[2025年04月] 最新のC_THR86_2411試験問題集には合格保証が付きます
信頼できるSAP Certified Associate C_THR86_2411問題集PDFで2025年04月29日に更新された問題
質問 # 44
What happens to compensation forms when the currency conversion table is updated during the planning period?
- A. In-progress forms are only affected when Update All Worksheets is run.
- B. In-progress forms are NOT affected.
- C. Change is dynamic to in-progress forms.
- D. Only completed forms are affected.
正解：C
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 # 45
You configured merit guidelines as shown in the screenshot.
If an employee has a range penetration of 24% what would be the low to high guideline that would appear in the merit guideline column in the compensation worksheet?
- A. 0%-0%
- B. 3%-5%
- C. 1%-2%
- D. 2%-4%
正解：D
質問 # 46
In an EC-integrated implementation, which of the following EC elements can be used to map fields? Note: There are 3 correct answers to this question.
- A. Biographical Information
- B. Time Off
- C. MDF Objects
- D. Background Elements
- E. Pay Components
正解：A、C、E
質問 # 47
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. Under Define Standard Validation Rules, add a Force Comment Rule with the mode set to "raise."
- B. Under Define Standard Validation Rules, add a Force Comment Rule with the mode set to "no-raise."
- C. Use custom validations with the formula 'if(merit>0,"FALSE","TRUE")".
- D. Edit the XML add a comp-force-comment-config tag with the mode attribute set to "guideline."
正解：B
解説：
When planners need to provide a reason for not awarding a merit increase, this can be enforced through standard validation rules.
* Setting a Force Comment Rule with "No-Raise" Mode
* In SuccessFactors Compensation, under the Define Standard Validation Rules section, you can set a Force Comment Rule with the mode set to "no-raise." This triggers a required comment whenever a planner decides not to give a merit increase.
* This is a straightforward way to enforce explanations for no-raise situations, leveraging standard settings.
* Why Other Options Are Incorrect
* Option B is incorrect because custom validation formulas are not necessary for this type of forced comment.
* Option C (comp-force-comment-config tag with mode "guideline") is unrelated to no-raise situations.
* Option D (setting mode to "raise") is incorrect as this would trigger comments for raises, not for when no raise is given.
* Reference Documentation
* SAP SuccessFactors Compensation Guide on Force Comment Rules.
質問 # 48
Your client wishes to limit new employee salaries so that no employee can exceed 125% compa-ratio. They do not award lump sums.
How can you configure the worksheet to meet this requirement?
Note: There are 2 correct answers to this question.
- A. Create a standard validation of type "splitOrDisallow" action "exceed" with the Threshold at 125.
- B. Create a custom validation of type Error to ensure that the column compaRatio is less than 125.
- C. Create a standard validation of type "disallow" action "exceed" with the Threshold at 125.
- D. Create a custom validation of type Error to ensure that the column curRatio is less than 125.
正解：B、C
質問 # 49
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 isActualSalaryImported to True in the compensation plan template ensure standard FTE field is used.
- C. Set the XML attribute isActualSalary Imported to False in the compensation plan template ensure standard FTE field is used.
- D. Create a custom Amount column to store FTE rather than using the standard FTE column.
正解：C
質問 # 50
Which of the following API types does SAP recommend to use to achieve clean core integrations? Note:
There are 2 correct answers to this question.
- A. RFC
- B. SOAP
- C. IDoc
- D. OData
正解：B、D
解説：
SAP recommends using OData and SOAP APIs to achieve clean core integrations with SAP SuccessFactors.
These API types are designed to work within the SAP ecosystem and support integration scenarios without impacting the core system structure.
* OData API
* OData is a REST-based API standard and is SAP's preferred choice for modern, scalable, and lightweight integrations, especially within SuccessFactors. It is ideal for clean core integrations that interact with business data.
* SOAP API
* SOAP is a widely used API protocol in SAP integrations and is highly structured, making it suitable for clean and stable integrations. Many SuccessFactors services support SOAP, especially for HR and payroll-related integrations.
* Why Other Options Are Incorrect
* Option B (IDoc) and Option C (RFC) are older SAP interface protocols typically used for SAP ECC or SAP S/4HANA on-premise integrations, but they are not generally recommended for SuccessFactors clean core cloud integrations.
* Reference Documentation
* SAP SuccessFactors Integration Guide on OData and SOAP API Usage.
質問 # 51
Your customer has the requirement where both sales non-sales employees are included on a single compensation template. However, only sales employees are eligible for a lump sum award.
How can you configure a single standard compensation statement template to ensure that just sales employees have a Lump Sum item displayed on their letter?
- A. You can include the Lump Sum item in the statement template put a disclaimer in the signature section alerting non-sales employees that that item pertains only to sales employees.
- B. You can hide the Lump Sum column on the compensation worksheet using Field-Based Permissions. If the column is hidden on the worksheet, it won't appear on the statement.
- C. You cannot do this with a single statement template; a second template must be created to include this item statement groups used to assign the templates appropriately.
- D. You can include the Lump Sum item in the statement template set a condition on its display so that it will only be shown if it is greater than 0.
正解：D
解説：
To display the Lump Sum item on the compensation statement for sales employees only, use a condition based on whether the Lump Sum amount is greater than 0.
* Option D: "You can include the Lump Sum item in the statement template and set a condition on its display so that it will only be shown if it is greater than 0."
* By including the Lump Sum field and setting a display condition where it only appears if the Lump Sum amount is greater than 0, the statement will automatically hide the Lump Sum item for non-sales employees (who would have a 0 value for this field).
質問 # 52
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
質問 # 53
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. Check the Hire Date field to see if the employee started at least 2 years ago.
- C. Check if the Event Reason is New Hire the effective date is 2 years ago.
- D. Add help text to the Lump Sum field to notify planners only to use the field for eligible employees.
正解：B
解説：
To configure eligibility based on tenure, you can use the Hire Date field in SAP SuccessFactors to determine how long an employee has been with the company.
* Option B: "Check the Hire Date field to see if the employee started at least 2 years ago."
* By configuring an eligibility rule that references the Hire Date, you can set criteria to check if the employee's start date is at least two years before the form's effective date. This ensures only employees with over two years of tenure are eligible for the Lump Sum.
質問 # 54
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. defAmountFormat #,##0##
- D. defPercentFormat ###0##
正解：D
質問 # 55
At the start of the calendar year, all employees are assigned a Performance form. At the end of the year, Salary forms are launched the performance ratings for most employees are displayed correctly, but all new hires are displayed as "N/A". Administrators realize that any employee that joined during the year is missing a Performance form, so they launch a PM form for each new hire.
All new hires are assigned a rating of "Good".
How will these ratings appear on the Salary worksheet?
- A. N/A
- B. Too new to rate
- C. Good
- D. Unrated
正解：D
質問 # 56
What are the valid hierarchy types available when selecting the Method of Planner in Compensation? Note: There are 3 correct answers to this question.
- A. Standard Suite hierarchy
- B. HR Manager hierarchy
- C. Standard Suite hierarchy (including Inactives)
- D. Rollup hierarchy (including Inactives)
- E. Compensation hierarchy (Second Manager)
正解：A、D、E
質問 # 57
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. Check the Hire Date field to see if the employee started at least 2 years ago.
- C. Check if the Event Reason is New Hire the effective date is 2 years ago.
- D. Add help text to the Lump Sum field to notify planners only to use the field for eligible employees.
正解：B
質問 # 58
A customer is using the following number format: ###0 Mode: Round down Multiple: 100. How will a value of 9575.50 be displayed?
- A. 0
- B. 1
- C. 2
- D. 3
正解：B
質問 # 59
A customer is using the following number format: ###0 Mode: Round down Multiple: 100. How will a value of 9575.50 be displayed?
- A. 0
- B. 1
- C. 2
- D. 3
正解：B
解説：
In SAP SuccessFactors Compensation, when using a number format that specifies rounding down and rounding to the nearest multiple of 100, calculations are done as follows:
* Understanding the Format Settings
* Mode: Round Down: This setting rounds the value down to the nearest specified multiple.
* Multiple: 100: Specifies that rounding should occur to the nearest 100.
* Calculation for 9575.50
* Given the number 9575.50, rounding down to the nearest multiple of 100 results in 9500, as rounding down means moving to the lower nearest 100.
* Why Other Options Are Incorrect
* Option B (9570) would not be correct as it does not round to the nearest 100.
* Options C (9000) and D (9600) do not accurately reflect the rounding down requirement with a multiple of 100.
* Reference Documentation
* SAP SuccessFactors Compensation Guide on Number Formatting and Rounding Options.
質問 # 60
Which actions are controlled by role-based permissions?
Note: There are 2 correct answers to this question.
- A. Updating a Compensation Statement
- B. Making changes through Executive Review
- C. Opening compensation worksheets
- D. Editing columns on a worksheet
正解：A、C
質問 # 61
While validating the current cycle's compensation statements, you want to prevent them from being visible on employee profile while still allowing access to past compensation statements.
How can you accomplish this?
- A. Remove access to Employee Profile during compensation planning.
- B. Use Role-Based Permissions to control access to only display previous years' statements.
- C. Disable access to all statements, including the prior years' statements.
- D. Under the permissions of the current statement(s), change the setting to Generated statements are not viewable.
正解：D
質問 # 62
Which of the following tasks require that worksheets are moved to Complete before they can be performed?
Note: There are 2 correct answers to this question.
- A. Exporting data from Executive Review
- B. Publishing Compensation Results in Employee Central
- C. Compensation Plan Activity Audit
- D. Generating Compensation Statements
正解：B、D
質問 # 63
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. 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. Manager Planning → Next Level Manager Review → HR Manager Planning → Complete
正解：B
質問 # 64
Which of the following updates require worksheets to be relaunched?
Note: There are 2 correct answers to this question.
- A. Modify the route map.
- B. Revise field-based permissions.
- C. Update lookup table contents.
- D. Update a formula in a custom column.
正解：B、C
質問 # 65
Which statements accurately describe Rollup Reports?
Note: There are 3 correct answers to this question.
- A. The Rollup Report is based on the current hierarchy not that at form creation.
- B. Custom Columns with the "Show Totals" attribute selected are shown.
- C. Enabling the Rollup Report for End-Users requires a specific tag in the XML.
- D. The Rollup Report provides a summary of compensation entries budget information.
- E. The Standard, Compensation, Rollup Hierarchies are all supported.
正解：A、C、D
質問 # 66
Which of the following permissions are required to be able to use Executive Review offline edit to download, modify, upload bulk changes? Note: There are 3 correct answers to this question.
- A. The user needs the Ad Hoc Reports for the Compensation Planning domain permission.
- B. The user needs the Executive Review - Import permission.
- C. The user needs the Executive Review - Export permission.
- D. The user needs the Executive Review - Edit permission.
- E. The user needs the Executive Review - Mass Action permission.
正解：B、C、D
質問 # 67
What triggers can be used to force a planner to add comments without using custom validations? Note: There are 2 correct answers to this question.
- A. An employee is NOT given a raise, stock, or options at all.
- B. When an employee's final salary is below range penetration minimum.
- C. Any time an employee is given a raise, stock, or options.
- D. When an employee's raise exceeds the range penetration maximum.
正解：A、C
解説：
In SAP SuccessFactors Compensation, comments can be required to provide context or justification for certain compensation decisions, without the need for custom validations.
* Force Comments Based on Actions Taken or Not Taken
* Option A: When an employee is awarded a raise, stock, or options, SuccessFactors can be configured to prompt a mandatory comment. This is managed through standard settings without custom validation.
* Option C: Conversely, if an employee does not receive a raise, stock, or options, a forced comment rule can ensure planners justify this decision.
* Why Other Options Are Incorrect
* Options B and D are not standard triggers for forced comments in SAP SuccessFactors Compensation. These types of validations would typically require custom validation logic.
* Reference Documentation
* SAP SuccessFactors Compensation Guide on Standard Comment Rules and Force Comment Settings.
質問 # 68
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