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SAP C-THR86-1608 Exam Syllabus Topics:
| Section | Objectives |
|---|---|
| Variable Pay and Incentive Management | - Variable pay plan design
|
| Reporting and Analytics | - Compensation reporting tools
|
| Data Integration and Configuration | - Employee data and import processes
|
| Compensation Plan Configuration | - Budget setup and eligibility rules
|
| Compensation Form and Worksheet Design | - Template configuration
|
SAP Certified Application Associate - SAP SuccessFactors Compensation Q3/2016 Sample Questions:
Which of the following fields can be included in the summary tab of the compensation worksheet?
There are 2 correct answers
Choose:
- A. Final salary
- B. Compa-ratio
- C. Merit increase
- D. A custom field
Which compensation permissions are typically enabled for human resource business partners?
There are 3correct answers.
Choose:
- A. Compensation Management
- B. Run Ad Hoc Reports
- C. Change User Information
- D. Executive Review Read
- E. Manage Plan Template
When should you configure a compensation template using the second manager hierarchy?
Please choose the correct answer.
Response:
- A. Your customer wants to include inactive employees on the compensation worksheet.
- B. Your customer has more than three manager approval levels in their route map.
- C. Your customer wants both the standard manager and the matrix manager to approve compensation.
- D. Your customer wants someone other than the standard manager to make compensation
recommendations.
Your customer is an international company with a wide variety of salary ranges. The customer wants to
use compa ratio to determine merit guidelines. How could you configure the pay matrix table for this
client?
Please choose the correct answer.
Response:
- A. Use four custom attributes.
- B. Annualize all salary ranges.
- C. Add the pay grade as a value in the pay matrix table.
- D. Use functional currency for the salary ranges.
What are the advantages of the Percent of Merit Target budget mode? Please choose the correct answer.
Choose one:
- A. It is dynamic since budgets recalculate when new targets are loaded.
- B. It is flexible since it is NOT based on users' imported salaries.
- C. It is client-specific and uses custom calculations if needed.
- D. It is easy to configure since it is based on employee performance and benchmarks.
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