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SAP Certified Associate - Implementation Consultant - SAP SuccessFactors Compensation Sample Questions (Q26-Q31):

NEW QUESTION # 26
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 custom validation of type Error to ensure that the column curRatio is less than 125.
C. Create a custom validation of type Error to ensure that the column compaRatio is less than 125.
D. Create a standard validation of type "splitOrDisallow" action "exceed" with the Threshold at 125.

Answer: A,C

NEW QUESTION # 27
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. Under Define Standard Validation Rules, add a Force Comment Rule with the mode set to "raise."
B. Under Define Standard Validation Rules, add a Force Comment Rule with the mode set to "no-raise."
C. Use custom validations with the formula 'if(merit>0,"FALSE","TRUE")".
D. Edit the XML add a comp-force-comment-config tag with the mode attribute set to "guideline."

Answer: B

NEW QUESTION # 28
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

Answer: D

Explanation:
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.

NEW QUESTION # 29
You configured merit guidelines as shown in the screenshot.
If an employee has a range penetration of 24% what would be the low to high guideline that would appear in the merit guideline column in the compensation worksheet?

A. 0%-0%
B. 2%-4%
C. 1%-2%
D. 3%-5%

Answer: B

NEW QUESTION # 30
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. Create an Ad Hoc report share it with all planners.
B. Create a Tile for inclusion on the planners' Dashboards.
C. Enable the Executive Review - Read permission for all planners.
D. Include the Detailed (Rollup) Report option in the worksheet configuration.

Answer: D

NEW QUESTION # 31
......

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2025 Accurate C_THR86_2411–100% Free Practice Exam Pdf | Test SAP Certified Associate - Implementation Consultant - SAP SuccessFactors Compensation Cram Review

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SAP Certified Associate - Implementation Consultant - SAP SuccessFactors Compensation Sample Questions (Q26-Q31):

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