exam Questions formats are easy to use and assist you in SAP C-THR86-2411 exam preparation.

This skill set brings multiple benefits to you. You get well-paid jobs and promotions because firms prefer SAP Certified Associate - Implementation Consultant - SAP SuccessFactors Compensation C-THR86-2411 certification holders. Although all professionals desire to earn certifications, many never find enough time to go beyond their graduation degree. Any area of accreditation is in high demand, and if you have a SAP Certified Associate - Implementation Consultant - SAP SuccessFactors Compensation C-THR86-2411 Certification, you will grow in the information technology industry with ease.

>> Valid C-THR86-2411 Test Camp <<

New C-THR86-2411 Test Blueprint & C-THR86-2411 New Study Guide

On the basis of the current social background and development prospect, the C-THR86-2411 certifications have gradually become accepted prerequisites to stand out the most in the workplace. As far as we know, in the advanced development of electronic technology, lifelong learning has become more accessible, which means everyone has opportunities to achieve their own value and life dream. Our C-THR86-2411 Exam Materials are pleased to serve you as such an exam tool. You will have a better future with our C-THR86-2411 study braindumps!

SAP Certified Associate - Implementation Consultant - SAP SuccessFactors Compensation Sample Questions (Q75-Q80):

NEW QUESTION # 75
Your client wants to ensure that planners justify their decision to NOT give an employee a merit increase.
What is the best way to accomplish this?

  • A. Under Define Standard Validation Rules, add a Force Comment Rule with the mode set to "no-raise."
  • B. Under Define Standard Validation Rules, add a Force Comment Rule with the mode set to "raise."
  • C. Edit the XML add a comp-force-comment-config tag with the mode attribute set to "guideline."
  • D. Use custom validations with the formula 'if(merit>0,"FALSE","TRUE")".

Answer: A

Explanation:
When planners need to provide a reason for not awarding a merit increase, this can be enforced through standard validation rules.
* Setting a Force Comment Rule with "No-Raise" Mode
* In SuccessFactors Compensation, under the Define Standard Validation Rules section, you can set a Force Comment Rule with the mode set to "no-raise." This triggers a required comment whenever a planner decides not to give a merit increase.
* This is a straightforward way to enforce explanations for no-raise situations, leveraging standard settings.
* Why Other Options Are Incorrect
* Option B is incorrect because custom validation formulas are not necessary for this type of forced comment.
* Option C (comp-force-comment-config tag with mode "guideline") is unrelated to no-raise situations.
* Option D (setting mode to "raise") is incorrect as this would trigger comments for raises, not for when no raise is given.
* Reference Documentation
* SAP SuccessFactors Compensation Guide on Force Comment Rules.


NEW QUESTION # 76
Your EC-integrated client wishes to plan on monthly salaries for employees in the UK, but on annual salaries for employee in the US. All employees have their salaries stored in EC with a single pay component with a frequency of "monthly" because of payroll integration constraints.
Which of the following options is a solution for this requirement?

  • A. Use two templates with one having curSalary mapped to the pay component the other on the pay component group.
  • B. 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."
  • C. Use meritTarget set to the pay component value divided by 12.
  • D. Include the unitsPerYear standard column set it to 12.

Answer: A


NEW QUESTION # 77
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.
    *Publish the finSalary value back to the pay component group in EC have business rules split the sum into the components.
  • 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.
    *Extract the new TC with a report manually create import files to update EC.
  • 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: A

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. The finSalary field 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 # 78
In an EC-integrated implementation, which of the following EC elements can be used to map fields? Note: There are 3 correct answers to this question.

  • A. Biographical Information
  • B. Background Elements
  • C. Time Off
  • D. Pay Components
  • E. MDF Objects

Answer: A,D,E


NEW QUESTION # 79
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 were hired after a certain date do NOT get a statement.
  • B. Employees in one country get a statement at a different time from those in other countries.
  • C. Employees who are on a performance improvement plan get a different statement from those who are not.
  • D. Employees who have an RSU grant get a statement, but those without an RSU grant do NOT get a statement.

Answer: A,D

Explanation:
The Suppress Statement function 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 # 80
......

To pass the SAP C-THR86-2411 Exam is a dream who are engaged in IT industry. If you want to change the dream into reality, you only need to choose the professional training. ExamPrepAway is a professional website that providing IT certification training materials. Select ExamPrepAway, it will ensure your success. No matter how high your pursuit of the goal, ExamPrepAway will make your dreams become a reality.

New C-THR86-2411 Test Blueprint: https://www.examprepaway.com/SAP/braindumps.C-THR86-2411.ete.file.html

And our C-THR86-2411 exam quiz is quality guaranteed, SAP Valid C-THR86-2411 Test Camp It costs you little time and energy, If you buy our C-THR86-2411 test prep you will pass the exam easily and successfully，and you will realize you dream to find an ideal job and earn a high income, SAP Valid C-THR86-2411 Test Camp But you are still probably afraid that you are unlucky to fail in this exam, There are three versions of SAP C-THR86-2411 practice test materials for choosing.

Ongoing licensing fees, Sometimes, however, it might prevent a manager from gaining new perspectives or reacting to new circumstances, And our C-THR86-2411 Exam Quiz is quality guaranteed.

It costs you little time and energy, If you buy our C-THR86-2411 test prep you will pass the exam easily and successfully，and you will realize you dream to find an ideal job and earn a high income.

ExamPrepAway C-THR86-2411 SAP Certified Associate - Implementation Consultant - SAP SuccessFactors Compensation Exam Questions are Available in Three Different

But you are still probably afraid that you are unlucky to fail in this exam, There are three versions of SAP C-THR86-2411 practice test materials for choosing.

Report this page