[Q15-Q38] Pass SAP C_THR86_2211 Exam in First Attempt Guaranteed [Sep-2023]

Posted On September 11, 2023

Pass SAP C_THR86_2211 Exam in First Attempt Guaranteed [Sep-2023]

Exam Sure Pass SAP Certification with C_THR86_2211 exam questions

The SAP Certified Application Associate – SAP SuccessFactors Compensation 2H/2022 certification exam is made up of 80 multiple-choice questions that must be answered within a time limit of 180 minutes. Candidates must score at least 68% to pass the exam and earn the SAP Certified Application Associate – SAP SuccessFactors Compensation 2H/2022 certification. C_THR86_2211 exam can be taken in-person at a testing center or online, making it convenient for professionals to take the exam from anywhere in the world. The SAP C-THR86-2211 Certification Exam is an excellent way for professionals to showcase their knowledge and expertise in SAP SuccessFactors Compensation and advance their careers in this field.

SAP C_THR86_2211 (SAP Certified Application Associate – SAP SuccessFactors Compensation 2H/2022) Exam is a certification exam designed for professionals seeking to demonstrate their expertise in SAP SuccessFactors Compensation. C_THR86_2211 exam validates the candidate’s knowledge and skills in configuring, implementing, and managing SAP SuccessFactors Compensation solutions. SAP Certified Application Associate – SAP SuccessFactors Compensation 2H/2022 certification is recognized globally and is highly valued in the industry.

QUESTION 15
You want to prevent planners from entering a negative merit increase in the compensation worksheet.
Which configu steps must you perform?

Enable a hard limit stop for the minimum merit guideline in Admin Center. Set the minimum value to
0 for all guideline formulas

Create a guideline rule with the Force Default On Rating Change option set to Yes in Admin Center.
Delete the < comp-guideline-pattern > in the form template XML.

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 0.

Set e Enable Guideline Optimization setting in Admin Center delete the < comp-guideline-pattern > in the form template XML

QUESTION 16
37.You create a test user data file (UDF) for use with a compensation template. The template uses the Sec Manager hierarchy. The CEO is head of both hierarchies. In the user record of the CEO, what values would u for the MANAGER and SECOND MANAGER columns?

MANAGER: blank Q SECOND MANAGER: NO MANAGER

MANAGER: NO_MANAGER SECOND MANAGER: blank

MANAGER: blank SECOND MANAGER: blank

MANAGER: NO MANAGER SECOND MANAGER: NO MANAGER

QUESTION 17
The Detailed Reportl9es NOT appear on the compensation form as shown in the attached screenshot. What is some possible Note: There are 2 correct answers to this question.

The Enable Rollup Reports option is NOT selected in the advanced settings.

The user does NOT have the compensation rollup permission in role-based permissions

The Use Form Creation Hierarchy for Compensation Rollup Report option is NOT selected in the advanced settings.

The < comp-include-report> option is NOT set in the compensation plan template XML

QUESTION 18
How would you use a lookup table result in a numeric operation?

Use to Number to wrap the lookup field

Use to String to wrap the lookup field

Use Amount as the column type

Use a custom number format.

QUESTION 19
Each employee has a custom number code assigned to them. However, your customer wants to display they have instead of the code on the worksheet. If the code is NOT in the table, the customer wants blanks to be displayed. What would you define as the last row in your lookup table?

FALSE as the input agreement with blanks as the output

An asterisk input agreement with blanks as the output

N/A as the input value/key with blanks as the output

A blank in the input agreement with blanks as the output

QUESTION 20
Your non-EC customer wants only users in Job Level A to be eligible for Lump Sum. The template is set for all active employees to be eligible as a starting point. What can you do to fulfill this requirement?

Create an eligibility rule that determines that Job Level A population is NOT eligible for Lump Su

Import value True in the Lump Sum eligible column for all NON-Job Level A users.

Create an eligibility rule in Configure Business Rules to exclude those users in Job Level A

Import value True in the Lump Sum eligible column for all Job Level A users

QUESTION 21
You are implementing an EC-integrated template. Which compensation fields are commonly mapped to a pay component or pay component group. There are 3 correct answers to this question

Current Salary

FTE

Units Per Year

Pay Grade

Local currency Code

QUESTION 22
Your customer has the following requirements for their compensation plan:
1. Use a hard stop in the customer’s guidelines
2. Display only the high and low values in the compensation worksheet.
3. Display a prompt message to planners if they go outside of the high/low values. Which guideline rule settings must you set to fulfill these requirements?

MIN-MAX
.HARD LIMIT:YES HIGH/LOW ACTION:ALLOW

LOW HIGH
.HARD LIMIT:YES HIGH/LOW ACTION:ALLOW

LOW HIGH
.HARD LIMIT:YES

HIGH/LOW ACTION:WARN

QUESTION 23
Which permission is used for point-based but not for currency-based awards? Note: There are 2 correct answers to this question

Spot Award Program

Spot Award Budget

Spot Award Redemption

Spot Award user balance

QUESTION 24
Your customer has two pay components, IDs SALARY_US and SALARY_UK, that are used for employees base salary in their respective countries, They wan for all employees on a single worksheet using the employee’s periodic salary, NOT the annual value. What is the best way to accomplish this?

Ensure the Used for Comp planning flag of the pay components is set to Comp and do NOT map to a specific pay component ID in the w

Create two t templates and use eligibility rules to ensure employees appear on the correct one

Create two custom columns and map each to the pay components. Use a third custom column to display whichever is non-zero

Create a pay com t group that includes both pay components and use that for the planning

QUESTION 25
Your client, who uses SAP SuccessFactors Employee Central, wants to make sure that only employees who have been with the company more than 2 years are eligible for a Lump Sum. How do you build the eligibility rule to make this happen?

Check the Start Date field to see if the employee started at least 2 years ago

Check if the Event Reason is New Hire and the effective date is 2 years ago.

Refer to the Time in Position field to check if the employee has been in this position for more than 2 years

Create a custom field in the Complnfo HRIS element to use in the eligibility rule

QUESTION 26
Your customer wants to include confidential information on the planning form that is visible only to the HR team and NOT to planners.

How can you achieve this?

Configure a custom field for the confidential data as reportable.

Configure a custom field for the confidential data and set the field to read-only.

Configure a custom field for the confidential data and use field-based permissions.

Configure a custom field and check the “hide this column on the form” box.

QUESTION 27
Which element in the compensation plan template XML controls the Lump Sum split?

< comp-calculation >

.< comp-budget-rule >

< comp-salary-rule >

<comp-rule >

QUESTION 28
Which of the following actions can you perform on worksheets after they are lead and before they have been completed? Note: There are 3 correct answers to this question

Generate compensation statements

Update guidelines

Update a formula in a custom column.

Update lookup table contents

Revise field-based permissions

QUESTION 29
Your customer wants the guidelines for an employee’s merit recommendation to be prorated based on the employee’s date of last hire. The date of last hire is different than the employee’s original hire date. How can you fulfill this requirement?

Use salary proration and import the employee’s last hire date in the SALARY_PRORATING_START_DATE Column

Use raise proration and import the employee’s last hire date in the RAISE_PRORATING START_DATE column

Use salary proration and set the review the equal to the employee’s last hire date

Use raise proration and import a proration factor in SE PRORATING column

QUESTION 30
What functions are available in a compensation profile? 2 correct answers

View Budgets

Promote an employee

Import salary history into the profile

Enter recommendations

Display salary history

QUESTION 31
When should you configure a compensation template using the Second Manager hierarchy?

Your customer has more than three manager approval levels in their route map.

Your customer wants to include inactive employees on the compensation worksheets

Your customer wants someone other than the standard manager to make compensation recommendations.

Your customer wants both the standard manager and the matrix manager to approve compensation.

QUESTION 32
Your client would like a specific population of inactive employees to be include in the worksheets. Which combination of settings allows you to achieve this?

Select “Including Inactive Users: when defining the method of planners, select “All employees are eligible “,under Eligibility settings, and update eligibility rules to EXCLUDE the desired inactive employees

Select” All employees are eligible ” under eligibility settings and update eligibility rules to INCLUDE the desired inactive employees

Select “Including Inactive Users: when defining the method of planners, select “All employees are eligible” ,under Eligibility settings, and update eligibility rules to INCLUDE the desired inactive employees

Select” All employees are eligible ” under eligibility settings and update eligibility rules to EXCLUDE the desired inactive employees

QUESTION 33
What action is required to enable employee central integration for template?

Enable field based permission

Reload Guidelines

Update Pay guide formats

Provide an effective date

QUESTION 34
Which tools facilitate a large volume of recommendation changes? Note: There are 2 correct answers to this question

Offline Edit

Edit-in place

Cascading Budgets

Mass action

QUESTION 35
Your c to r needs to remove a compensation statement from the system for one employee who was NOT eligible for a merit Increase. Which of the following options would help you best accomplish this?

Make the employee ineligible for a merit increase using the eligibility engine.

Recall the compensation statement for the employee

Remove the employee from the compensation form and run the “Update all worksheets” job

Create an eligibility rule to exclude this employee

QUESTION 36
Your client has asked you to change the display of the standard Current Salary Range field to only show the midpoint of the range. What needs to be updated to meet this requirement?

Create a new number format under Set Number Format Rules

Create a new custom field with a formula under Column Designer

Update the pay guide format under Display Settings

Update the salary guideline format under Display Settings

QUESTION 37
In Admin Center, you load a pay matrix table as shown in the attached screenshot. You map attribute 1 to business unit and attribute 2 to department On the compensation worksheet, an employee is in the Operations department, the ABC business unit, and pay grade 3. The employee’s current range penetration is calculated as exactly 100%. What is this employee’s current annual salary? #PayGrade MinPay MidPay MaxPay I Promotable Attribute AtiribOteZ ribute

72000

90000

66000

85000

QUESTION 38
You configure the following salary rule in the compen useFor=”merit” benchmark=”range-penetration” actionO [comp-salary-rule-threshold > <message-on-exceed

The ru s the planner that the range penetration threshold has been exceeded and the merit Field text turns red ‘-‘ Tlt,p anner can save the merit recommendation

A pop-up message the planner if the exceeded amount should be assigned to Lump Sum *-‘The planner ve the merit recommendation by selecting Cancel in the pop-up message

The rule prevents the planner from saving the merit increase. The planner must go back and change their merit recommendation

A pop-up message asks the planner if the exceeded amount should be assigned to Lump Sum. The planner CANNOT h merit increase by selecting Cancel in the pop-up message

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