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SAP C_THR86_2505 Exam Syllabus Topics:

Topic	Details
Topic 1	Compensation Worksheets: This section of the exam evaluates the knowledge of Compensation Analysts in managing compensation worksheets. It involves planning templates, columns, formulas, and worksheet behavior needed to support merit, bonus, and stock processes.
Topic 2	Implementation Test: This section of the exam evaluates the understanding of Compensation Analysts in verifying system configuration using implementation test tools. It includes basic validation and troubleshooting before plan launch.
Topic 3	Reports and Workflows: This section of the exam evaluates the proficiency of SAP Consultants in setting up reports and approval workflows. It covers route maps, executive reviews, and standard reporting capabilities.
Topic 4	Plan Settings: This section of the exam measures the skills of SAP Consultants in defining plan-level configurations. It includes cycle setup, planner eligibility, planner hierarchy, and general settings required to operationalize compensation plans.
Topic 5	Managing Employee Specific Data:This section of the exam assesses the skills of SAP Consultants in handling employee-specific data used in compensation planning. It includes importing and mapping fields like pay, performance, and custom metrics.
Topic 6	Compensation Plan Guidelines: This section of the exam measures skills of Compensation Analysts and covers the configuration of compensation plan guidelines, including eligibility and budgeting parameters that guide manager decisions during compensation cycles.
Topic 7	Compensation Statements: This section of the exam assesses the ability of SAP Consultants to configure and generate employee-facing compensation statements. It includes statement templates, design options, and output settings to ensure clear communication of compensation results.

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SAP Certified Associate - Implementation Consultant - SAP SuccessFactors Compensation Sample Questions (Q62-Q67):

NEW QUESTION # 62
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 - Export permission.
B. The user needs the Executive Review - Mass Action 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 - Import permission.

Answer: A,C,E

Explanation:
To use the Executive Review Offline Edit feature 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 on Executive Review Permissions and Offline Edit Requirement

NEW QUESTION # 63
You are implementing compensation in an EC-integrated environment you are NOT using the promotion functionality.
To where can you publish data?
Note: There are 3 correct answers to this question.

A. Recurring Pay Components
B. Custom MDF Objects
C. Job Information
D. Compensation Information
E. Employee Details

Answer: A,B,D

NEW QUESTION # 64
What are the valid hierarchy types available when selecting the Method of Planner in Compensation? Note:
There are 3 correct answers to this question.

A. Standard Suite hierarchy
B. Compensation hierarchy (Second Manager)
C. Standard Suite hierarchy (including Inactives)
D. Rollup hierarchy (including Inactives)
E. HR Manager hierarchy

Answer: A,B,D

NEW QUESTION # 65
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. Use custom validations with the formula 'if(merit>0,"FALSE","TRUE")".
B. Under Define Standard Validation Rules, add a Force Comment Rule with the mode set to "no-raise."
C. Edit the XML add a comp-force-comment-config tag with the mode attribute set to "guideline."
D. Under Define Standard Validation Rules, add a Force Comment Rule with the mode set to "raise."

Answer: B

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 # 66
You configured merit guidelines as shown in the screenshot.
If an employee has a range penetration of 24% what would be the low to high guideline that would appear in the merit guideline column in the compensation worksheet?

A. 2%-4%
B. 1%-2%
C. 3%-5%
D. 0%-0%

Answer: A

NEW QUESTION # 67
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