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2025 SAP C_THR86_2405: SAP Certified Associate - Implementation Consultant - SAP SuccessFactors Compensation–High-quality Valid Test Testking

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SAP C_THR86_2405 Exam Syllabus Topics:

Topic
Details

Topic 1

Compensation Worksheets: In the SAP C_THR86_2405 exam, your ability to configure compensation worksheets will be tested. As an SAP partner consultant, you will need to demonstrate your skills in setting up and managing these worksheets to ensure accurate and effective compensation processes within SAP SuccessFactors.

Topic 2

Compensation Statements: The exam will assess your expertise in configuring compensation statements. You will need to showcase your knowledge of how to set up these SAP statements so that they accurately reflect employee compensation, ensuring clarity and transparency in communication.

Topic 3

Set Up Import Tables: Your expertise in configuring and modifying import tables will be tested. You need to illustrate your ability to manage data imports efficiently, ensuring that compensation data is accurately integrated into the system.

Topic 4

Implementation Test: You will be evaluated on your ability to conduct implementation tests. This part of the exam focuses on your skills in verifying that all configurations and settings are correctly implemented, ensuring a smooth deployment of the compensation module.

Topic 5

Plan Settings: Managing plan settings is a crucial aspect of the SAP C_THR86_2405 Exam. SAP partner consultants will need to demonstrate their abilities to configure and adjust plan settings to align with organizational goals and ensure that compensation plans function smoothly and effectively.

Topic 6

Managing Employee Specific Data: The exam will test skills in managing employee-specific data within SAP SuccessFactors. SAP partner consultants will be required to show how effectively they can handle data to ensure accurate compensation decisions that reflect individual employee situations.

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SAP Certified Associate - Implementation Consultant - SAP SuccessFactors Compensation Sample Questions (Q16-Q21):

NEW QUESTION # 16
Your client wishes to limit new employee salaries so that no employee can exceed 125% compa-ratio. They do not award lump sums. How can you configure the worksheet to meet this requirement?Note. There are 2 correct answers to this question.

A. Create a standard validation of type 'disallow and action 'exceed with the Threshold at 125.
B. Create a custom validation of type Error to ensure that the column compaRatio is less than 125
C. Create a custom validation of type Error to ensure that the column curRatio is less than 125
D. Create a standard vaBdation of type 'splitOrDisallov/' and action 'exceed' with the Threshold at 125

Answer: A,B

NEW QUESTION # 17
Each employes has a custom number code assigned to them. However, your customer wants to display the name instead of the code on the worksheet If the code is NOT in the table, the customer wants blanks to be displayed.What would you define as the last row in your lookup table?

A. An asterisk (') in the input agreement with blanks as the output
B. A blank In the input agreement with blanks as the output
C. O N/A as the input value.key with blanks as the output
D. FALSE as the input agreement with blanks as the output

Answer: A

NEW QUESTION # 18
What is the recommended leading practice workflow for a compensation template?

A. Process Setup # Manager Planning # Next Level Manager Review # Final Review # Complete
B. Manager Planning # Next Level Manager Review # HR Manager Planning # Complete
C. Process Setup Manager Planning # Next Level Manager Review # Third Level Manager Review # Complete
D. Manager Planning # Next Level Manager Review # Compensation Admin Review # HR Manager Planning # Complete

Answer: A

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 # 19
Your customer requires a field on the worksheet where planners can select from a list to categorize the reason for the employee receiving a lump sum. How can you achieve this?

A. Create an editable string field and make it reportable
B. Create a read-only string field and make it reloadable
C. Create a read-only string field and make it reportable
D. Create an editable string field with enumerated values

Answer: D

NEW QUESTION # 20
What happens to compensation forms when the currency conversion table is updated during the planning period?

A. In-progress forms are NOT affected
B. Change is dynamic to in-progress forms
C. In-progress forms are only affected when Update All Worksheets is run
D. Only completed forms ate affected

Answer: B

NEW QUESTION # 21
......

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