[2025年04月25日] トップクラスのC_THR86_2405練習試験問題
実際問題を使ってC_THR86_2405無料問題集サンプル問題と練習テストエンジン
SAP C_THR86_2405 認定試験の出題範囲：
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質問 # 47
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. defAmountFormat # ##0
- B. defPercentFormat #
- C. defPercentFormat #
- D. defPercentFormat #00
正解：D
質問 # 48
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. SOAP
- B. OData
- C. IDoc
- D. RFC
正解：A、B
解説：
SAP recommends usingODataandSOAPAPIs 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
* ODatais 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
* SOAPis 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)andOption 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 onOData and SOAP API Usage.
質問 # 49
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. HR Manager hierarchy
- B. Compensation hierarchy (Second Manager)
- C. Standard Suite hierarchy (including Inactives)
- D. Rollup hierarchy (including Inactives)
- E. Standard Suite hierarchy
正解：B、D、E
質問 # 50
Your customer has implemented SAP SuccessFactors Employee Central (EC) and now wishes to implement a single global compensation template However, only part of the organization is in Employee Central, some countries are still using SAP ERP. but there are plans to move to SAP SuccessFactors Employee Central over the next two years The customer wants to use the Compensation module to plan for all employees regardless of where their employee data sits.What is the recommended approach to this scenario?
- A. Create two templates - one with EC integration and one without
- B. Create a single non-integrated template export the EC employees and import them via UDF
- C. Suggest a phased approach where the non-EC employees become part of the process later as they migrate
- D. Create a single EC-integrated template and use the Hybrid Template option.
正解：D
質問 # 51
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 includePlannerCurrency view
- B. The includeLocalCurrency view
- C. The includeFunctionalCurrency view
- D. The includeAnyCurrency view
正解：B
質問 # 52
Which of the following requires the use of custom validations? Note: There are 2 correct answers to this question.
- A. An error message when planners enter a promotion without changing pay grade
- B. A warning message when the budget is exceeded
- C. An error message when adjustments are entered in two different fields
- D. An error message when the maximum guideline is exceeded
正解：A、B
質問 # 53
Your customer uses SAP SuccessFactors Employee Central and 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 and 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 fin Salary field and some custom columns to calculate the components and publish those back to EC
- B. 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.
- C. 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.
- 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 and have business rules split the sum into the components.
正解：D
質問 # 54
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 can save the merit recommendation by selecting Cancel in the pop-up message. - B. 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. - C. 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. - D. The rule prevents the planner from saving the merit increase.
*The planner must go back change their merit recommendation.
正解：A
質問 # 55
Which of the following fields can be used to group budgets? Note: There are 2 correct answers to this question.
- A. Pay Grade (payGrade)
- B. Any custom, reportable, read-only String field
- C. Currency Code (localCurrencyCode)
- D. Performance Rating (pmRating)
正解：B、C
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 Custom Column Change option within guidelines to Yes*Make sure the Country column is reloadable and Job Family is not
- B. Set the Force Default On Rating Change option within guidelines to Yes*Make sure the Country column is reloadable and Job Family is not.
- C. Ensure the default value for all merit guidelines is non zero*Make sure the Country and Job Famity columns are both reloadable
- D. Set the Force Default On Custom Column Change option within guidelines to Yes*Make sure the Country and Job Famity columns are both reloadable
正解：A
質問 # 57
As part of the approval process your client wants to make sure that the planners have a full view of how their direct and indirect reports have adhered to their allocated budgets before their worksheets can be approved.How can you best show this information?
- A. Include the Detailed (Rollup! Report option in the worksheet configuration
- B. Enable the Executive Review - Read permission for all planners
- C. Create an Ad Hoc report and share it with all planners
- D. Create a Tile for inclusion on the planners Dashboards
正解：A
質問 # 58
When would you run the Update All Worksheets function?Note There are 3 correct answers to this question.
- A. When there has been an update to a lookup table
- B. When an administrator changes the layout of the compensation plan template to add a new column
- C. When an administrator makes a change to Field Based Permissions
- D. When a performance rating is updated
- E. When there has been a change to an eligibility rule
正解：A、D、E
質問 # 59
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. When an employee's raise exceeds the range penetration maximum.
- B. Any time an employee is given a raise, stock, or options.
- C. When an employee's final salary is below range penetration minimum.
- D. An employee is NOT given a raise, stock, or options at all.
正解：B、D
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 onStandard Comment RulesandForce Comment Settings.
質問 # 60
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 the following currencies EUR. USD. CHF. and GBP.Which view must you enable to make sure the manager can display the salary of all of their employees in GBP?
- A. The includePlannerCurrency view
- B. The includeLocalCurrency view
- C. The include Any Currency view
- D. The IncludeFunclIonalCurrency view
正解：B
質問 # 61
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 and status In the template the country is defined with field ID customCountry and the status Is defined with field ID customStatus.What is the correct syntax to calculate the adjustment budget?
- A. toNumberflookup('2018_BudgetPoor. customCountry customStatus2))'curSalary
- B. Adjustment))*curSalary
- C. toNumber(lookupf2018_BudgetPoor customCountrycustomStatus
- D. toNumber(lookup('20l8_BudgetPool'.customCountry.cuslomStatus.adjuslment))'curSalary
- E. toNumbGr(lookupC20l8_BudgetPoor.customCountry.cu$tomStatu$.1))'curSalary
正解：E
質問 # 62
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 if the Event Reason is New Hire the effective date is 2 years ago.
- C. Add help text to the Lump Sum field to notify planners only to use the field for eligible employees.
- D. Check the Hire Date field to see if the employee started at least 2 years ago.
正解：D
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 # 63
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##
- B. defAmountFormat #,##0##
- C. defPercentFormat #,##0.00
- D. defPercentFormat ####.####
正解：A
解説：
ThedefPercentFormat ###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 onPercentage and Number FormattingandField Display Options.
質問 # 64
You cannot do this with a single statement template a second template must be created to include this item and statement groups used to assign the templates appropriately.Which of the following permissions are required to be able to use Executive Review offline edit to download modify and upload buk changes?Note There are 3 correct answers to this question.
- A. The user needs the Executive Review - Export permission
- B. The user needs the Ad Hoc Reports for the Compensation Planning domain permission
- C. The user needs the Executive Review - Import permission.
- D. The user needs the Executive Review - Mass Action permission
- E. The user needs the Executive Review - Edit permission
正解：A、C、E
質問 # 65
When generating compensation statements you notice that only the number is appearing for the rating, not the text. How can you correct this?
- A. Change the rating scale in Performance Management.
- B. Add help text to the PM Rating field.
- C. Update the field-based permissions for the PM Rating field.
- D. Create a custom column referencing a lookup table to pull in the text.
正解：C
質問 # 66
How can the compRating field be used to enhance the compensation worksheet?Note There are 2 correct answers to this question.
- A. It allows for performance ratings to use a different rating scale
- B. It allows ratings to be entered directly on the planning worksheet for those employees who do NOT have a performance form
- C. It allows for performance form rating overrides
- D. It allows a second rating field for guidelines
正解：A、B
質問 # 67
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. Check if the Event Reason is New Hire and the effective date is 2 years ago
- B. Use the effective date from Job Info to check if the employee has been in this position for more than 2 years
- C. Check the Hire Date field to see if the employee started at least 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：C
質問 # 68
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. Only completed forms are affected.
- D. Change is dynamic to in-progress forms.
正解：D
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 # 69
Your client wants to display a paragraph in the body of the Compensation Statement that is displayed only to employees who are on a Performance Improvement Plan (PIP). An employee is on a PIP if they have a rating of 1 or 2. The standard Rating column is available on the worksheet.
However, the client does not want the rating itself to ever be displayed on the Statement. How can you satisfy this requirement?
- A. Include the rating on the statement in the right section.
*Include a Conditional Text Section on the statement using the rating field as a condition.
*Ensure the rating field is hidden on the statement by setting an impossible display condition. - B. Add a paragraph to the body of the Statement that states that the section applies only to those who are on a Performance Improvement Plan those employees who are not may ignore the paragraph.
- C. Include the rating on the statement in the right section.
*Include a Conditional Text Section on the statement using the rating field as a condition.
*Ensure the rating field is hidden from employees on the worksheet with Field-Based Permissions. - D. Include a Conditional Text Section on the statement using the rating field as a condition because all columns on the worksheet are available for conditional logic.
*Ensure the rating field is hidden from employees on the worksheet with Field-Based Permissions.
正解：D
解説：
To meet the requirement of displaying a paragraph only for employees on a Performance Improvement Plan (PIP) without showing the rating, the use of conditional text combined with field-based permissions is the best approach.
* Conditional Text Section and Field-Based Permissions
* Option D: A conditional text section allows you to set conditions (such as rating equals 1 or 2) to display specific content only for certain employees. Using field-based permissions to hide the rating ensures it is not displayed on the worksheet or statement.
* Why Other Options Are Incorrect
* Options AandBinvolve including the rating in the statement, which the client does not want.
* Option C(adding a paragraph for all employees with a note) does not selectively display the content based on PIP status.
* Reference Documentation
* SAP SuccessFactors Compensation Guide onConditional Text Sections and Field-Based Permissions.
質問 # 70
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