[2025年03月] 検証済みSAP C_THR86_2411リアル豪華お試しセット試験問題集でPDF
C_THR86_2411問題集PDF最新 [2025年最新] 究極の学習ガイド
質問 # 19
Your client requests that no employee be eligible for a merit increase greater than 10%. Which configuration steps must you perform?
- A. Create a guideline rule with the High/Low Action option set to Allow in Admin Center.
*Define each guideline formula with a default value of 10. - B. Enable a hard limit stop for the merit guideline in Admin Center.
*Set the maximum value to 10 for all guideline formulas. - C. Enable a hard limit stop for the merit guideline in Admin Center.
*Set the maximum value to 0.10 for all guideline formulas. - D. Set the guideline pattern to be low-high.
*Set the high value for all guidelines to be 10.
正解：B
質問 # 20
How many custom columns may be used as Formula Criteria for Guidelines?
- A. There is no limit on custom columns
- B. 0
- C. 1
- D. 2
正解：B
質問 # 21
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. Background Elements
- B. Pay Components
- C. MDF Objects
- D. Biographical Information
- E. Time Off
正解：B、C、D
解説：
In SAP SuccessFactors Compensation integrated with Employee Central, mapping data fields between Employee Central and Compensation templates is essential. The following elements can be mapped:
* Biographical Information (Option A):
* Biographical data such as date of birth, gender, and other demographic information can be mapped from Employee Central to Compensation worksheets. This data can be used to filter or personalize employee details on the worksheet.
* MDF Objects (Option C):
* Metadata Framework (MDF) Objects allow custom object configuration in Employee Central, enabling businesses to define custom fields or data structures. These can then be mapped to fields in Compensation templates, providing flexibility to bring in custom attributes like competencies, certifications, or additional criteria.
* Pay Components (Option D):
* Pay components, such as base salary, allowances, and bonuses, are fundamental elements in Employee Central and can be mapped directly to compensation planning fields on the worksheet.
This mapping ensures accurate financial data and compensation planning alignment with Employee Central records.
Excluded Options:
* Time Off (Option B): Time Off data is not typically mapped directly to Compensation worksheets as it primarily manages leave and absence.
* Background Elements (Option E): Background elements generally pertain to employee profiles (e.g., previous work experience or education) and are not used in direct mapping to Compensation worksheets.
質問 # 22
Which actions are controlled by role-based permissions?
Note: There are 2 correct answers to this question.
- A. Opening compensation worksheets
- B. Editing columns on a worksheet
- C. Making changes through Executive Review
- D. Updating a Compensation Statement
正解：A、D
質問 # 23
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 Executive Review - Mass Action permission.
- B. The user needs the Executive Review - Import permission.
- C. The user needs the Executive Review - Edit permission.
- D. The user needs the Executive Review - Export permission.
- E. The user needs the Ad Hoc Reports for the Compensation Planning domain permission.
正解：B、C、D
質問 # 24
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. Define roles responsibilities as part of a process transformation office.
- C. Integrate clean core practices in the end-to-end value process chain.
- D. Establish release management.
- E. Establish regular housekeeping tasks procedures.
正解：A、B、D
質問 # 25
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 ####.####
- B. defPercentFormat #,##0.00
- C. defAmountFormat #,##0##
- D. defPercentFormat ###0##
正解：D
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 # 26
What action is required to enable Employee Central integration for a template?
- A. Enable field-based permissions.
- B. Provide an effective date
- C. Update pay guide format.
- D. Reload guidelines.
正解：B
質問 # 27
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 4-6%
*Total Increase is $500 - B. Guideline is displayed as 2-3%
*Total Increase is $1,000 - 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
解説：
When Salary Proration is 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 B show the original guideline (4-6%), which does not reflect the proration adjustment.
* Option D incorrectly calculates the total increase without applying the 50% proration.
* Reference Documentation
* SAP SuccessFactors Compensation Guide on Salary Proration and Merit Guidelines.
質問 # 28
You are implementing compensation in an EC-integrated environment 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. Recurring Pay Components
- D. Employee Details
- E. Compensation Information
正解：A、C、E
質問 # 29
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 is removed from the worksheet.
- C. The employee remains on the worksheet but becomes grayed out.
- D. The employee remains eligible for planning with no changes.
正解：D
質問 # 30
Your customer has two pay components, with IDS SALARY_US SALARY_UK, that are used for employees' base salary in their respective countries. They want to plan for all employees on a single worksheet using the employees' periodic salary, NOT the annual value.
What is the best way to accomplish this?
- A. Create a pay component group that includes both pay components use that for the planning.
- B. Create two custom columns map each to the pay components. Use a third custom column to display whichever is non-zero.
- C. Ensure the Used for Comp Planning flag of the pay components is set to Comp do NOT map to a specific pay component ID in the worksheet.
- D. Create two different templates use eligibility rules to ensure employees appear on the correct one.
正解：C
質問 # 31
When would you run the Update All Worksheets function? Note: There are 3 correct answers to this question.
- A. When there has been a change to an eligibility rule
- 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 an update to a lookup table
正解：A、D、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 # 32
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. Disable Functional Currency mode.
- B. Have four separate templates, one for each country.
- C. Enable Planner Currency mode.
- D. Use budget grouping group on the local currency code.
正解：C、D
質問 # 33
In provisioning for your customer's instance, you select the "Assign default required field values for new users if none specified" option. You want to import a compensation-specific user data file (UDF).
Which columns are required?
Note: There are 2 correct answers to this question.
- A. USERID
- B. USERNAME
- C. STATUS
- D. MANAGER
正解：A、C
質問 # 34
Which of the following requires the use of custom validations? Note: There are 2 correct answers to this question.
- A. A warning message when the budget is exceeded
- B. An error message when adjustments are entered in two different fields
- C. An error message when the maximum guideline is exceeded
- D. An error message when planners enter a promotion without changing pay grade
正解：A、D
質問 # 35
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 "disallow" action "exceed" with the Threshold at 125.
- B. Create a standard validation of type "splitOrDisallow" action "exceed" with the Threshold at 125.
- C. Create a custom validation of type Error to ensure that the column curRatio is less than 125.
- D. Create a custom validation of type Error to ensure that the column compaRatio is less than 125.
正解：A、D
質問 # 36
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 the median salary of an employee based upon Pay Grade, Legal Entity, FTE.
- B. To determine a budget percentage that is based upon employee Country Job Category.
- C. To determine the proper Event Reason for EC publishing based on employee Country.
- D. To choose between two Event Reasons for EC publishing based upon whether an employee received a promotion with their pay adjustment.
正解：B、C
質問 # 37
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. Compensation Plan Activity Audit
- C. Publishing Compensation Results in Employee Central
- D. Generating Compensation Statements
正解：C、D
解説：
In SAP SuccessFactors Compensation, certain actions require that worksheets are marked as "Complete" to finalize and lock in all data. This requirement ensures data integrity and consistency across various processes in the compensation cycle.
* Option A: "Generating Compensation Statements"
* Before generating compensation statements, it is necessary to complete the worksheets. Once a worksheet is marked as "Complete," it locks the data, allowing for consistent and finalized data to be used in the compensation statements.
質問 # 38
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