SAP C_THR86_2411 試験概要:

SAP C_THR86_2411 試験シラバストピック:

SAP Certified Associate - Implementation Consultant - SAP SuccessFactors Compensation 認定 C_THR86_2411 試験問題：

問題 #1
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 - User
D. Employee Manager - Originator

問題 #2
Which of the following Permissions is NOT recommended to be given to all HRBPs who are supporting a Salary Review Process?

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

問題 #3
You have configured a worksheet for a client that uses the following formula in a custom column of type Money: (curSalary lookup("budget_table",customCountry,1))/100.
The lookup table "budget_table" is configured with one input one output. There are three rows in the table:
*USA = 5
*GBR = 3
**=2
When the worksheet loads, the column displays correctly, but when a merit value is changed, it switches to N
/A for the employee. What could be done to fix this behavior?

A. Surround the lookup function with the toNumber function.
B. Change the column to be of the Amount type.
C. Surround the curSalary with the toString function.
D. Remove the extra parentheses.

問題 #4
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 "raise."
B. Use custom validations with the formula 'if(merit>0,"FALSE","TRUE")".
C. Under Define Standard Validation Rules, add a Force Comment Rule with the mode set to "no-raise."
D. Edit the XML add a comp-force-comment-config tag with the mode attribute set to "guideline."

問題 #5
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 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.
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 have business rules split the sum into the components.
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.

解説：