2026年最新の有効なC_THR86_2505試験最新問題で2026年最新の学習ガイド
C_THR86_2505認定で究極のガイド [2026年更新]
質問 # 21
A customer wants to display a block of text on the compensation statement only if the merit increase percentage is greater than 10%. How would you proceed?
- A. Duplicate the standard merit field select the Show percent only radio button. Add this field to the statement template use it for the conditional logic.
- B. Configure an adjustment field to duplicate the merit field select the Show percent only radio button. Add this field to the statement template use it for the conditional logic.
- C. Configure a new percent field with a formula within the compensation template add this field to the statement template. Use this field in the conditional logic.
- D. Use conditional logic in the statement to only display the paragraph if merit is greater than 10.
正解：C
質問 # 22
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. 1%
- B. 4%
- C. 2%
- D. 0%
正解：C
質問 # 23
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、B
質問 # 24
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 final salary is below range penetration minimum.
- B. When an employee's raise exceeds the range penetration maximum.
- C. Any time an employee is given a raise, stock, or options.
- D. An employee is NOT given a raise, stock, or options at all.
正解：C、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 on Standard Comment Rules and Force Comment Settings.
質問 # 25
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. Use custom validations with the formula 'if(merit>0,"FALSE","TRUE")".
- B. Under Define Standard Validation Rules, add a Force Comment Rule with the mode set to "raise."
- C. Under Define Standard Validation Rules, add a Force Comment Rule with the mode set to "no-raise."
- D. Edit the XML add a comp-force-comment-config tag with the mode attribute set to "guideline."
正解：C
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 # 26
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：A
質問 # 27
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. Units Per Year
- B. Pay Grade
- C. Local Currency Code
- D. FTE
- E. Current Salary
正解：A、C、E
質問 # 28
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 EXCLUDE the desired inactive employees.
- 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.
- D. Select "All employees are eligible" under Eligibility Settings, update eligibility rules to INCLUDE the desired inactive employees.
正解：C
質問 # 29
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. An error message when adjustments are entered in two different fields
- C. An error message when the maximum guideline is exceeded
- D. A warning message when the budget is exceeded
正解：A、D
質問 # 30
Your EC-integrated template has an Effective Date of April 1 under Worksheet Settings. Your eligibility rule states that only grade 1 employees are eligible for compensation. On March 1 an employee is grade 1, but on April 15 they are promoted to grade 2. On April 16 you run Update all worksheets with the checkbox "Update worksheet to reflect any employee's eligibility changes" selected.
What happens on the worksheet for this employee?
- A. The employee remains on the worksheet but their planning fields reset to default values.
- B. The employee remains on the worksheet but becomes grayed out.
- C. The employee is removed from the worksheet.
- D. The employee remains eligible for planning with no changes.
正解：D
質問 # 31
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. Disable access to all statements, including the prior years' statements.
- B. Under the permissions of the current statement(s), change the setting to Generated statements are not viewable.
- C. Use Role-Based Permissions to control access to only display previous years' statements.
- D. Remove access to Employee Profile during compensation planning.
正解：B
解説：
To control visibility of the current cycle's compensation statements while allowing access to past statements, use specific settings on the current year's statements:
* Option C: "Under the permissions of the current statement(s), change the setting to Generated statements are not viewable."
* By changing the settings of the current year's statement to "Generated statements are not viewable," you can control access to the current cycle's statements without impacting previous years. This option is effective for validation purposes as it restricts visibility for current statements while keeping historical statements accessible.
: SAP SuccessFactors Compensation Guide > Statement Management > Setting View Permissions for Current Statements.
Explanation for Incorrect Options:
Option A (Remove access to Employee Profile) is too broad, as it would prevent access to all employee profile content, not just the current statements.
Option B would restrict access to all statements, including past years.
Option D (Use Role-Based Permissions) does not provide specific control over statement visibility by year within the same compensation module.
質問 # 32
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. Create a new custom field with a formula under Column Designer.
- B. Change the labels in the rating scale to include both the number text.
- C. Update the Rating Label Format to Number-Text under Display Settings.
- D. Create a lookup table with the number text.
正解：C
質問 # 33
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 → HR Manager Planning → Complete
- C. Manager Planning → Next Level Manager Review → Compensation Admin Review → HR Manager Planning → Complete
- D. Process Setup → Manager Planning → Next Level Manager Review → Final Review → Complete
正解：D
質問 # 34
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. Change the column to be of the Amount type.
- C. Remove the extra parentheses.
- D. Surround the lookup function with the toNumber function.
正解：D
解説：
In SAP SuccessFactors Compensation, when using formulas with lookup tables, data type consistency is essential for calculations to function correctly. Here's how the issue can be addressed:
* Option B: "Surround the lookup function with the toNumber function."
* In this formula, (curSalary lookup("budget_table", customCountry, 1)) / 100, the lookup function is retrieving a value from the table, but the output may not automatically be interpreted as a number. By using toNumber(lookup("budget_table", customCountry, 1)), the retrieved value is converted to a numeric type, preventing the formula from displaying N/A when recalculations occur.
: SAP SuccessFactors Compensation Custom Column Formula Guide > Data Types > Using toNumber for Numeric Calculations.
Explanation for Incorrect Options:
Option A (using toString) would convert the value to text, which is inappropriate for a numeric calculation.
Option C suggests changing the column type, which is unnecessary since the formula is corrected by ensuring data type consistency.
Option D does not impact the data type and thus would not resolve the issue.
質問 # 35
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. 3140.0
- B. 3458.0
- C. 3147.0
- D. 2852.0
正解：D
質問 # 36
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 4-6%
* Total Increase is $500 - C. Guideline is displayed as 2-3%
* Total Increase is $500 - D. Guideline is displayed as 4-6%
* Total Increase is $1,000
正解：C
質問 # 37
Which of the following scenarios involving a Lookup table are valid solutions to a customer requirement?
Note: There are 2 correct answers to this question.
- A. To determine a budget percentage that is based upon employee Country Job Category.
- B. To choose between two Event Reasons for EC publishing based upon whether an employee received a promotion with their pay adjustment.
- C. To determine the proper Event Reason for EC publishing based on employee Country.
- D. To determine the median salary of an employee based upon Pay Grade, Legal Entity, FTE.
正解：A、C
質問 # 38
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
*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 low-high
*Hard Limit: Yes
*High/Low Action: Allow - D. In Display Settings use min-max
*Hard Limit: Yes
*High/Low Action: Allow
正解：A
解説：
To allow planners to make recommendations outside of the high/low values but only display max and min values on the worksheet:
* Option A: "In Display Settings use min-max, Hard Limit: No, High/Low Action: Allow"
* Min-max display shows only the minimum and maximum guideline values. Setting Hard Limit to "No" allows planners to make recommendations outside these values, and High/Low Action:
Allow enables the flexibility needed by the client.
: SAP SuccessFactors Compensation Guide > Guideline Management > Setting High/Low and Hard Limit Options.
Explanation for Incorrect Options:
Options B, C, and D include settings that would restrict planner flexibility or incorrectly display guideline ranges.
質問 # 39
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