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SAP Certified Associate - Implementation Consultant - SAP SuccessFactors Compensation Sample Questions (Q29-Q34):

NEW QUESTION # 29
What checks can you make with the Check tool? Note: There are 2 correct answers to this question.

A. Reportable fields correctly configured
B. Custom validations correctly configured
C. Circular hierarchies for form creation
D. Accuracy of formula calculations

Answer: C,D

NEW QUESTION # 30
What are some SAP recommended guiding principles to achieve clean core operations? Note: There are 3 correct answers to this question.

A. Integrate clean core practices in the end-to-end value process chain.
B. Define roles responsibilities as part of a process transformation office.
C. Establish regular housekeeping tasks procedures.
D. Establish release management.
E. Establish an organizational structure, technical foundation, transformation methodology for clean core.

Answer: B,D,E

NEW QUESTION # 31
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 the Final Review or include additional manager levels not typically required, making them less aligned with the standard leading practice.
* Reference Documentation
* SAP SuccessFactors Compensation Guide on Compensation Cycle Workflow and Template Setup.

NEW QUESTION # 32
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. Time Off
B. MDF Objects
C. Biographical Information
D. Background Elements
E. Pay Components

Answer: B,C,E

Explanation:
In SAP SuccessFactors Compensation integrated with Employee Central, mapping data fields between Employee Central and Compensation templates is essential. The following elements can be mapped:
* Biographical Information (Option A):
* Biographical data such as date of birth, gender, and other demographic information can be mapped from Employee Central to Compensation worksheets. This data can be used to filter or personalize employee details on the worksheet.
* MDF Objects (Option C):
* Metadata Framework (MDF) Objects allow custom object configuration in Employee Central, enabling businesses to define custom fields or data structures. These can then be mapped to fields in Compensation templates, providing flexibility to bring in custom attributes like competencies, certifications, or additional criteria.
* Pay Components (Option D):
* Pay components, such as base salary, allowances, and bonuses, are fundamental elements in Employee Central and can be mapped directly to compensation planning fields on the worksheet.
This mapping ensures accurate financial data and compensation planning alignment with Employee Central records.
Excluded Options:
* Time Off (Option B): Time Off data is not typically mapped directly to Compensation worksheets as it primarily manages leave and absence.
* Background Elements (Option E): Background elements generally pertain to employee profiles (e.g., previous work experience or education) and are not used in direct mapping to Compensation worksheets.

NEW QUESTION # 33
Which of the following Permissions is NOT recommended to be given to all HRBPs who are supporting a Salary Review Process?

A. Executive Review Export Permissions
B. Executive Review Edit Permissions
C. Report Permissions
D. Compensation Management Permissions

Answer: B

Explanation:
In SAP SuccessFactors Compensation, granting the appropriate permissions to HR Business Partners (HRBPs) is crucial to supporting the salary review process effectively while maintaining data security and integrity. The following permissions are typically managed with caution:
* Executive Review Edit Permissions (Option C):
* It is not recommended to grant all HRBPs "Executive Review Edit Permissions" as this allows for extensive changes across compensation plans, which may be inappropriate for all HRBP roles. This permission should generally be reserved for high-level administrators or managers who need to make adjustments at the executive review level.
Other Permissions:
* Executive Review Export Permissions (Option A) and Report Permissions (Option B) are commonly provided to HRBPs for data analysis.
* Compensation Management Permissions (Option D) is often necessary for HRBPs to carry out their roles effectively, enabling them to manage employee compensation-related tasks.

NEW QUESTION # 34
......

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C-THR86-2411 Passing Score Feedback - Valid C-THR86-2411 Test Syllabus

Valid C-THR86-2411 Test Syllabus & Pdf C-THR86-2411 Version

SAP Certified Associate - Implementation Consultant - SAP SuccessFactors Compensation Sample Questions (Q29-Q34):

Latest Upload SAP C-THR86-2411 Passing Score Feedback: SAP Certified Associate - Implementation Consultant - SAP SuccessFactors Compensation & Valid C-THR86-2411 Test Syllabus

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