[2025年02月] 最新のSAP Certified Associate C_THR86_2405試験解答豪華セット問題集
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SAP C_THR86_2405 認定試験の出題範囲：
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質問 # 42
Your customer is going through a divestiture would like to extract all of the historical data from compensation planning for the divested entity prior to purging the data from SAP SuccessFactors. How can you capture the compensation data from your compensation plans? Note: There are 2 correct answers to this question.
- A. Export from the employee history file.
- B. Run the Rollup report.
- C. Export from Executive Review.
- D. Run an Ad Hoc report.
正解：C、D
質問 # 43
How can you check for breaks in the Planning Manager Hierarchy? Note: There are 2 correct answers to this question.
- A. By changing the Method of Planner to Compensation Manager Hierarchy
- B. By using the Check Tool
- C. By using the Rollup Hierarchy report
- D. By exporting troubleshooting information found on the Define Planners screen
正解：B、D
解説：
To check for breaks in the Planning Manager Hierarchy in SAP SuccessFactors Compensation, you can use the following methods:
* Export troubleshooting information from the Define Planners screen:This option allows you to download a file that shows detailed planner hierarchy information, enabling you to identify gaps or breaks in the structure.
* Use the Check Tool:The Check Tool provides a systematic review of the manager hierarchy, highlighting inconsistencies that may cause issues in planning workflows. These tools help ensure a seamless and complete hierarchy, preventing disruptions in the compensation planning process.
References: SAP SuccessFactors Compensation User Guide - Troubleshooting and Hierarchy Management.
質問 # 44
Your customer has a compensation plan template with the functional currency USD. The manager's own currency is EUR. The manager's compensation worksheet contains employees who are paid in thefollowing currencies: EUR, USD, CHF, GBP. Which view must you enable to make sure the manager can display the salary of all of their employees in GBP?
- A. The includeLocalCurrency view
- B. The includeAnyCurrency view
- C. The includePlannerCurrency view
- D. The includeFunctionalCurrency view
正解：A
質問 # 45
Your client would like a specific population of inactive employees to be included in the worksheet. Which combination of settings allows you to achieve this?
- A. Select "Including Inactive Users when defining the Method of Planner, select "All employees are eligible" under Eligibility Settings, update eligibility rules to EXCLUDE the undesired inactive employees.
- B. Select "All employees are eligible" under Eligibility Settings, update eligibility rules to INCLUDE the desired inactive employees.
- C. Select "All employees are eligible" under Eligibility Settings, update eligibility rules to EXCLUDE the desired inactive employees.
- D. Select "Including Inactive Users" when defining the Method of Planner, select "All employees are eligible" under Eligibility Settings, update eligibility rules to INCLUDE the desired inactive employees.
正解：D
解説：
To include a specific population of inactive employees in the worksheet, select settings that specify inclusion criteria for inactive users and adjust eligibility accordingly.
* Option C: "Select 'Including Inactive Users' when defining the Method of Planner, select 'All employees are eligible' under Eligibility Settings, update eligibility rules to INCLUDE the desired inactive employees."
* By enabling the"Including Inactive Users"option, planners can ensure that inactive employees are part of the worksheet. Setting "All employees are eligible" provides a base eligibility, while the eligibility rules can then specificallyinclude only the desired inactive employeesbased on criteria set in the rule.
質問 # 46
For which customer requirement do you need to develop a custom statement?
- A. Different statements per employee group
- B. Mix of data from compensation and variable pay
- C. Pie graph showing compensation element attribution
- D. Field visibility is conditional on amount
正解：C
質問 # 47
What types of custom fields can you use as formula criteria within the guidelines.Note There are 2 correct answers to this question.
- A. Money fields based on a custom formula calculation
- B. Date fields uploaded from the User Data File
- C. String fields based on a custom formula calculation
- D. Percent fields input on the worksheet
正解：B、D
質問 # 48
Your customer is based in the UK has a functional currency of GBP. However, they also have offices in the US (USD), France (EUR), Germany (EUR). They would like the budget displayed in local currency for all planners - for example, German planners see the budget in EUR, not GBP.
How can you best accomplish this?
Note: There are 2 correct answers to this question.
- A. Use budget grouping group on the local currency code.
- B. Enable Planner Currency mode.
- C. Have four separate templates, one for each country.
- D. Disable Functional Currency mode.
正解：A、B
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. 3147.0
- B. 2852.0
- C. 3140.0
- D. 3458.0
正解：B
質問 # 50
Your client has a requirement to set a custom Amount column called RSU Shares to 15 if the employee has a performance rating of 5 and a Pay Grade of 6 or 7. If the employee does not meet these conditions, then they receive 0 shares.What formulas could work for this requirement?Note There are 2 correct answers to this question.
- A. if(pmRating=5 AND payGrade=6 OR payGrade=7 15,0)
- B. if(pmRating=5.if(payGrade=6 l5.if(payGrade=7 15.0)) 0)
- C. iflpmRaling=5&&(payGrade=6| payGrade=7) 15 0)
- D. if(pmRating=5&&(payGrade=6| 7).15.0)
正解：B、C
質問 # 51
Your EC-intagrated 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. Enter the effective date for the largest country in the Employee Central Settings screen*Publish the results of the planning for all countries*Manually modify the effective dates of the resulting EC data for the smaller countries
- B. Create a lookup table that contains the different dates that uses country as an input.*Create a custom date column that reads from the lookup table based on employee country*Map the column ID of the custom date column to the 'start-date' of the pay component in the XML
- C. Create a lookup table that contains the different dates that uses country as an input*Map the lookup table name to the start-date' of the pay component in the XML
- D. On the Employee Central Settings screen in Compensation Home set the Effective Date to be that of the largest country.*Use the Publish Selected Employees in Employee Central to publ<sh the data for this country*Manually modify the effective date to be that of the next country and publish the data for them Repeat for all countries
正解：B
質問 # 52
What is the recommended leading practice workflow for a compensation template?
- A. Process Setup - Manager Planning - Next Level Manager Review - Third Level Manager Review - Complete
- B. Manager Planning - Next Level Manager Review - Compensation Admin Review - HR Manager Planning - Complete
- C. Process Setup - Manager Planning - Next Level Manager Review - Final Review - Complete
- D. Manager Planning - Next Level Manager Review - HR Manager Planning - Complete
正解：C
質問 # 53
What happens to compensation forms when the currency conversion table is updated during the planning period?
- A. Change is dynamic to in-progress forms.
- B. In-progress forms are NOT affected.
- C. Only completed forms are affected.
- D. In-progress forms are only affected when Update All Worksheets is run.
正解：A
解説：
When the currency conversion table is updated during a planning period, in-progress forms reflect these changes dynamically.
* Option C: "Change is dynamic to in-progress forms."
* In SAP SuccessFactors Compensation, currency conversion updates affect in-progress worksheets immediately and dynamically without the need for manual updates. This feature ensures accurate currency data throughout the planning period.
質問 # 54
Your customer has the following requirements for their compensation plan.1.Allow planners to make recommendations outside of the highlow values.2.Display only the max and min values in the compensation worksheet.Which guideline rule settings must you set to fulfill these requirements?
- A. In Display Settings use min-max*Hard Limit No*High/Low Action Allow
- B. In Display Settings use min-max*Hard Limit No *High/Low Action Warn
- C. In Display Settings use min-max*Hard Limit Yes*High.tow Action Allow
- D. In Display Settings use low-high*Hard Limit Yes*High/Low Action Allow
正解：A
質問 # 55
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 2-3%
*Total Increase is $1,000 - B. Guideline is displayed as 2-3%
*Total Increase is $500 - C. Guideline is displayed as 4-6%
*Total Increase is $500 - D. Guideline is displayed as 4-6%
*Total Increase is $1,000
正解：B
解説：
WhenSalary Prorationis used with a proration percentage (50% in this case) rather than dates, it affects both the guideline range and the total increase.
* Proration Impact on Guideline Range and Total Increase
* Guideline Adjustment: Since the proration is set to 50%, the guideline range (normally 4-6%) is adjusted by 50%, resulting in a prorated guideline of 2-3%.
* Total Increase Calculation: When the planner enters a $1,000 merit increase, the proration factor is applied, resulting in a final increase of $500 (50% of $1,000).
* Why Other Options Are Incorrect
* Options A and Bshow the original guideline (4-6%), which does not reflect the proration adjustment.
* Option Dincorrectly calculates the total increase without applying the 50% proration.
* Reference Documentation
* SAP SuccessFactors Compensation Guide onSalary Proration and Merit Guidelines.
質問 # 56
A customer's performance process has a Final Review step at the end of the route map during which the reward team reviews the recommendations that have been made to ensure budget spend meets limits.The merit guideline is based upon performance rating, compa ratio, and two custom fields. Country and Job Family The customer wishes that the merit increase is reset to the default when theCountry changes for an employee, but NOT when the Job Family changes.How can this requirement be met?
- A. Set the Force Default On Rating Change option within guidelines to Yes*Make sure the Country column is reloadable and Job Family is not.
- B. Set the Force Default On Custom Column Change option within guidelines to Yes*Make sure the Country column is reloadable and Job Family is not
- C. Set the Force Default On Custom Column Change option within guidelines to Yes*Make sure the Country and Job Famity columns are both reloadable
- D. Ensure the default value for all merit guidelines is non zero*Make sure the Country and Job Famity columns are both reloadable
正解：B
質問 # 57
Your customer uses a look-up table to calculate custom budgets, as shown in the screenshot. The budget is based on an employee's country status. In the template, the country is defined with field ID customCountry the status is defined with field ID customStatus.
What is the correct syntax to calculate the adjustment budget?
- A. toNumber(lookup("2018_BudgetPool", custom Country.customStatus,2))"'curSalary
- B. toNumber(lookup("2018_BudgetPool", custom Country,customStatus,adjustment))"curSalary
- C. toNumber(lookup("2018_BudgetPool,custom Country, customStatus, Adjustment))*curSalary
- D. toNumber(lookup("2018_BudgetPool", custom Country,customStatus,1))"'curSalary
正解：D
解説：
In SAP SuccessFactors Compensation, using look-up tables in formulas is a common method to calculate budget adjustments based on multiple criteria like an employee's country and status. This question is about selecting the correct syntax for using a look-up table to calculate a custom budget based on these criteria. Let's break down the logic and syntax for why option A is correct.
* Look-up Table Functionality in Compensation TemplatesIn SuccessFactors Compensation, look-up tables are used to fetch values dynamically based on specific conditions. Thelookupfunction in SAP allows fetching data from a pre-defined table by matching values from specified columns.
* Syntax and Parameters in the Lookup FunctionThelookupfunction syntax in SAP SuccessFactors Compensation is generally:
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lookup("<lookupTableName>", <lookupKey1>, <lookupKey2>, <columnIndex>)
* <lookupTableName>: Name of the look-up table (in this case, "2018_BudgetPool").
* <lookupKey1>and<lookupKey2>: The fields in the form template used to search in the look-up table. Here, thecustomCountryandcustomStatusfields are used to locate the relevant budget value.
* <columnIndex>: Specifies the index of the column to retrieve. In this scenario, "1" refers to the budget adjustment percentage in the look-up table.
* Correct Formula Explanation
* Option A:toNumber(lookup("2018_BudgetPool", customCountry, customStatus, 1)) * curSalary
* This option correctly uses thelookupfunction to locate the appropriate adjustment factor (e.
g., 1%) from the2018_BudgetPooltable based on the employee's country (customCountry) and status (customStatus).
* ThetoNumber()function is applied to ensure the fetched value is numeric, allowing it to be used in multiplication.
* The formula then multiplies the adjustment factor by the current salary (curSalary) to calculate the adjustment budget.
* Why Other Options Are Incorrect
* Option B:toNumber(lookup("2018_BudgetPool, customCountry, customStatus, Adjustment)) * curSalary
* This option contains syntax errors, such as missing quotation marks around the table name, and "Adjustment" is not a parameter in this lookup. The syntax is incorrect for SuccessFactors' formula setup.
* Option C:toNumber(lookup("2018_BudgetPool", customCountry.customStatus, 2)) * curSalary
* Incorrect becausecustomCountry.customStatusis treated as a single parameter, which is invalid. Each key (customCountry and customStatus) should be separated by a comma, not a period.
* Option D:toNumber(lookup("2018_BudgetPool", customCountry, customStatus, adjustment)) * curSalary
* This option misuses "adjustment" as a parameter in the lookup, which is not defined within the context of the table structure.
* Additional SAP SuccessFactors Compensation References
* SAP SuccessFactors Compensation Guide: Refer to SAP Help Portal's SuccessFactors Compensation Guide for syntax rules of lookup tables.
* Lookup Table Configuration: In the configuration, ensure that the look-up table (2018_BudgetPool) is correctly defined withcustomCountryandcustomStatusas keys, and that the adjustment percentage is in the correct column (column index 1 in this example).
The correct formula,Option A, follows SAP's syntax requirements and functional logic to retrieve the adjustment budget accurately.
質問 # 58
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. Process Setup Manager Planning # Next Level Manager Review # Third Level Manager Review # Complete
- D. Manager Planning # Next Level Manager Review # Compensation Admin Review # HR Manager Planning # 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 theFinal Reviewor include additional manager levels not typically required, making them less aligned with the standard leading practice.
* Reference Documentation
* SAP SuccessFactors Compensation Guide onCompensation Cycle WorkflowandTemplate Setup.
質問 # 59
You ate implementing an EC-inlegrated 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. Current Salary
- B. Units Per Year
- C. Pay Grade
- D. L FTE
- E. Local Currency Code
正解：A、B、E
質問 # 60
You ate implementing compensation in an EC-inlegrated environment and 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. Job Information
- C. Employee Detais
- D. Recurring Pay Components
- E. Compensation Information
正解：A、D、E
質問 # 61
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