SAP C-THR86-2405 Exam Dumps [2025] Practice Valid Exam Dumps Question
C-THR86-2405 Dumps - Grab Out For [NEW-2025] SAP Exam
SAP C-THR86-2405 Exam Syllabus Topics:
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NEW QUESTION # 41
When should you configure a compensation template using the Second Manager hierarchy?.Note There are 2 correct answers to this question.
- A. Your customer wants someone other than the standard manager to make compensation recommendations
- B. Your customer wants only directors and above to do planning
- C. Your customer wants to include HR in their route map
- D. Your customer has more than three manager approval levels in their route map
Answer: A,B
NEW QUESTION # 42
Which of the following fields can be used to group budgets? Note: There are 2 correct answers to this question.
- A. Currency Code (localCurrencyCode)
- B. Pay Grade (payGrade)
- C. Performance Rating (pmRating)
- D. Any custom, reportable, read-only String field
Answer: A,D
NEW QUESTION # 43
How can the compRating field be used to enhance the compensation worksheet?Note There are 2 correct answers to this question.
- A. It allows for performance form rating overrides
- B. It allows a second rating field for guidelines
- C. It allows for performance ratings to use a different rating scale
- D. It allows ratings to be entered directly on the planning worksheet for those employees who do NOT have a performance form
Answer: C,D
NEW QUESTION # 44
Your customer uses a look-up table to calculate custom budgets, as shown in the screenshot.
The budget is based on an employee s country and status In the template the country is defined with field ID customCountry and the status Is defined with field ID customStatus.What is the correct syntax to calculate the adjustment budget?
- A. Adjustment))*curSalary
- B. toNumbGr(lookupC20l8_BudgetPoor.customCountry.cu$tomStatu$.1))'curSalary
- C. toNumber(lookupf2018_BudgetPoor customCountrycustomStatus
- D. toNumberflookup('2018_BudgetPoor. customCountry customStatus2))'curSalary
- E. toNumber(lookup('20l8_BudgetPool'.customCountry.cuslomStatus.adjuslment))'curSalary
Answer: B
NEW QUESTION # 45
A customer is using the Standard Manager hierarchy and 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. Employee - Manager - Originator
- B. Manager - Manager s Manager - User
- C. Employee - Manager - User
- D. Manager - Manager s Manager - Originator
Answer: A
NEW QUESTION # 46
Your customer is going through a divestiture would like to extract all of the historical data from compensation planning for the divested entity prior to purging the data from SAP SuccessFactors. How can you capture the compensation data from your compensation plans? Note: There are 2 correct answers to this question.
- A. Run the Rollup report.
- B. Run an Ad Hoc report.
- C. Export from the employee history file.
- D. Export from Executive Review.
Answer: B,D
NEW QUESTION # 47
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. Ensure the default value for all merit guidelines is non zero*Make sure the Country and Job Famity columns are both reloadable
- B. Set the Force Default On Rating Change option within guidelines to Yes*Make sure the Country column is reloadable and Job Family is not.
- C. Set the Force Default On Custom Column Change option within guidelines to Yes*Make sure the Country and Job Famity columns are both reloadable
- D. 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
Answer: D
NEW QUESTION # 48
A customer is using the following number format: ###0 Mode: Round down Multiple: 100. How will a value of 9575.50 be displayed?
- A. 0
- B. 1
- C. 2
- D. 3
Answer: C
Explanation:
In SAP SuccessFactors Compensation, when using a number format that specifies rounding down and rounding to the nearest multiple of 100, calculations are done as follows:
* Understanding the Format Settings
* Mode: Round Down: This setting rounds the value down to the nearest specified multiple.
* Multiple: 100: Specifies that rounding should occur to the nearest 100.
* Calculation for 9575.50
* Given the number 9575.50, rounding down to the nearest multiple of 100 results in 9500, as rounding down means moving to the lower nearest 100.
* Why Other Options Are Incorrect
* Option B (9570) would not be correct as it does not round to the nearest 100.
* Options C (9000) and D (9600) do not accurately reflect the rounding down requirement with a multiple of 100.
* Reference Documentation
* SAP SuccessFactors Compensation Guide onNumber Formatting and Rounding Options.
NEW QUESTION # 49
You configure the following salary rule in the compensation plan template:
How does the system behave?
- A. 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. - 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 CANNOT save the merit increase by selecting Cancel in the pop-up message. - D. 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.
Answer: A
NEW QUESTION # 50
Your client has asked you to display both the number text in the standard Performance Rating field. What do you need to update to meet this requirement?
- A. Update the Rating Label Format to Number-Text under Display Settings.
- B. Change the labels in the rating scale to include both the number text.
- C. Create a new custom field with a formula under Column Designer.
- D. Create a lookup table with the number text.
Answer: A
Explanation:
To display both the numerical and textual components in the standard Performance Rating field, you need to adjust theRating Label Formatin the Display Settings within the Compensation template setup.
* Rating Label Format in Display Settings
* Option D: By setting the Rating Label Format toNumber-Text, you enable the display of both the rating number and the descriptive text label in the Performance Rating field.
* This adjustment applies the combined format (e.g., "3 - Meets Expectations") in the worksheet, allowing users to see both components simultaneously.
* Why Other Options Are Incorrect
* Option A: Changing labels in the rating scale would only adjust the label text, not the combined display format.
* Option BandOption C(custom field and lookup table) are unnecessary, as the Number-Text format can be set directly.
* Reference Documentation
* SAP SuccessFactors Compensation Guide onPerformance Rating Display Options.
NEW QUESTION # 51
Your client wants to restrict entry into the Lump Sum field to only members of the reward team.How can you achieve this?
- A. Use mass actions through the Executive Review
- B. Set the Lump Sum field to read-only to prevent planners from using it
- C. Use field-based permissions on the Lump Sum field and a permission group of named individuals
- D. Update guidelines to put a hard stop on the Lump Sum field and set all of the guideline values to 0
Answer: C
NEW QUESTION # 52
Your client wants to restrict entry into the Lump Sum field to only members of the reward team. How can you achieve this?
- A. Use mass actions through the Executive Review.
- B. Update guidelines to put a hard stop on the Lump Sum field set all of the guideline values to 0.
- C. Set the Lump Sum field to read-only to prevent planners from using it.
- D. Use field-based permissions on the Lump Sum field a permission group of named individuals.
Answer: D
Explanation:
Field-based permissions allow specific control over who can view or edit fields in the compensation worksheet.
* Restricting Access to Lump Sum Field with Field-Based Permissions
* Option C: In SAP SuccessFactors Compensation, you can configure field-based permissions so only selected users (e.g., members of the reward team) can access and edit the Lump Sum field.
* This approach uses a permission group to grant edit permissions only to specific individuals, ensuring that only authorized personnel can make entries in the Lump Sum field.
* Why Other Options Are Incorrect
* Option A (mass actions via Executive Review) does not restrict individual access to fields.
* Option B (setting guidelines to zero) does not provide role-based access restriction and may cause confusion in the compensation planning process.
* Option D (setting the field to read-only) would prevent all planners from editing, not just those outside the reward team.
* Reference Documentation
* SAP SuccessFactors Compensation Guide onField-Based PermissionsandPermission Groups.
NEW QUESTION # 53
Your client has asked you to display both the number and text in the standard Performance Rating field.What do you need to update to meet this requirement?
- A. Create a new custom field with a formula under Column Designer
- B. Create a lookup table with the number and text
- C. Change the labels in the rating scale to include both the number and text
- D. Update the Rating Label Format to Number-Text under Display Settings
Answer: D
NEW QUESTION # 54
Your customer has a compensation plan template with the functional currency USD. The manager s own currency is EUR. The manager's compensation worksheet contains employees who are paid in the following currencies EUR. USD. CHF. and GBP.Which view must you enable to make sure the manager can display the salary of all of their employees in GBP?
- A. The includePlannerCurrency view
- B. The includeLocalCurrency view
- C. The include Any Currency view
- D. The IncludeFunclIonalCurrency view
Answer: B
NEW QUESTION # 55
What types of custom fields can you use as formula criteria within the guidelines.Note There are 2 correct answers to this question.
- A. Percent fields input on the worksheet
- B. Money fields based on a custom formula calculation
- C. Date fields uploaded from the User Data File
- D. String fields based on a custom formula calculation
Answer: A,C
NEW QUESTION # 56
Your customer has the requirement where both sales non-sales employees are included on a single compensation template. However, only sales employees are eligible for a lump sum award.
How can you configure a single standard compensation statement template to ensure that just sales employees have a Lump Sum item displayed on their letter?
- A. You can hide the Lump Sum column on the compensation worksheet using Field-Based Permissions. If the column is hidden on the worksheet, it won't appear on the statement.
- B. You cannot do this with a single statement template; a second template must be created to include this item statement groups used to assign the templates appropriately.
- C. You can include the Lump Sum item in the statement template set a condition on its display so that it will only be shown if it is greater than 0.
- D. You can include the Lump Sum item in the statement template put a disclaimer in the signature section alerting non-sales employees that that item pertains only to sales employees.
Answer: C
Explanation:
To display the Lump Sum item on the compensation statement for sales employees only, use a condition based on whether the Lump Sum amount is greater than 0.
* Option D: "You can include the Lump Sum item in the statement template and set a condition on its display so that it will only be shown if it is greater than 0."
* By including the Lump Sum field and setting a display condition where it only appears if the Lump Sum amount is greater than 0, the statement will automatically hide the Lump Sum item for non-sales employees (who would have a 0 value for this field).
NEW QUESTION # 57
Which of the following permissions are required to be able to use Executive Review offline edit to download, modify, upload bulk changes? Note: There are 3 correct answers to this question.
- A. The user needs the Executive Review - Import permission.
- B. The user needs the Executive Review - Export permission.
- C. The user needs the Executive Review - Edit permission.
- D. The user needs the Ad Hoc Reports for the Compensation Planning domain permission.
- E. The user needs the Executive Review - Mass Action permission.
Answer: A,B,C
Explanation:
To use theExecutive Review Offline Editfeature in SAP SuccessFactors Compensation, certain permissions are required for downloading data, making bulk changes offline, and re-uploading those changes.
* Executive Review - Export Permission
* Option A: This permission allows users to export the compensation data from the Executive Review page to a downloadable format (such as Excel). This is essential for performing offline edits.
* Executive Review - Import Permission
* Option B: This permission enables users to import or re-upload the edited data back into the system after making bulk changes offline. It's critical to ensure these changes are successfully integrated into the worksheet.
* Executive Review - Edit Permission
* Option D: This permission allows users to edit entries within the Executive Review interface. It is necessary for making adjustments to compensation data.
* Why Other Options Are Incorrect
* Option C (Executive Review - Mass Action permission) is unrelated to offline editing; it pertains to actions like applying mass updates within the online Executive Review.
* Option E (Ad Hoc Reports for the Compensation Planning domain) is for reporting rather than permissions directly related to offline editing capabilities.
* Reference Documentation
* SAP SuccessFactors Compensation Guide onExecutive Review PermissionsandOffline Edit Requirement
NEW QUESTION # 58
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 the checkbox "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 eligible for planning with no changes.
- C. The employee is removed from the worksheet.
- D. The employee remains on the worksheet but becomes grayed out.
Answer: B
NEW QUESTION # 59
What is the recommended leading practice workflow for a compensation template?
- A. Manager Planning # Next Level Manager Review # Compensation Admin Review # HR Manager Planning # Complete
- B. Process Setup # Manager Planning # Next Level Manager Review # Final Review # Complete
- C. Manager Planning # Next Level Manager Review # HR Manager Planning # Complete
- D. Process Setup Manager Planning # Next Level Manager Review # Third Level Manager Review # Complete
Answer: B
Explanation:
The recommended workflow for compensation templates ensures structured review and approval, following best practices to ensure accuracy and compliance in compensation decisions.
* Recommended Workflow Stages
* Process Setup: The Compensation Admin configures the process.
* Manager Planning: Line managers make initial compensation recommendations.
* Next Level Manager Review: Next-level managers review and adjust recommendations as necessary.
* Final Review: HR or Compensation Admin conducts a final review to ensure compliance and data accuracy.
* Complete: The process is finalized and completed.
* Why Other Options Are Incorrect
* Options B, C, and D omit theFinal Reviewor include additional manager levels not typically required, making them less aligned with the standard leading practice.
* Reference Documentation
* SAP SuccessFactors Compensation Guide onCompensation Cycle WorkflowandTemplate Setup.
NEW QUESTION # 60
Your client requests that no employee be eligible for a merit increase greater than 10%. Which configuration steps must you perform?
- A. Set the guideline pattern to be low-high.
*Set the high value for all guidelines to be 10. - B. Enable a hard limit stop for the merit guideline in Admin Center.
*Set the maximum value to 10 for all guideline formulas. - C. 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 10. - D. Enable a hard limit stop for the merit guideline in Admin Center.
*Set the maximum value to 0.10 for all guideline formulas.
Answer: B
NEW QUESTION # 61
Which of the following can you use to explore released APIs?
- A. SAP Integration Suite
- B. SAP Business Accelerator Hub
- C. SAP Application Interface Framework
Answer: B
Explanation:
SAP provides theSAP Business Accelerator Hub(formerly known as the SAP API Business Hub) as a comprehensive resource to explore released APIs for various SAP products, including SuccessFactors.
* SAP Business Accelerator Hub
* The Business Accelerator Hub hosts an extensive library of APIs, documentation, and use cases for SAP products. Users can explore OData, SOAP, and other available APIs specific to SAP SuccessFactors.
* Why Other Options Are Incorrect
* Option A (SAP Application Interface Framework)is mainly used for error handling and monitoring within on-premise SAP environments.
* Option B (SAP Integration Suite)is used for integration scenarios but does not provide a library to explore APIs; it's intended for creating and managing integrations.
* Reference Documentation
* SAP Help Portal andSAP Business Accelerator HubonExploring and Using APIs.
NEW QUESTION # 62
You set up a merit guideline rule based on the performance rating country. You configure guideline formulas as shown in the screenshot.
An employee in the US has a rating of 3. What will be their default merit increase?
- A. 4%
- B. 2%
- C. 1%
- D. 0%
Answer: B
Explanation:
When an employee's merit increase is determined by a guideline formula based on performance rating and country:
* Option C: "2%"
* For an employee in the US with a performance rating of 3, the configured guideline specifies a
2% merit increase. This default increase applies according to the rule setup in the guideline formulas.
NEW QUESTION # 63
Your EC-integrated client has set up the Pay Range object to use Pay Grade Legal Entity, and Geo Zone as inputs.Keeping the order of the Attributes in mind which columns do you need to assign as Attributes in the Salary Pay Matrix section of the Plan Setup page?
- A. Pay Grade Legal Entity Geo Zone
- B. Pay Grade Geo Zone. Legal Entity
- C. Geo Zone.Legal Entity
- D. Legal Entity Geo Zone
Answer: C
NEW QUESTION # 64
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