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Latest C_THR86_2405 Exam Vce & Online C_THR86_2405 Version

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SAP C_THR86_2405 Exam Syllabus Topics:

Topic
Details

Topic 1

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 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

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 4

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 5

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 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

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.

>> Latest C_THR86_2405 Exam Vce <<

Latest SAP C_THR86_2405: Latest SAP Certified Associate - Implementation Consultant - SAP SuccessFactors Compensation Exam Vce - Authoritative Real4exams Online C_THR86_2405 Version

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SAP Certified Associate - Implementation Consultant - SAP SuccessFactors Compensation Sample Questions (Q75-Q80):

NEW QUESTION # 75
What happens when a mass change violates the guideline hard stops?

A. Guideline hard stops will be skipped
B. Guideline will adjust on a pro rata basis
C. Employees' recommendations will be skipped
D. Employees are brought to max of range

Answer: D

NEW QUESTION # 76
Your client has a requirement to set a custom Amount column called RSU Shares to 15 if the employee has a performance rating of 5 and a Pay Grade of 6 or 7. If the employee does not meet these conditions, then they receive 0 shares.What formulas could work for this requirement?Note There are 2 correct answers to this question.

A. if(pmRating=5&&(payGrade=6| 7).15.0)
B. if(pmRating=5 AND payGrade=6 OR payGrade=7 15,0)
C. iflpmRaling=5&&(payGrade=6| payGrade=7) 15 0)
D. if(pmRating=5.if(payGrade=6 l5.if(payGrade=7 15.0)) 0)

Answer: C,D

NEW QUESTION # 77
You are implementing an EC-integrated template.
Which compensation fields are commonly mapped to a pay component or pay component group? Note: There are 3 correct answers to this question.

A. Pay Grade
B. FTE
C. Units Per Year
D. Local Currency Code
E. Current Salary

Answer: C,D,E

NEW QUESTION # 78
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. 3%-5%
B. 2%-4%
C. 0%-0%
D. 1%-2%

Answer: B

NEW QUESTION # 79
Your EC-intagrated client has employees in several countries While all the countries are planned on the same worksheet at the same time there are slight differences in the Effective Dates of the new salaries when they are published back to EC.How can this requirement be met through configuration?

A. Enter the effective date for the largest country in the Employee Central Settings screen*Publish the results of the planning for all countries*Manually modify the effective dates of the resulting EC data for the smaller countries
B. Create a lookup table that contains the different dates that uses country as an input.*Create a custom date column that reads from the lookup table based on employee country*Map the column ID of the custom date column to the 'start-date' of the pay component in the XML
C. Create a lookup table that contains the different dates that uses country as an input*Map the lookup table name to the start-date' of the pay component in the XML
D. On the Employee Central Settings screen in Compensation Home set the Effective Date to be that of the largest country.*Use the Publish Selected Employees in Employee Central to publ<sh the data for this country*Manually modify the effective date to be that of the next country and publish the data for them Repeat for all countries

Answer: B

NEW QUESTION # 80
......

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