Free SAP C-THR86-2405 Exam Dumps Questions & Answers

What functions are available in a compensation profile? Note: There are 3 correct answers to this question.

• A.  Enter recommendations.
• B.  Import salary history into the profile.
• C.  View budgets.
• D.  Promote an employee.
• E.  Display salary history.

Your client is using Salary Proration importing the Proration percentage rather than using Start End Dates. An employee is imported with a 50% proration. The merit guideline table for this employee would normally be 4-
6%.
The planner enters a $1,000 merit increase, which is within the displayed guidelines. Which of the following scenarios is accurate?

• A.  Guideline is displayed as 4-6%
  *Total Increase is $1,000
• B.  Guideline is displayed as 4-6%
  *Total Increase is $500
• C.  Guideline is displayed as 2-3%
  *Total Increase is $500
• D.  Guideline is displayed as 2-3%
  *Total Increase is $1,000

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.
  *Extract the new TC with a report manually create import files to update EC.
• B.  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.
• C.  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.
• 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.

How can you check for breaks in the Planning Manager Hierarchy? Note: There are 2 correct answers to this question.

• A.  By using the Rollup Hierarchy report
• B.  By using the Check Tool
• C.  By exporting troubleshooting information found on the Define Planners screen
• D.  By changing the Method of Planner to Compensation Manager Hierarchy

You are implementing compensation in an EC-integrated environment 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.  Employee Details
• C.  Recurring Pay Components
• D.  Compensation Information
• E.  Job Information