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SAP C_THR86_2405 Exam Syllabus Topics:

Topic
Details

Topic 1

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.

Topic 2

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 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

Managing Clean Core: This section of the exam will measure your knowledge of clean core principles. To become a certified SAP partner consultant, you will need to demonstrate how you can apply these principles to maximize business process agility, reduce adaptation efforts, and accelerate innovation within the ERP environment.

Topic 5

Reports and Workflows: The proficiency in creating, enabling, and exporting reports and workflows will be evaluated. This section of the exam focuses on the ability of a SAP partner consultant to generate critical data insights and automate processes, essential for efficient compensation management.

Topic 6

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 7

Permissions: The exam will assess your capability to set up permissions effectively. As an aspiring SAP partner consultant, you will need to show how well you can manage access controls to safeguard sensitive compensation data while ensuring that the right users have access to the necessary functionalities.

Topic 8

Compensation Plan Guidelines: In this section, SAP partner consultants will be evaluated on their abilities to configure compensation plan guidelines. Candidates must demonstrate their capacity to set up guidelines that align with company policies and industry standards, ensuring fair and consistent compensation practices.

SAP Certified Associate - Implementation Consultant - SAP SuccessFactors Compensation Sample Questions (Q69-Q74):

NEW QUESTION # 69
In an EC-integrated compensation worksheet, what are some of the reasons you might include a lookup table in your configuration? Note: There are 3 correct answers to this question.

A. Holding previous year's salary by Employee ID
B. Converting money values from functional to local currency
C. Converting a code into its text equivalent for display
D. Providing budget percentage by country
E. Determining appropriate car allowance by grade

Answer: A,D,E

NEW QUESTION # 70
Your customer has part-time full-time employees. You notice that for part-time employees, their compa-ratio in EC is different than in Compensation. What do you configure in the system to have it calculate the correct compa-ratio take into account the FTE?

A. Set the XML attribute isActualSalaryImported to True in the compensation plan template ensure standard FTE field is used.
B. Set the XML attribute isActualSalary Imported to False in the compensation plan template ensure standard FTE field is used.
C. Create a custom Amount column to store FTE rather than using the standard FTE column.
D. Add values in the EC Pay Range object to align with each FTE.

Answer: B

NEW QUESTION # 71
Your client has a requirement for the salary process where the approval workflow should have the following main steps.1.Manager makes recommendations/2.Next Level Manager approves the recommendations but CANNOT send the form back for changes/3.Third level manager reviews the approval and CAN send the form back to the Next Level Manager for changes.How can you set up the system to meet this requirement?

A. In the route map assign the third step to EMM and use the Out of Turn Access option under Advanced Options
B. In the route map use a Collaboration step as the third step with EM as the Entry User and EMM as the Exit User
C. In the route map use an Iterative step as the third step with EM as the Entry User and EMM as the Exit User.
D. In the route map use a Collaboration step as the third step with EM as the Entry User and EMM as the Exit User

Answer: B

NEW QUESTION # 72
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. 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.
C. Enable a hard limit stop for the merit guideline in Admin Center.
*Set the maximum value to 0.10 for all guideline formulas.
D. Enable a hard limit stop for the merit guideline in Admin Center.
*Set the maximum value to 10 for all guideline formulas.

Answer: D

NEW QUESTION # 73
You ate implementing compensation in an EC-inlegrated environment and you are NOT using the promotion functionality.To where can you publish data?Note. There are 3 correct answers to this question.

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

Answer: A,B,E

NEW QUESTION # 74
......

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