2025年最新の100%試験高合格率C_THR86_2411問題集PDF
合格させる試験完全版C_THR86_2411問題集82解答
質問 # 40
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. Local Currency Code
- B. Units Per Year
- C. Pay Grade
- D. FTE
- E. Current Salary
正解：A、B、E
質問 # 41
A customer would like percentage fields to only show decimal places if they are available. For example,
40.00% should display as 40%, but if the
Percentage calculation is 40.54%, they want to display the decimal places. What number format should you use?
- A. defPercentFormat #,##0.00
- B. defPercentFormat ####.####
- C. defPercentFormat ###0##
- D. defAmountFormat #,##0##
正解：C
解説：
The defPercentFormat ###0## configuration in SAP SuccessFactors Compensation allows percentages to display decimal points only when necessary.
* Format Explanation
* Format ###0##: This format displays whole numbers without decimal places if the value is an integer (e.g., 40% instead of 40.00%). If there are decimal values present (e.g., 40.54%), it will display them, as it does not limit the number of decimal places but adapts based on the value.
* Why Other Options Are Incorrect
* Option A (#,##0.00) forces two decimal places in all cases.
* Option B (####.####) allows multiple decimal places but would display extra zeros for whole numbers.
* Option C (defAmountFormat #,##0##) is used for amounts, not percentages.
* Reference Documentation
* SAP SuccessFactors Compensation Guide on Percentage and Number Formatting and Field Display Options.
質問 # 42
Which of the following can you use to explore released APIs?
- A. SAP Application Interface Framework
- B. SAP Business Accelerator Hub
- C. SAP Integration Suite
正解：B
質問 # 43
What is the recommended leading practice workflow for a compensation template?
- A. Manager Planning # Next Level Manager Review # HR Manager Planning # Complete
- B. Process Setup # Manager Planning # Next Level Manager Review # Final Review # Complete
- C. Manager Planning # Next Level Manager Review # Compensation Admin Review # HR Manager Planning # Complete
- D. Process Setup Manager Planning # Next Level Manager Review # Third Level Manager Review # Complete
正解：B
解説：
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.
質問 # 44
You set up a merit guideline rule based on the performance rating country. You configure guideline formulas as shown in the screenshot.
An employee in the US has a rating of 3. What will be their default merit increase?
- A. 0%
- B. 1%
- C. 2%
- D. 4%
正解：C
質問 # 45
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.
*Use the finSalary field some custom columns to calculate the components publish those back to EC. - B. 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. - C. 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. - D. 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.
正解：D
解説：
When a customer uses SAP SuccessFactors Employee Central with specific pay components and a Pay Component Group (PCG) designated for total cash (TC), integration configurations can help manage the pay components based on the planner's adjustments in the compensation module. Here's how the setup can be achieved to maximize integration and minimize manual updates:
* Option 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."
* By mapping the total cash (TC) to the Current Salary field and using the Merit column for any updates, planners can adjust TC directly. The finSalary field can be configured to reflect the adjusted TC, which can then be published back to Employee Central. Business rules in Employee Central will then split the updated TC value among the components (SALARY, CARALLOWANCE, HOUSEALLOWANCE) based on predefined rules, ensuring that allowances remain consistent with the employee's grade.
質問 # 46
What checks can you make with the Check tool? Note: There are 2 correct answers to this question.
- A. Accuracy of formula calculations
- B. Custom validations correctly configured
- C. Circular hierarchies for form creation
- D. Reportable fields correctly configured
正解：A、C
質問 # 47
Which actions are controlled by role-based permissions? Note: There are 2 correct answers to this question.
- A. Making changes through Executive Review
- B. Opening compensation worksheets
- C. Editing columns on a worksheet
- D. Updating a Compensation Statement
正解：A、D
質問 # 48
Which of the following customer scenarios is a good use of the Suppress Statement function? Note: There are
2 correct answers to this question.
- A. Employees in one country get a statement at a different time from those in other countries.
- B. Employees who are on a performance improvement plan get a different statement from those who are not.
- C. Employees who were hired after a certain date do NOT get a statement.
- D. Employees who have an RSU grant get a statement, but those without an RSU grant do NOT get a statement.
正解：C、D
解説：
The Suppress Statement function in SAP SuccessFactors Compensation is used to selectively prevent statement generation for specific employee groups based on predefined criteria.
* Option A: "Employees who have an RSU grant get a statement, but those without an RSU grant do NOT get a statement."
* This scenario is a suitable use of the Suppress Statement function. Only employees who receive RSU (Restricted Stock Units) grants will have a statement generated, while those without RSUs will not. This selective suppression prevents irrelevant statements from being issued.
質問 # 49
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. 3458.0
- B. 3140.0
- C. 2852.0
- D. 3147.0
正解：C
質問 # 50
Your client has asked you to display both the number text in the standard Performance Rating field. What do you need to update to meet this requirement?
- A. Update the Rating Label Format to Number-Text under Display Settings.
- B. Change the labels in the rating scale to include both the number text.
- C. Create a new custom field with a formula under Column Designer.
- D. Create a lookup table with the number text.
正解：A
解説：
To display both the numerical and textual components in the standard Performance Rating field, you need to adjust the Rating Label Format in the Display Settings within the Compensation template setup.
* Rating Label Format in Display Settings
* Option D: By setting the Rating Label Format to Number-Text, you enable the display of both the rating number and the descriptive text label in the Performance Rating field.
* This adjustment applies the combined format (e.g., "3 - Meets Expectations") in the worksheet, allowing users to see both components simultaneously.
* Why Other Options Are Incorrect
* Option A: Changing labels in the rating scale would only adjust the label text, not the combined display format.
* Option B and Option C (custom field and lookup table) are unnecessary, as the Number-Text format can be set directly.
* Reference Documentation
* SAP SuccessFactors Compensation Guide on Performance Rating Display Options.
質問 # 51
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
正解：B、C
質問 # 52
What are some SAP recommended guiding principles to achieve clean core operations?
Note: There are 3 correct answers to this question.
- A. Establish an organizational structure, technical foundation, transformation methodology for clean core.
- B. Establish regular housekeeping tasks procedures.
- C. Integrate clean core practices in the end-to-end value process chain.
- D. Establish release management.
- E. Define roles responsibilities as part of a process transformation office.
正解：A、D、E
質問 # 53
You have configured a worksheet for a client that uses the following formula in a custom column of type Money: (curSalary lookup("budget_table",customCountry,1))/100.
The lookup table "budget_table" is configured with one input one output. There are three rows in the table:
USA = 5
GBR = 3
*=2
When the worksheet loads, the column displays correctly, but when a merit value is changed, it switches to N/A for the employee. What could be done to fix this behavior?
- A. Surround the curSalary with the toString function.
- B. Remove the extra parentheses.
- C. Surround the lookup function with the toNumber function.
- D. Change the column to be of the Amount type.
正解：C
質問 # 54
Which compensation permissions are typically enabled in role-based permissions for Human Resources Business Partners?
Note: There are 2 correct answers to this question.
- A. Generate Statements
- B. Executive Review Export
- C. Manage Compensation Forms
- D. Compensation Management
正解：B、D
質問 # 55
Your customer has the following requirements for their compensation plan:
1. Allow planners to make recommendations outside of the high/low values. 2. Display only the max min values in the compensation worksheet. Which guideline rule settings must you set to fulfill these requirements?
- A. In Display Settings use min-max
- B. In Display Settings use min-max
- C. In Display Settings use min-max
- D. In Display Settings use low-high
正解：B
質問 # 56
Which of the following are features of the clean core dashboard?
Note: There are 2 correct answers to this question.
- A. It can be accessed by using SAP For Me.
- B. Customers can grant access to the dashboard to partners.
- C. It can be used in all SAP S/4HANA Cloud editions.
- D. Customers can use the dashboard in the dev, test, production tenants.
正解：A、B
質問 # 57
Which of the following are features of the clean core dashboard? Note: There are 2 correct answers to this question.
- A. It can be accessed by using SAP For Me.
- B. Customers can grant access to the dashboard to partners.
- C. It can be used in all SAP S/4HANA Cloud editions.
- D. Customers can use the dashboard in the dev, test, production tenants.
正解：A、B
質問 # 58
You configure the following salary rule in the compensation plan template:
How does the system behave?
- A. A pop-up message asks the planner if the exceeded amount should be assigned to Lump Sum.
*The planner CANNOT save the merit increase by selecting Cancel in the pop-up message. - B. The rule prevents the planner from saving the merit increase.
*The planner must go back change their merit recommendation. - C. A pop-up message asks the planner if the exceeded amount should be assigned to Lump Sum.
*The planner can save the merit recommendation by selecting Cancel in the pop-up message. - D. The rule alerts the planner that the range penetration threshold has been exceeded the merit field text turns red.
*The planner can save the merit recommendation.
正解：C
質問 # 59
Your EC-integrated 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. Create a lookup table that contains the different dates that uses country as an input.
- B. On the Employee Central Settings screen in Compensation Home, set the Effective Date to be that of the largest country.
- C. Enter the effective date for the largest country in the Employee Central Settings screen.
- D. Create a lookup table that contains the different dates that uses country as an input.
正解：D
質問 # 60
Your customer has part-time full-time employees. You notice that for part-time employees, their compa-ratio in EC is different than in Compensation. What do you configure in the system to have it calculate the correct compa-ratio take into account the FTE?
- A. Add values in the EC Pay Range object to align with each FTE.
- B. Set the XML attribute isActualSalary Imported to False in the compensation plan template ensure standard FTE field is used.
- C. Create a custom Amount column to store FTE rather than using the standard FTE column.
- D. Set the XML attribute isActualSalaryImported to True in the compensation plan template ensure standard FTE field is used.
正解：B
質問 # 61
Which information is included in the rollup report? Note: There are 2 correct answers to this question.
- A. The average bonus payout amount
- B. The sum of budget total spend for each planner in the hierarchy
- C. The sum of budget total spend for each division, department, or location
- D. The detail of planning decisions for each employee in the hierarchy
正解：B、D
質問 # 62
When would you run the Update All Worksheets function? Note: There are 3 correct answers to this question.
- A. When a performance rating is updated
- B. When there has been a change to an eligibility rule
- C. When an administrator changes the layout of the compensation plan template to add a new column
- D. When an administrator makes a change to Field Based Permissions
- E. When there has been an update to a lookup table
正解：A、B、E
解説：
The "Update All Worksheets" function in SuccessFactors Compensation is essential for synchronizing employee data changes across worksheets. It's used in specific scenarios:
* Update to a Lookup Table (Option A):
* Lookup tables are used for values such as exchange rates, merit guidelines, or budget percentages. If these values are updated, running "Update All Worksheets" ensures that the revised values apply across all worksheets.
* Performance Rating Update (Option B):
* If an employee's performance rating is modified in Employee Central or Performance Management, the update function ensures that the latest rating is reflected on the Compensation worksheet, which could affect merit or bonus calculations.
* Eligibility Rule Change (Option E):
* Changes in eligibility criteria, such as grade level or employment status, necessitate running
"Update All Worksheets" to ensure only eligible employees remain active on the worksheet, with any ineligible ones becoming grayed out or removed based on rule settings.
Excluded Options:
* Layout Change in Template (Option C): Changes to layout don't require an update to all worksheets as this doesn't affect employee data or calculations.
* Field Based Permissions (Option D): Field-based permission changes are applied immediately and don't require an update to worksheets.
質問 # 63
Your client, who uses SAP SuccessFactors Employee Central, wants to make sure that only employees who have been with the company more than 2 years are eligible for a Lump Sum.
How do you build the eligibility rule to make this happen?
- A. Use the effective date from Job Info to check if the employee has been in this position for more than 2 years.
- B. Add help text to the Lump Sum field to notify planners only to use the field for eligible employees.
- C. Check if the Event Reason is New Hire the effective date is 2 years ago.
- D. Check the Hire Date field to see if the employee started at least 2 years ago.
正解：D
質問 # 64
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