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SAP Certified Associate - Implementation Consultant - SAP SuccessFactors Compensation Actual Exam & C-THR86-2411 Practice Vce & SAP Certified Associate - Implementation Consultant - SAP SuccessFactors Compensation Updated Torrent

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SAP Certified Associate - Implementation Consultant - SAP SuccessFactors Compensation Sample Questions (Q55-Q60):

NEW QUESTION # 55
Your client uses a Salary Pay Matrix table for Pay Ranges. What are some Leading Practices Considerations around the maintenance use of these tables? Note: There are 2 correct answers to this question.

A. Salary range tables should always be provided in the client's Functional Currency.
B. If the Template is integrated with Employee Central, Pay Range information MUST come from the EC Pay Range object.
C. Do not update salary range tables that were referenced in forms that have been launched for a prior cycle.
D. Updates to salary ranges after forms are launched are dynamic; any changes in the table will impact completed forms.

Answer: C,D

NEW QUESTION # 56
In Admin Center, you load a pay matrix table as shown in the screenshot. You map Attribute 1 to Geo Zone, Attribute 2 to Legal Entity, Attribute 3 to Pay Frequency.
On the compensation worksheet, an employee is in the UK LONDON Geo Zone, the ABC Legal Entity, Pay Frequency of BWK, Pay Grade GR-08. The employee's current range penetration is calculated as exactly 0%.
What is their current salary?

A. 3140.0
B. 2852.0
C. 3147.0
D. 3458.0

Answer: B

NEW QUESTION # 57
What is the recommended leading practice workflow for a compensation template?

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

Answer: D

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 the Final Review or include additional manager levels not typically required, making them less aligned with the standard leading practice.
* Reference Documentation
* SAP SuccessFactors Compensation Guide on Compensation Cycle Workflow and Template Setup.

NEW QUESTION # 58
What are some SAP recommended guiding principles to achieve clean core operations?
Note: There are 3 correct answers to this question.

A. Establish release management.
B. Establish an organizational structure, technical foundation, transformation methodology for clean core.
C. Establish regular housekeeping tasks procedures.
D. Integrate clean core practices in the end-to-end value process chain.
E. Define roles responsibilities as part of a process transformation office.

Answer: A,B,E

NEW QUESTION # 59
Your client wants to restrict entry into the Lump Sum field to only members of the reward team. How can you achieve this?

A. Use field-based permissions on the Lump Sum field a permission group of named individuals.
B. Use mass actions through the Executive Review.
C. Set the Lump Sum field to read-only to prevent planners from using it.
D. Update guidelines to put a hard stop on the Lump Sum field set all of the guideline values to 0.

Answer: A

Explanation:
Field-based permissions allow specific control over who can view or edit fields in the compensation worksheet.
* Restricting Access to Lump Sum Field with Field-Based Permissions
* Option C: In SAP SuccessFactors Compensation, you can configure field-based permissions so only selected users (e.g., members of the reward team) can access and edit the Lump Sum field.
* This approach uses a permission group to grant edit permissions only to specific individuals, ensuring that only authorized personnel can make entries in the Lump Sum field.
* Why Other Options Are Incorrect
* Option A (mass actions via Executive Review) does not restrict individual access to fields.
* Option B (setting guidelines to zero) does not provide role-based access restriction and may cause confusion in the compensation planning process.
* Option D (setting the field to read-only) would prevent all planners from editing, not just those outside the reward team.
* Reference Documentation
* SAP SuccessFactors Compensation Guide on Field-Based Permissions and Permission Groups.

NEW QUESTION # 60
......

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