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SAP C_THR86_1702 Exam Syllabus Topics:

SAP Certified Application Associate - SAP SuccessFactors Compensation Q1/2017 Sample Questions:

1. 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?
Please choose the correct answer.
Response:

A) Use salary proration and set the review start date equal to the employee's last hire date.
B) Use salary proration and import the employee's last hire date in the
SALARY_PRORATING_START_DATE column of the user data file (UDF).
C) Use raise proration and import the employee's last hire date in the
RAISE_PRORATING_START_DATE column of the user data file (UDF).
D) Use raise proration and import a proration factor in the RAISE_PRORATING column of the user data file (UDF).

2. Which of the following types of statements are available to use in Success Store for compensation?
There are 2 correct answers.
Response:

A) Simple personal compensation statement
B) Combined personal Compensation and variable pay statement
C) Variable pay goal statement
D) Standard personal variable pay statement

3. You want to use a custom field called customStock as the starting point for stock guideline calculation.
What must you do achieve this?
Please choose the correct answer.
Response:

A) Add a CUSTOMSTOCK column in the user data file (UDF) and use it as an import key for stock guidelines in Admin Tools.
B) Add the following code to the customStock field definition in the compensation template XML
< comp-rule-base-fieldid>customStock</comp-rule-base-field-id>
C) Add the customStock field in the rule settings of the stock guidelines in Admin Tools.
D) Add the following code to the ccomp-rule useFor="stock" section of the compensation template XML
< comp-rule-base-fieldid>customStock</comp-rule-base-field-id>

4. You configure the following salary rule in the compensation plan template XML.
< comp-salary-rule benchmark="range-penetration" useFor="merit"
actionOnExceed="disallow"><comp-salary-rule-threshold>100.0</comp-salary-rule-threshold><message
-on-exceed><![CDATA[
You have exceeded the maximum of the salary range.
]]></message-on-exceed></comp-salary-rule>
On the compensation worksheet, a planner enters a merit increase, which puts the employee's final salary over the maximum for the salary range. How does the system behave?
Response:

A) A popup 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.
B) The rule alerts the planner that the range penetration threshold has been exceeded and the merit field text turns red. The planner saves the merit recommendation.
C) The rule prevents the planner from saving the merit increase. The planner must go back and change their merit recommendation.
D) A popup 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.

5. In Admin Tools, you configure a merit budget based on a percentage of the current salary. In the 'Based
On' dropdown option you select 'User'. How would you define the budget percentage?
Please choose the correct answer.
Choose one:

A) Use default percentage for all users.
B) Import a percentage for each employee in the user data file (UDF).
C) Assign a percentage to each user in the Budget Assignment section.
D) Assign each user to a budget group and then assign group percentages.

Solutions: