ベストな準備プランC_THR86_2405試験2025年最新のSAP Certified Associate無制限82問題
注目すべき時短になるC_THR86_2405オールインワン試験ガイド
質問 # 43
Your customer wants to include information on the planning form that is visible and read-only to planners, but may be edited by the Reward Team. How can you achieve this?
- A. Configure a custom field and use field-based permissions to set the field to be hidden from planners
- B. Configure a custom field and set the field to read-only
- C. Configure a custom field and use field based permissions to set the field to be non-editable to planners
- D. Configure a custom field and set the field to be reportable
正解：A
質問 # 44
What happens when a mass change violates the guideline hard stops?
- A. Employees' recommendations will be skipped
- B. Guideline hard stops will be skipped
- C. Employees are brought to max of range
- D. Guideline will adjust on a pro rata basis
正解：C
質問 # 45
What can be configured under Define Standard Validation Rules? Note: There are 2 correct answers to this question.
- A. Force comment when recommendation is outside guidelines.
- B. Update guideline hard limit.
- C. Split to Lump Sum when exceeding salary range.
- D. Disallow save when budget is exceeded.
正解：A、C
質問 # 46
Your customer is going through a divestiture and would like to extract all of the historical data from compensation planning for the divested entity prior to purging the data from SAP SuccessFactors.How can you capture the compensation data from your compensation plans?Note. There are 2 correct answers to this question.
- A. Export from Executive Review
- B. Run an Ad Hoc report
- C. Run the Rollup report
- D. Export from the employee history file
正解：A、B
質問 # 47
In an EC-integrated implementation, which of the following EC elements can be used to map fields?Note There are 3 correct answers to this question.
- A. MDF Objects
- B. Background Elements
- C. Biographical Information
- D. Time Off
- E. Pay Components
正解：A、C、E
質問 # 48
A customer's salary process has a Final Review step at the end of the route map during which the reward team reviews the recommendations that have been made to ensure budget spend meets limits. The merit guideline is based upon performance rating, compa-ratio, two custom fields, Country Job Family. The customer wishes that the merit increase is reset to the default when the Country changes for an employee, but NOT when the Job Family changes. How can this requirement be met?
- A. Ensure the default value for all merit guidelines is non-zero.
*Make sure the Country Job Family columns are both reloadable. - B. Set the Force Default On Custom Column Change option within guidelines to Yes.
*Make sure the Country column is reloadable Job Family is not. - C. Set the Force Default On Custom Column Change option within guidelines to Yes.
*Make sure the Country Job Family columns are both reloadable. - D. Set the Force Default On Rating Change option within guidelines to Yes.
*Make sure the Country column is reloadable Job Family is not.
正解：B
解説：
In SAP SuccessFactors Compensation, theForce Default On Custom Column Changeoption in guidelines ensures that when specific custom fields change (such as Country), the merit increase is reset to its default.
This meets the requirement of resetting the merit increase only when Country changes, not when Job Family changes.
* Configuring Force Default on Custom Column Change
* Option D: By settingForce Default On Custom Column Changeto "Yes," the system will reset the merit increase to default values whenever a change occurs in a reloadable custom field marked as critical.
* Reloadable Columns: Making only the Country column reloadable ensures that changes in Country will trigger the reset, while Job Family changes will not affect the merit guideline.
* Why Other Options Are Incorrect
* Option AinvolvesForce Default On Rating Change, which is irrelevant for custom columns like Country or Job Family.
* Option BandOption Cinvolve making both Country and Job Family reloadable, which does not meet the requirement to ignore Job Family changes.
* Reference Documentation
* SAP SuccessFactors Compensation Guide onGuidelines and Force Default Settings.
質問 # 49
Which of the following scenarios involving a Lookup table are valid solutions to a customer requirement?
Note: There are 2 correct answers to this question.
- A. To choose between two Event Reasons for EC publishing based upon whether an employee received a promotion with their pay adjustment.
- B. To determine the median salary of an employee based upon Pay Grade, Legal Entity, FTE.
- C. To determine the proper Event Reason for EC publishing based on employee Country.
- D. To determine a budget percentage that is based upon employee Country Job Category.
正解：C、D
質問 # 50
Which of the following functions in Admin Center can you use to delete compensation worksheets for active planners?
Note There are 2 correct answers to this question
- A. Manage worksheets
- B. Delete employees
- C. Update compensation worksheet
- D. Delete form
正解：A、D
質問 # 51
You use date-based proration and you do NOT include a proration end date in your template. What dates does the system use to calculate the proration percent?
- A. The end date of the compensation worksheet
- B. The end date of the customer's fiscal year
- C. December 31 of the current year
- D. The proration end date configured in the compensation template
正解：B
質問 # 52
What happens to compensation forms when the currency conversion table is updated during the planning period?
- A. In-progress forms are only affected when Update All Worksheets is run
- B. In-progress forms are NOT affected
- C. Change is dynamic to in-progress forms
- D. Only completed forms ate affected
正解：C
質問 # 53
You ate implementing compensation in an EC-inlegrated environment and you are NOT using the promotion functionality.To where can you publish data?Note. There are 3 correct answers to this question.
- A. Job Information
- B. Employee Detais
- C. Compensation Information
- D. Custom MDF Objects
- E. Recurring Pay Components
正解：C、D、E
質問 # 54
Your customer has implemented SAP SuccessFactors Employee Central (EC) and now wishes to implement a single global compensation template However, only part of the organization is in Employee Central, some countries are still using SAP ERP. but there are plans to move to SAP SuccessFactors Employee Central over the next two years The customer wants to use the Compensation module to plan for all employees regardless of where their employee data sits.What is the recommended approach to this scenario?
- A. Create two templates - one with EC integration and one without
- B. Create a single EC-integrated template and use the Hybrid Template option.
- C. Create a single non-integrated template export the EC employees and import them via UDF
- D. Suggest a phased approach where the non-EC employees become part of the process later as they migrate
正解：B
質問 # 55
In an EC-integrated compensation worksheet what are some ol the reasons you might include a lookup table in your configuration.Note There are 3 correct answers to this question.
- A. Providing budget percentage by country
- B. Converting a code into its text equivalent for display
- C. Determining appropriate car allowance by grade
- D. Holding previous year's salary by Employee ID
- E. Converting money values from functional to local currency
正解：A、C、D
質問 # 56
Your customer uses SAP SuccessFactors Employee Central and has the following setup.*Pay Component (id =
"SALARY")*Pay Component (id = CARALLOWANCE )*Pay Component (id =
HOUSEALLOWANCE')*Pay Component Group (id = 'TC) made up of the above three components The Use for Compa-Ratio Calculation flag is set to Yes for this group.The customer performs total cash (TC) planning, that is. planners adjust the overall TC Both the car and housing allowances are fixed values based on employee grade If an employee is promoted on the worksheet, these allowances may change. Salary is whatever TC is left over after the new allowances are updated.How do you best implement this request while maximizing Integration?
- A. Map TC to the standard Current Salary field*Use the Merit column for the TC update*Publish the finSalary value back to the pay component group in EC and have business rules split the sum into the components.
- B. Map SALARY to the standard Current Salary field and TC to meritTarget*Use merit to update the TC and use custom fields to allow planners to update the allowances.*Publish each component back separately.
- C. Map TC to the standard Current Salary field*Use the Merit column for the TC update.*Extract the new TC with a report and manually create import files to update EC.
- D. Map TC to the standard Current Salary field*Use the Merit column for the TC update.*Use the fin Salary field and some custom columns to calculate the components and publish those back to EC
正解：A
質問 # 57
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 lookup table with the number text.
- B. Create a new custom field with a formula under Column Designer.
- C. Change the labels in the rating scale to include both 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 theRating Label Formatin the Display Settings within the Compensation template setup.
* Rating Label Format in Display Settings
* Option D: By setting the Rating Label Format toNumber-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 BandOption C(custom field and lookup table) are unnecessary, as the Number-Text format can be set directly.
* Reference Documentation
* SAP SuccessFactors Compensation Guide onPerformance Rating Display Options.
質問 # 58
You ate implementing an EC-inlegrated 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. L FTE
- B. Units Per Year
- C. Current Salary
- D. Local Currency Code
- E. Pay Grade
正解：B、C、D
質問 # 59
A customer is using the Standard Manager hierarchy would like the following approval process:
1.Planning Manager
2.Next Level Manager
3.Reward Team member who launched the forms How will you set this up in the Route Map?
- A. Employee Manager - User
- B. Manager - Manager's Manager - User
- C. Manager - Manager's Manager - Originator
- D. Employee Manager - Originator
正解：D
質問 # 60
Your customer 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?
- A. Recall the compensation statement for the employee
- B. Create an eligibility rule to exclude this employee
- C. Remove the employee from the compensation form and run the 'Update all worksheets" job
- D. Make the employee ineligible for a merit increase using the eligibility engine
正解：A
質問 # 61
You set up a merit guideline rule based on the performance rating and country. You configure guideline formulas as shown in the screenshot. See image below.
An employee in the USA has a rating of 4. What would be their default merit increase?
- A. 0
- B. 0.02
- C. 0.01
- D. 0.04
正解：B
質問 # 62
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. 1%
- B. 0%
- C. 4%
- D. 2%
正解：D
解説：
When an employee's merit increase is determined by a guideline formula based on performance rating and country:
* Option C: "2%"
* For an employee in the US with a performance rating of 3, the configured guideline specifies a
2% merit increase. This default increase applies according to the rule setup in the guideline formulas.
質問 # 63
Your client wants to restrict entry into the Lump Sum field to only members of the reward team. How can you achieve this?
- A. Use mass actions through the Executive Review.
- B. Update guidelines to put a hard stop on the Lump Sum field set all of the guideline values to 0.
- C. Set the Lump Sum field to read-only to prevent planners from using it.
- D. Use field-based permissions on the Lump Sum field a permission group of named individuals.
正解：D
解説：
Field-based permissions allow specific control over who can view or edit fields in the compensation worksheet.
* Restricting Access to Lump Sum Field with Field-Based Permissions
* Option C: In SAP SuccessFactors Compensation, you can configure field-based permissions so only selected users (e.g., members of the reward team) can access and edit the Lump Sum field.
* This approach uses a permission group to grant edit permissions only to specific individuals, ensuring that only authorized personnel can make entries in the Lump Sum field.
* Why Other Options Are Incorrect
* Option A (mass actions via Executive Review) does not restrict individual access to fields.
* Option B (setting guidelines to zero) does not provide role-based access restriction and may cause confusion in the compensation planning process.
* Option D (setting the field to read-only) would prevent all planners from editing, not just those outside the reward team.
* Reference Documentation
* SAP SuccessFactors Compensation Guide onField-Based PermissionsandPermission Groups.
質問 # 64
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