C_THR86_2405無料問題集「SAP Certified Associate - Implementation Consultant

質問 1

Your customer has implemented SAP SuccessFactors Employee Central (EC) now wishes to implement a single global compensation template. However, only part of the organization is in Employee Central. Some countries are still using SAP ERP, but there are plans to move to SAP SuccessFactors EmployeeCentral over the next two years. The customer wants to use the Compensation module to plan for all employees, regardless of where their employee data sits.
What is the recommended approach to this scenario?

（A）Suggest a phased approach where the non-EC employees become part of the process later as they migrate.

（B）Create a single EC-integrated template use the Hybrid Template option.

（C）Create two templates - one with EC integration one without.

（D）Create a single non-integrated template, export the EC employees, import them via UDF.

正解：B 解答を投票する

質問 2

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

（A）Establish an organizational structure, technical foundation, transformation methodology for clean core.

（B）Establish regular housekeeping tasks procedures.

（C）Integrate clean core practices in the end-to-end value process chain.

（D）Establish release management.

（E）Define roles responsibilities as part of a process transformation office.

正解：A、D、E 解答を投票する

質問 3

Your customer uses a look-up table to calculate custom budgets, as shown in the screenshot. The budget is based on an employee's country status. In the template, the country is defined with field ID customCountry the status is defined with field ID customStatus.
What is the correct syntax to calculate the adjustment budget?

（A）toNumber(lookup("2018_BudgetPool", custom Country,customStatus,1))"'curSalary

（B）toNumber(lookup("2018_BudgetPool,custom Country, customStatus, Adjustment))*curSalary

（C）toNumber(lookup("2018_BudgetPool", custom Country,customStatus,adjustment))"curSalary

（D）toNumber(lookup("2018_BudgetPool", custom Country.customStatus,2))"'curSalary

正解：A 解答を投票する

解説: (JPNTest メンバーにのみ表示されます)

質問 4

When should you configure a compensation template using the Second Manager hierarchy? Note: There are 2 correct answers to this question.

（A）Your customer has more than three manager approval levels in their route map.

（B）Your customer wants only directors above to do planning.

（C）Your customer wants someone other than the standard manager to make compensation recommendations.

（D）Your customer wants to include HR in their route map.

正解：B、C 解答を投票する

質問 5

Your client wants to display a paragraph in the body of the Compensation Statement that is displayed only to employees who are on a Performance Improvement Plan (PIP). An employee is on a PIP if they have a rating of 1 or 2. The standard Rating column is available on the worksheet.
However, the client does not want the rating itself to ever be displayed on the Statement. How can you satisfy this requirement?

（A）Include the rating on the statement in the right section.
*Include a Conditional Text Section on the statement using the rating field as a condition.
*Ensure the rating field is hidden from employees on the worksheet with Field-Based Permissions.

（B）Include a Conditional Text Section on the statement using the rating field as a condition because all columns on the worksheet are available for conditional logic.
*Ensure the rating field is hidden from employees on the worksheet with Field-Based Permissions.

（C）Add a paragraph to the body of the Statement that states that the section applies only to those who are on a Performance Improvement Plan those employees who are not may ignore the paragraph.

（D）Include the rating on the statement in the right section.
*Include a Conditional Text Section on the statement using the rating field as a condition.
*Ensure the rating field is hidden on the statement by setting an impossible display condition.

正解：B 解答を投票する

解説: (JPNTest メンバーにのみ表示されます)

質問 6

Your customer would like the Reward team to be able to override the final salary of the employee by directly entering in the final amount in Executive Review. However, they want to make sure that this is only possible during the last week of the planning cycle.
How can you achieve this?

（A）Create a custom editable Money field use custom validation to check that values are NOT entered until the correct date.

（B）Create a custom editable Money field. In the formula to calculate the final salary, use the dateDiff() function to determine if the custom column can override the calculated value.

（C）Create a custom editable Money field with field-based permissions set to read-only. Change the permissions to editable on the correct date.

（D）Create a custom read-only Money field change read-only to No on the correct date.

正解：B 解答を投票する

質問 7

What can be configured under Define Standard Validation Rules? Note: There are 2 correct answers to this question.

（A）Update guideline hard limit.

（B）Force comment when recommendation is outside guidelines.

（C）Disallow save when budget is exceeded.

（D）Split to Lump Sum when exceeding salary range.

正解：B、D 解答を投票する

質問 8

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 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.

（B）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.

（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.

正解：A 解答を投票する

解説: (JPNTest メンバーにのみ表示されます)

C_THR86_2405 無料問題集「SAP Certified Associate - Implementation Consultant - SAP SuccessFactors Compensation」

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