最新C_THR86_2211合格保証試験問題集には正確で最新な問題があります
C_THR86_2211試験ブレーン問題集で学習注釈と理論
SAP C_THR86_2211認証を取得することで、候補者がSAP SuccessFactorsを使用した報酬プランの実装と管理に熟練していることが示されています。専門家がキャリアの見通しを強化するのに役立ち、人材の分野で新しい機会を開きます。雇用主はまた、認定された専門家を持つことから利益を得ることができます。彼らは、報酬プログラムを効果的に管理するために必要なスキルと知識を持っていることを保証できるからです。
質問 # 47
What type of custom fields can you use as formula criteria within the guidelines? Note: There are 2 correct answers to this questions.
- A. fields uploaded from the User Data File
- B. Percent fields based on a custom formula calculation
- C. Money, fields based on a custom formula calculation
- D. String enumerated fields compensation
正解：B、D
質問 # 48
In order to trigger a dynamic workflow when an employee receives an award amount above a specific value in Rewards and recognition, what base object must be used in the business rule?
- A. Spot award Level
- B. Spot Award Program
- C. Spot Award
- D. Spot Award Category
正解：C
質問 # 49
Your customer uses the Second Manager compensation hierarchy. How can you check for missing managers in the hierarchy? Note: There are 2 correct answers to this question.
- A. Use the rollup report
- B. Use the Export Users Without Managers report
- C. Run a Compensation Eligibility ad hoc report
- D. Use the check tool
正解：B、D
質問 # 50
The Detailed Reportl9es NOT appear on the compensation form as shown in the attached screenshot. What is some possible Note: There are 2 correct answers to this question.
- A. The Use Form Creation Hierarchy for Compensation Rollup Report option is NOT selected in the advanced settings.
- B. The < comp-include-report> option is NOT set in the compensation plan template XML
- C. The user does NOT have the compensation rollup permission in role-based permissions
- D. The Enable Rollup Reports option is NOT selected in the advanced settings.
正解：B、D
質問 # 51
What happens when a mass change violates the guidelines hard stops?
- A. employees are brought to max of range
- B. guideline hard stop will be skipped
- C. guideline will adjust in prorate basis
正解：A
質問 # 52
You configure the following salary rule in the compen useFor="merit" benchmark="range-penetration" actionO [comp-salary-rule-threshold > <message-on-exceed
- A. The ru s the planner that the range penetration threshold has been exceeded and the merit Field text turns red '-' Tlt,p anner can save the merit recommendation
- B. A pop-up message asks the planner if the exceeded amount should be assigned to Lump Sum. The planner CANNOT h merit increase by selecting Cancel in the pop-up message
- C. A pop-up message the planner if the exceeded amount should be assigned to Lump Sum *-'The planner ve the merit recommendation by selecting Cancel in the pop-up message
- D. The rule prevents the planner from saving the merit increase. The planner must go back and change their merit recommendation
正解：D
質問 # 53
Your customer wants the guidelines for an employee's merit recommendation to be prorated based on the employee's date of last hire. The date of last hire is different than the employee's original hire date. How can you fulfill this requirement?
- A. Use raise proration and import the employee's last hire date in the RAISE_PRORATING START_DATE column
- B. Use salary proration and import the employee's last hire date in the SALARY_PRORATING_START_DATE Column
- C. Use salary proration and set the review the equal to the employee's last hire date
- D. Use raise proration and import a proration factor in SE PRORATING column
正解：B
質問 # 54
What is the recommended leading practice workflow for a compensation template?
- A. Manager Planning -> Next Level Manager Review -> Compensation Admin Review -> HR Manager Planning -> Complete
- B. Process Setup -> Manager Planning -> Next Level Manager Review -> Third Level Manager Review -> C ete
- C. Process Setup -> Manager Planning -> Next Level Manager Review -> Final Review -> Compl
- D. Manager Planning -> Next Level Manager Review -> HR Manager Planning -> Complete
正解：A
質問 # 55
Your customer uses SAP essfactors Employee Central and has the following setup:
Pay Component (id =
Pay Component "CARALLOWANCE")
Pay comp e Cid = "HOUSEALLOWANCE")
Payment Group (id = "TC") made up of the above three components. The Use for Compa-Ratio Calculation la s t to Yes for this group.
er performs TC (total cash) planning, that is, planners adjust the overall TC. Both the car and housing all ces are fixed values based on employee grade. If an employee is promoted on the worksheet, these allowances hange. Salary is whatever TC is left over after the new allowances are updated, w 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 and 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 and have business rules split the sum into the components.
- C. Map SALARY to the standard Current Salary field and TC to meritTarget.Use merit to update the TC and 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 and some custom columns to calculate the components and publish those back to EC.
正解：D
質問 # 56
Your customer uses a look up table to calculate custom budgets, as shown in the attached screenshot.
The budget is based on an employees country and status. In the template, the country is defined with field custom country and status is defined with field id customStatus. What is the correct syntax to calculate merit.
- A. lookup(toNumber("2018_BudgetPoor, customCountry,customStatus,1))*curSalary
- B. lookup(toNumber("2018_BudgetPool,,/ customCountry, customStatus, merit))*curSalary
- C. lookup(toNumber(,l2018_BudgetPool,,/ customCountry, customStatuS/merit)*curSalary
- D. lookup(toNumber(,l2018_BudgetPool,,/ customCountry,customStatus,1)*curSalary
正解：A
質問 # 57
Your client wants to ensure that planners justify their decision to NOT give an employee a merit increase. What is the best way to accomplish this?
- A. Edit the xml and add a comp-force-comment-config tag with the mode attribute set to "raise"
- B. Edit the xml and add a comp-force-comment-config tag with the mode attribute set to "no-raise"
- C. Edit the xml and add a comp-force-comment-config tag with the mode attribute set to "guideline"
正解：A
質問 # 58
Which permission is used for point-based but not for currency-based awards? Note: There are 2 correct answers to this question
- A. Spot Award Program
- B. Spot Award Budget
- C. Spot Award user balance
- D. Spot Award Redemption
正解：C、D
質問 # 59
An has changed and you need to assign the employee to a different compensation form. When importing the u data file (UDF) and updating the compensation worksheets, which option must you select to reflect this change?
- A. Automatic inbox document transfer to new manager
- B. Add new user to compensation form
- C. Move user's compensation data from old manager to current manager
- D. Automatic an route document transfer to new manager
正解：C
質問 # 60
By default, how is budget allocation determined in Rewards and Recognition?
- A. Standard hierarchy of Admin
- B. Standard hierarchy of Planner
- C. Standard hierarchy of Nominee
- D. Standard hierarchy of Nominator
正解：D
質問 # 61
Your client wants the worksheet to calculate the "ideal" recommendation for planners and pre-populate that into all recommendations. Planners would then alter the syst commendations. The budget starts with all money being spent. If the planner wishes to increase one employee raise, they need to decrease another's in order to stay under budget. How can this be achieved? Note: There 2 correct answers to this question.
- A. Use a custom validation to display a warming to remind the planner to decrease another employee if they increase one employee. Budgets use the PercentOfCurSal mode
- B. Use a custom column with a formula to display the "ideal" and guidelines with a default of 0. Budgets use the DirectAmount model
- C. Use guidelines to populate the default and with mode PercentOfCustomField, where the custom field uses a lookup table
- D. Use guidelines to populate the default and budget with mode Guideline
正解：A、B
質問 # 62
A customer is using the following number format:
Mode: Round down
Multiple: 10 How will a value of 96.5 be displayed
- A. 100.00
- B. 90-00
- C. 900.00
- D. 960.00
正解：B
質問 # 63
What are the valid hierarchy types available when selecting the Method of Planner in Compensation?
- A. Rollup Hierarchy
- B. Matrix manager hierarchy
- C. Compensation Hierarchy(Second Manager)
- D. Standard Suite Hierarchy
- E. Manager Hierarchy
正解：A、C、D
質問 # 64
You are implementing compensation in a targeted environment and you are NOT using the promotion functionality.
To where can you publish data? There are 2 correct answers to this question
- A. Employee Details
- B. Job Information
- C. Non-Recurring Pay Components
- D. Recurring Pay Components
正解：C、D
質問 # 65
A customer using USD as functional currency would like to format Column Totals and Budgets to display 2 decimal places number format can be used?
- A. defMoneyFormat #,##0.00
- B. CustomMoney Format #,##0.00 ;useFor="USD"
- C. defAmountFormat #,##0.00
- D. MoneyFormat #,#0.00 ; useFor= "Annual
正解：B
質問 # 66
Your customer has the requirement that employees wit performance ratings have a different text in their statement than those with high performance ratings. How can accomplish this?
- A. Use conditional text sections in the statement
- B. Use two compensation worksheet temp
- C. Create multiple statement templates and use groups
- D. Use the suppress statement function
正解：C
質問 # 67
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SAP C_THR86_2211認定試験は、SAP SuccessFactors Compensationの知識を試験するために設計された80の多肢選択問題から構成されています。この試験は、報酬プランの設定と管理、報酬予算の構成、報酬明細書の作成、報酬データの管理など、幅広いトピックをカバーしています。また、報酬管理に関するベストプラクティスや業界標準に関する知識も試験します。
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ベストSAP Certified Application Associate学習ガイドにはC_THR86_2211試験問題集：https://drive.google.com/open?id=1qujTII99IqS-E4BG2eN-n_OF2BrpGM3m