LATEST C-THR87-2405 EXAM NOTES - TOP C-THR87-2405 EXAM DUMPS

Latest C-THR87-2405 Exam Notes - Top C-THR87-2405 Exam Dumps

Latest C-THR87-2405 Exam Notes - Top C-THR87-2405 Exam Dumps

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SAP C-THR87-2405 Exam Syllabus Topics:

TopicDetails
Topic 1
  • Business Goals and Goal Weights: This section targets Compensation Analysts or Specialists and tests their understanding of defining and weighting business goals, configuring goal plan templates, and creating corresponding files.
Topic 2
  • Variable Pay Form: This section examines the Compensation Analyst or Specialist's skills in designing and configuring variable pay forms, including customizing appearance, data input, and calculations.
Topic 3
  • Integration Scenarios: This section assesses the Compensation Analyst or Specialist's ability to connect Variable Pay with Employee Central, focusing on the setup and execution of integration projects.
Topic 4
  • Managing Clean Core: The Compensation Analyst or Specialist will be assessed on their understanding of streamlining variable pay processes through the application of clean core principles to improve efficiency and innovation within the ERP system.
Topic 5
  • Employee History Data and Background Element: The Compensation Analyst or Specialist will be assessed on their knowledge of configuring the Variable Pay background element and Employee History data file, establishing relationships between them, and utilizing assignment dates effectively.
Topic 6
  • Reports and Reward Statements: The Compensation Analyst or Specialist will be evaluated on their capability to produce and analyze various reports related to bonus payouts, details, validation, and audits, as well as generating employee reward statements.

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SAP Certified Associate - Implementation Consultant - SAP SuccessFactors Variable Pay Sample Questions (Q23-Q28):

NEW QUESTION # 23
In which ways can the basis be configured in a non-EC integrated plan? Note: There are 2 correct answers to this question.

  • A. Imported from goal management
  • B. Imported from employee history
  • C. Imported from bonus plan
  • D. Imported from user data file

Answer: B,D


NEW QUESTION # 24
The bonuses of all employees at your client are determined by the following results: 30% Corporate Performance. 30% Country Performance. 40% Individual Achievement. All employees have the same result for Corporate Performance, but the result for Country Performance varies based on the employee's country. The Individual Achievement comes from a linked performance form's overall result. How would this be configured? Note: There are 2 correct answers to this question.

  • A. Additive plan with two Business Goal sections. Corporate Performance in one Business Goal section, weighted at 30%. Country Performance in other section, weighted at 30%. Individual section weighted at 40%
  • B. Additive plan with one Business Goal section. The Business Goal section is weighted 60% and the Individual section is weighted 40%. Within the Business Goal section, Corporate Performance is weighted 30% and Country Performance is weighted 30%
  • C. Additive plan with one Business Goal section. The Business Goal section is weighted 60% and the Individual section is weighted 40%. Within the Business Goal section, Corporate Performance is weighted 50% and Country Performance is weighted 50%
  • D. Additive plan with one Business Goal section. The Business Goal section is weighted 30% and the Individual section is weighted 40%. Within the Business Goal section, Corporate Performance is weighted 30% and Country Performance is weighted 30%

Answer: A,C


NEW QUESTION # 25
Bonuses for all engineers at your client are calculated as follows: Basis (prorated salary × bonus target) × company achievement. Bonuses for all marketing staff at your client are calculated as follows: Basis × 50% individual achievement + 50% company achievement. How can this be implemented? Note: There are 2 correct answers to this question.

  • A. One variable pay program that uses Base × (Business Performance + Individual Performance). Two bonus plans: one with the weighting 100% individual and the other 50% corporate and 50% individual
  • B. One variable pay program that uses Base × (Business Performance + Individual Performance). Two bonus plans: one with the weighting 100% corporate and the other 50% corporate and 50% individual.
  • C. Two variable pay programs: one using Base × Business Performance and using Base × (Business Performance + Individual Performance). The additive plan uses one business goal section weighted at 50%
  • D. One variable pay program using Base × Business Performance × Individual Performance. Two bonus plans: one with the weighting 100% individual and the other 50% corporate and 50% individual.

Answer: B,C


NEW QUESTION # 26
A customer has implemented Employee Central for most of their employees, but some employees remain on SAP ERP. What plan setting allows for the use of a single template for all employees?

  • A. Enable Suppress Statement
  • B. Enable Guideline Optimization
  • C. Hybrid template
  • D. Use MDF rule instead of imported eligibility rule

Answer: C


NEW QUESTION # 27
A public sector company would like to pay one business goal according to the following guidelines: If the company makes profits, employees get 100% of their target payout. If the company loses
$50,000, employees get 50% of their target payout. If the company loses $100,000 or more, nobody receives a payout. Finance provides administrators with the final amount on February 1 every year. How should your customer create this interpolated business goal?

  • A. Use the Direct Payout function type and load 100,000 as achievement.
  • B. Use the Direct Payout function type and load 40,000 as achievement.
  • C. Load metrics as: performanceMin=-100,000, performanceTarget=-50,000, performanceMax=0
  • D. Load metrics as: performanceMin= 0, performanceTarget= 50, performanceMax= 100

Answer: D


NEW QUESTION # 28
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