SAP C_THR86_2505テストエンジン問題集トレーニングには80問あります
C_THR86_2505問題一発合格させる問題集はSAP Certified Associate認定
SAP C_THR86_2505 認定試験の出題範囲：
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質問 # 20
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 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. - 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 on the statement by setting an impossible display condition. - C. 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.
- D. 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.
正解：A
質問 # 21
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 "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.
- C. Select "All employees are eligible" under Eligibility Settings, update eligibility rules to EXCLUDE the desired inactive employees.
- D. Select "All employees are eligible" under Eligibility Settings, update eligibility rules to INCLUDE the desired inactive employees.
正解：B
解説：
To include a specific population of inactive employees in the worksheet, select settings that specify inclusion criteria for inactive users and adjust eligibility accordingly.
* Option 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."
* By enabling the "Including Inactive Users" option, planners can ensure that inactive employees are part of the worksheet. Setting "All employees are eligible" provides a base eligibility, while the eligibility rules can then specifically include only the desired inactive employees based on criteria set in the rule.
: SAP SuccessFactors Compensation Guide > Eligibility Configuration > Including Inactive Users in Worksheets.
Explanation for Incorrect Options:
Option A would exclude desired inactive employees instead of including them.
Option B does not set the "Including Inactive Users" option, which is necessary for inactive employees.
Option D does not include inactive employees in the initial settings, missing the requirement for the
"Including Inactive Users" setting.
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. 4%
- B. 1%
- C. 2%
- D. 0%
正解：C
質問 # 23
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. Remove the extra parentheses.
- B. Surround the lookup function with the toNumber function.
- C. Surround the curSalary with the toString function.
- D. Change the column to be of the Amount type.
正解：B
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 # 24
When should you configure a compensation template using the Second Manager hierarchy? Note: There are 2 correct answers to this question.
- A. Your customer wants someone other than the standard manager to make compensation recommendations.
- B. Your customer wants only directors above to do planning.
- C. Your customer has more than three manager approval levels in their route map.
- D. Your customer wants to include HR in their route map.
正解：A、B
質問 # 25
You configure the following salary rule in the compensation plan template:
How does the system behave?
- A. 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. - B. 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. - C. The rule prevents the planner from saving the merit increase.
* The planner must go back change their 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：B
質問 # 26
Which of the following requires the use of custom validations? Note: There are 2 correct answers to this question.
- A. An error message when the maximum guideline is exceeded
- B. An error message when planners enter a promotion without changing pay grade
- C. An error message when adjustments are entered in two different fields
- D. A warning message when the budget is exceeded
正解：B、D
質問 # 27
Which of the following can you use to explore released APIs?
- A. SAP Integration Suite
- B. SAP Application Interface Framework
- C. SAP Business Accelerator Hub
正解：C
解説：
SAP provides the SAP Business Accelerator Hub (formerly known as the SAP API Business Hub) as a comprehensive resource to explore released APIs for various SAP products, including SuccessFactors.
* SAP Business Accelerator Hub
* The Business Accelerator Hub hosts an extensive library of APIs, documentation, and use cases for SAP products. Users can explore OData, SOAP, and other available APIs specific to SAP SuccessFactors.
* Why Other Options Are Incorrect
* Option A (SAP Application Interface Framework) is mainly used for error handling and monitoring within on-premise SAP environments.
* Option B (SAP Integration Suite) is used for integration scenarios but does not provide a library to explore APIs; it's intended for creating and managing integrations.
* Reference Documentation
* SAP Help Portal and SAP Business Accelerator Hub on Exploring and Using APIs.
質問 # 28
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. Executive Review Edit Permissions
- D. Compensation Management Permissions
正解：C
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.
:
SAP SuccessFactors Role-Based Permissions Guide and Compensation Administration documentation, under sections detailing "Executive Review Permissions" and recommended access settings for HRBPs.
質問 # 29
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. When an employee's raise exceeds the range penetration maximum.
- D. An employee is NOT given a raise, stock, or options at all.
正解：A、D
質問 # 30
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. Rollup hierarchy (including Inactives)
- B. HR Manager hierarchy
- C. Compensation hierarchy (Second Manager)
- D. Standard Suite hierarchy
- E. Standard Suite hierarchy (including Inactives)
正解：A、C、D
質問 # 31
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. Create a lookup table with the number text.
- D. Update the Rating Label Format to Number-Text under Display Settings.
正解：D
解説：
To display both the numerical and textual components in the standard Performance Rating field, you need to adjust the Rating Label Format in the Display Settings within the Compensation template setup.
* Rating Label Format in Display Settings
* Option D: By setting the Rating Label Format to Number-Text, you enable the display of both the rating number and the descriptive text label in the Performance Rating field.
* This adjustment applies the combined format (e.g., "3 - Meets Expectations") in the worksheet, allowing users to see both components simultaneously.
* Why Other Options Are Incorrect
* Option A: Changing labels in the rating scale would only adjust the label text, not the combined display format.
* Option B and Option C (custom field and lookup table) are unnecessary, as the Number-Text format can be set directly.
* Reference Documentation
* SAP SuccessFactors Compensation Guide on Performance Rating Display Options.
質問 # 32
You configure the following salary rule in the compensation plan template:
How does the system behave?
- A. The rule prevents the planner from saving the merit increase.
*The planner must go back change their merit recommendation. - B. 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. - 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：B
質問 # 33
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. Use Role-Based Permissions to control access to only display previous years' statements.
- B. Disable access to all statements, including the prior years' statements.
- C. Under the permissions of the current statement(s), change the setting to Generated statements are not viewable.
- D. Remove access to Employee Profile during compensation planning.
正解：C
質問 # 34
What can be configured under Define Standard Validation Rules? Note: There are 2 correct answers to this question.
- A. Disallow save when budget is exceeded.
- B. Update guideline hard limit.
- C. Split to Lump Sum when exceeding salary range.
- D. Force comment when recommendation is outside guidelines.
正解：C、D
質問 # 35
What is the recommended leading practice workflow for a compensation template?
- A. Manager Planning # Next Level Manager Review # HR Manager Planning # Complete
- B. Manager Planning # Next Level Manager Review # Compensation Admin Review # HR Manager Planning # Complete
- C. Process Setup Manager Planning # Next Level Manager Review # Third Level Manager Review # Complete
- D. Process Setup # Manager Planning # Next Level Manager Review # Final Review # Complete
正解：D
解説：
The recommended workflow for compensation templates ensures structured review and approval, following best practices to ensure accuracy and compliance in compensation decisions.
* Recommended Workflow Stages
* Process Setup: The Compensation Admin configures the process.
* Manager Planning: Line managers make initial compensation recommendations.
* Next Level Manager Review: Next-level managers review and adjust recommendations as necessary.
* Final Review: HR or Compensation Admin conducts a final review to ensure compliance and data accuracy.
* Complete: The process is finalized and completed.
* Why Other Options Are Incorrect
* Options B, C, and D omit the Final Review or include additional manager levels not typically required, making them less aligned with the standard leading practice.
* Reference Documentation
* SAP SuccessFactors Compensation Guide on Compensation Cycle Workflow and Template Setup.
質問 # 36
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. Local Currency Code
- B. Current Salary
- C. FTE
- D. Units Per Year
- E. Pay Grade
正解：A、B、D
質問 # 37
As part of the approval process, your client wants to make sure that the planners have a full view of how their direct 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 a Tile for inclusion on the planners' Dashboards.
- D. Create an Ad Hoc report share it with all planners.
正解：A
質問 # 38
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