C_THR86_2411更新された試験問題集で[2025年最新] 練習有効な試験問題集
C_THR86_2411サンプルには正確で更新された問題
質問 # 41
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 # 42
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 different templates use eligibility rules to ensure employees appear on the correct one.
- C. Create two custom columns map each to the pay components. Use a third custom column to display whichever is non-zero.
- D. 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.
正解：D
質問 # 43
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 custom validation of type Error to ensure that the column compaRatio is less than 125.
- B. Create a custom validation of type Error to ensure that the column curRatio is less than 125.
- C. Create a standard validation of type "disallow" action "exceed" with the Threshold at 125.
- D. Create a standard validation of type "splitOrDisallow" action "exceed" with the Threshold at 125.
正解：A、C
質問 # 44
Your customer uses SAP SuccessFactors Employee Central 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 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.
- B. Map SALARY to the standard Current Salary field TC to meritTarget.
- C. Map TC to the standard Current Salary field.
- D. Map TC to the standard Current Salary field.
正解：A
質問 # 45
Which of the following customer scenarios is a good use of the Suppress Statement function?
Note: There are 2 correct answers to this question.
- A. Employees who were hired after a certain date do NOT get a statement.
- B. Employees who are on a performance improvement plan get a different statement from those who are not.
- C. Employees in one country get a statement at a different time from those in other countries.
- D. Employees who have an RSU grant get a statement, but those without an RSU grant do NOT get a statement.
正解：A、D
質問 # 46
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. 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.
- B. 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.
- C. 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.
- D. Use conditional logic in the statement to only display the paragraph if merit is greater than 10.
正解：A
質問 # 47
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 prevents the planner from saving the merit increase.
*The planner must go back change their merit recommendation. - C. 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. - D. 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.
正解：A
質問 # 48
What functions are available in a compensation profile? Note: There are 3 correct answers to this question.
- A. Display salary history.
- B. Enter recommendations.
- C. Promote an employee.
- D. Import salary history into the profile.
- E. View budgets.
正解：A、B、C
質問 # 49
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. Surround the lookup function with the toNumber function.
- C. Change the column to be of the Amount type.
- D. Remove the extra parentheses.
正解：B
質問 # 50
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. Edit the XML add a comp-force-comment-config tag with the mode attribute set to "guideline."
- 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. Use custom validations with the formula 'if(merit>0,"FALSE","TRUE")".
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 # 51
Which of the following Permissions is NOT recommended to be given to all HRBPs who are supporting a Salary Review Process?
- A. Executive Review Export Permissions
- B. Report Permissions
- C. Compensation Management Permissions
- D. Executive Review Edit Permissions
正解：D
解説：
In SAP SuccessFactors Compensation, granting the appropriate permissions to HR Business Partners (HRBPs) is crucial to supporting the salary review process effectively while maintaining data security and integrity. The following permissions are typically managed with caution:
* Executive Review Edit Permissions (Option C):
* It is not recommended to grant all HRBPs "Executive Review Edit Permissions" as this allows for extensive changes across compensation plans, which may be inappropriate for all HRBP roles. This permission should generally be reserved for high-level administrators or managers who need to make adjustments at the executive review level.
Other Permissions:
* Executive Review Export Permissions (Option A) and Report Permissions (Option B) are commonly provided to HRBPs for data analysis.
* Compensation Management Permissions (Option D) is often necessary for HRBPs to carry out their roles effectively, enabling them to manage employee compensation-related tasks.
質問 # 52
Your EC-integrated client wishes to plan on monthly salaries for employees in the UK, but on annual salaries for employee in the US. All employees have their salaries stored in EC with a single pay component with a frequency of "monthly" because of payroll integration constraints.
Which of the following options is a solution for this requirement?
- A. Use two different pay components for salary with the US one having the "Use for Comp Planning" set to "None" the UK one set to "Comp."
- B. Use meritTarget set to the pay component value divided by 12.
- C. Use two templates with one having curSalary mapped to the pay component the other on the pay component group.
- D. Include the unitsPerYear standard column set it to 12.
正解：C
質問 # 53
Your client wants to restrict entry into the Lump Sum field to only members of the reward team. How can you achieve this?
- A. Update guidelines to put a hard stop on the Lump Sum field set all of the guideline values to 0.
- B. Set the Lump Sum field to read-only to prevent planners from using it.
- C. Use field-based permissions on the Lump Sum field a permission group of named individuals.
- D. Use mass actions through the Executive Review.
正解：C
解説：
Field-based permissions allow specific control over who can view or edit fields in the compensation worksheet.
* Restricting Access to Lump Sum Field with Field-Based Permissions
* Option C: In SAP SuccessFactors Compensation, you can configure field-based permissions so only selected users (e.g., members of the reward team) can access and edit the Lump Sum field.
* This approach uses a permission group to grant edit permissions only to specific individuals, ensuring that only authorized personnel can make entries in the Lump Sum field.
* Why Other Options Are Incorrect
* Option A (mass actions via Executive Review) does not restrict individual access to fields.
* Option B (setting guidelines to zero) does not provide role-based access restriction and may cause confusion in the compensation planning process.
* Option D (setting the field to read-only) would prevent all planners from editing, not just those outside the reward team.
* Reference Documentation
* SAP SuccessFactors Compensation Guide on Field-Based Permissions and Permission Groups.
質問 # 54
Your customer has implemented SAP SuccessFactors Employee Central (EC) 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 a single EC-integrated template use the Hybrid Template option.
- B. Suggest a phased approach where the non-EC employees become part of the process later as they migrate.
- C. Create two templates - one with EC integration one without.
- D. Create a single non-integrated template, export the EC employees, import them via UDF.
正解：A
質問 # 55
Which of the following Permissions is NOT recommended to be given to all HRBPs who are supporting a Salary Review Process?
- A. Executive Review Export Permissions
- B. Report Permissions
- C. Compensation Management Permissions
- D. Executive Review Edit Permissions
正解：D
質問 # 56
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. 0%
- B. 4%
- C. 2%
- D. 1%
正解：C
質問 # 57
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. Any time an employee is given a raise, stock, or options.
- B. When an employee's final salary is below range penetration minimum.
- C. An employee is NOT given a raise, stock, or options at all.
- D. When an employee's raise exceeds the range penetration maximum.
正解：A、C
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 a change to an eligibility rule
- B. When an administrator makes a change to Field Based Permissions
- C. When a performance rating is updated
- D. When there has been an update to a lookup table
- E. When an administrator changes the layout of the compensation plan template to add a new column
正解：A、C、D
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 # 59
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. 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.
- B. 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. - 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 on the statement by setting an impossible display condition. - 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 A and B involve 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 on Conditional Text Sections and Field-Based Permissions.
質問 # 60
Your EC-integrated 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. Create a lookup table that contains the different dates that uses country as an input.
- B. Enter the effective date for the largest country in the Employee Central Settings screen.
- C. Create a lookup table that contains the different dates that uses country as an input.
- D. On the Employee Central Settings screen in Compensation Home, set the Effective Date to be that of the largest country.
正解：C
質問 # 61
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. MDF Objects
- C. Background Elements
- D. Time Off
- E. Pay Components
正解：A、B、E
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 # 62
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