[Q37-Q59] 検証済みC_THR86_2411問題集PDF資料 [2025]

検証済みC_THR86_2411問題集PDF資料 [2025]

最新のC_THR86_2411実際の無料試験問題更新された82問あります

質問 # 37
Your customer uses SAP SuccessFactors Employee Central 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 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.
• B. Map TC to the standard Current Salary field.
• C. Map TC to the standard Current Salary field.
• D. Map SALARY to the standard Current Salary field TC to meritTarget.

正解：A

質問 # 38
In provisioning for your customer's instance, you select the "Assign default required field values for new users if none specified" option. You want to import a compensation-specific user data file (UDF).
Which columns are required?
Note: There are 2 correct answers to this question.

• A. USERNAME
• B. STATUS
• C. MANAGER
• D. USERID

正解：B、D

質問 # 39
Your customer uses SAP SuccessFactors Employee Central 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 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.
  *Extract the new TC with a report manually create import files to update EC.
• B. Map SALARY to the standard Current Salary field TC to meritTarget.
  *Use merit to update the TC 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.
  *Publish the finSalary value back to the pay component group in EC have business rules split the sum into the components.
• D. Map TC to the standard Current Salary field.
  *Use the Merit column for the TC update.
  *Use the finSalary field some custom columns to calculate the components publish those back to EC.

正解：C

解説：
When a customer uses SAP SuccessFactors Employee Central with specific pay components and a Pay Component Group (PCG) designated for total cash (TC), integration configurations can help manage the pay components based on the planner's adjustments in the compensation module. Here's how the setup can be achieved to maximize integration and minimize manual updates:
* Option B: "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."
* By mapping the total cash (TC) to the Current Salary field and using the Merit column for any updates, planners can adjust TC directly. The finSalary field can be configured to reflect the adjusted TC, which can then be published back to Employee Central. Business rules in Employee Central will then split the updated TC value among the components (SALARY, CARALLOWANCE, HOUSEALLOWANCE) based on predefined rules, ensuring that allowances remain consistent with the employee's grade.

質問 # 40
Which of the following can you use to explore released APIs?

• A. SAP Integration Suite
• B. SAP Application Interface Framework
• C. SAP Business Accelerator Hub

正解：C

解説：
SAP provides the SAP Business Accelerator Hub (formerly known as the SAP API Business Hub) as a comprehensive resource to explore released APIs for various SAP products, including SuccessFactors.
* SAP Business Accelerator Hub
* The Business Accelerator Hub hosts an extensive library of APIs, documentation, and use cases for SAP products. Users can explore OData, SOAP, and other available APIs specific to SAP SuccessFactors.
* Why Other Options Are Incorrect
* Option A (SAP Application Interface Framework) is mainly used for error handling and monitoring within on-premise SAP environments.
* Option B (SAP Integration Suite) is used for integration scenarios but does not provide a library to explore APIs; it's intended for creating and managing integrations.
* Reference Documentation
* SAP Help Portal and SAP Business Accelerator Hub on Exploring and Using APIs.

質問 # 41
Which of the following are features of the clean core dashboard? Note: There are 2 correct answers to this question.

• A. It can be used in all SAP S/4HANA Cloud editions.
• B. Customers can grant access to the dashboard to partners.
• C. It can be accessed by using SAP For Me.
• D. Customers can use the dashboard in the dev, test, production tenants.

正解：B、C

質問 # 42
Which statements accurately describe Rollup Reports?
Note: There are 3 correct answers to this question.

• A. The Rollup Report is based on the current hierarchy not that at form creation.
• B. Enabling the Rollup Report for End-Users requires a specific tag in the XML.
• C. The Rollup Report provides a summary of compensation entries budget information.
• D. The Standard, Compensation, Rollup Hierarchies are all supported.
• E. Custom Columns with the "Show Totals" attribute selected are shown.

正解：A、B、C

質問 # 43
Your customer has part-time full-time employees. You notice that for part-time employees, their compa-ratio in EC is different than in Compensation. What do you configure in the system to have it calculate the correct compa-ratio take into account the FTE?

• A. Add values in the EC Pay Range object to align with each FTE.
• B. Set the XML attribute isActualSalaryImported to True in the compensation plan template ensure standard FTE field is used.
• C. Set the XML attribute isActualSalary Imported to False in the compensation plan template ensure standard FTE field is used.
• D. Create a custom Amount column to store FTE rather than using the standard FTE column.

正解：C

質問 # 44
Your client requests that no employee be eligible for a merit increase greater than 10%. Which configuration steps must you perform?

• A. Enable a hard limit stop for the merit guideline in Admin Center.
  *Set the maximum value to 0.10 for all guideline formulas.
• B. 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 10.
• C. Set the guideline pattern to be low-high.
  *Set the high value for all guidelines to be 10.
• D. Enable a hard limit stop for the merit guideline in Admin Center.
  *Set the maximum value to 10 for all guideline formulas.

正解：D

質問 # 45
Which of the following permissions are required to be able to use Executive Review offline edit to download, modify, upload bulk changes? Note: There are 3 correct answers to this question.

• A. The user needs the Ad Hoc Reports for the Compensation Planning domain permission.
• B. The user needs the Executive Review - Mass Action permission.
• C. The user needs the Executive Review - Export permission.
• D. The user needs the Executive Review - Edit permission.
• E. The user needs the Executive Review - Import permission.

正解：C、D、E

解説：
To use the Executive Review Offline Edit feature in SAP SuccessFactors Compensation, certain permissions are required for downloading data, making bulk changes offline, and re-uploading those changes.
* Executive Review - Export Permission
* Option A: This permission allows users to export the compensation data from the Executive Review page to a downloadable format (such as Excel). This is essential for performing offline edits.
* Executive Review - Import Permission
* Option B: This permission enables users to import or re-upload the edited data back into the system after making bulk changes offline. It's critical to ensure these changes are successfully integrated into the worksheet.
* Executive Review - Edit Permission
* Option D: This permission allows users to edit entries within the Executive Review interface. It is necessary for making adjustments to compensation data.
* Why Other Options Are Incorrect
* Option C (Executive Review - Mass Action permission) is unrelated to offline editing; it pertains to actions like applying mass updates within the online Executive Review.
* Option E (Ad Hoc Reports for the Compensation Planning domain) is for reporting rather than permissions directly related to offline editing capabilities.
* Reference Documentation
* SAP SuccessFactors Compensation Guide on Executive Review Permissions and Offline Edit Requirement

質問 # 46
Which of the following Permissions is NOT recommended to be given to all HRBPs who are supporting a Salary Review Process?

• A. Report Permissions
• B. Executive Review Edit Permissions
• C. Compensation Management Permissions
• D. Executive Review Export Permissions

正解：B

解説：
In SAP SuccessFactors Compensation, granting the appropriate permissions to HR Business Partners (HRBPs) is crucial to supporting the salary review process effectively while maintaining data security and integrity. The following permissions are typically managed with caution:
* Executive Review Edit Permissions (Option C):
* It is not recommended to grant all HRBPs "Executive Review Edit Permissions" as this allows for extensive changes across compensation plans, which may be inappropriate for all HRBP roles. This permission should generally be reserved for high-level administrators or managers who need to make adjustments at the executive review level.
Other Permissions:
* Executive Review Export Permissions (Option A) and Report Permissions (Option B) are commonly provided to HRBPs for data analysis.
* Compensation Management Permissions (Option D) is often necessary for HRBPs to carry out their roles effectively, enabling them to manage employee compensation-related tasks.

質問 # 47
When should you configure a compensation template using the Second Manager hierarchy? Note: There are 2 correct answers to this question.

• A. Your customer has more than three manager approval levels in their route map.
• B. Your customer wants to include HR in their route map.
• C. Your customer wants someone other than the standard manager to make compensation recommendations.
• D. Your customer wants only directors above to do planning.

正解：C、D

質問 # 48
When would you run the Update All Worksheets function? Note: There are 3 correct answers to this question.

• A. When there has been a change to an eligibility rule
• B. When a performance rating is updated
• C. When an administrator changes the layout of the compensation plan template to add a new column
• D. When an administrator makes a change to Field Based Permissions
• E. When there has been an update to a lookup table

正解：A、B、E

解説：
The "Update All Worksheets" function in SuccessFactors Compensation is essential for synchronizing employee data changes across worksheets. It's used in specific scenarios:
* Update to a Lookup Table (Option A):
* Lookup tables are used for values such as exchange rates, merit guidelines, or budget percentages. If these values are updated, running "Update All Worksheets" ensures that the revised values apply across all worksheets.
* Performance Rating Update (Option B):
* If an employee's performance rating is modified in Employee Central or Performance Management, the update function ensures that the latest rating is reflected on the Compensation worksheet, which could affect merit or bonus calculations.
* Eligibility Rule Change (Option E):
* Changes in eligibility criteria, such as grade level or employment status, necessitate running
"Update All Worksheets" to ensure only eligible employees remain active on the worksheet, with any ineligible ones becoming grayed out or removed based on rule settings.
Excluded Options:
* Layout Change in Template (Option C): Changes to layout don't require an update to all worksheets as this doesn't affect employee data or calculations.
* Field Based Permissions (Option D): Field-based permission changes are applied immediately and don't require an update to worksheets.

質問 # 49
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. Set the Force Default On Custom Column Change option within guidelines to Yes.
• B. Ensure the default value for all merit guidelines is non-zero.
• C. Set the Force Default On Rating Change option within guidelines to Yes.
• D. Set the Force Default On Custom Column Change option within guidelines to Yes.

正解：A

質問 # 50
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 compaRatio is less than 125.
• C. Create a custom validation of type Error to ensure that the column curRatio is less than 125.
• D. Create a standard validation of type "splitOrDisallow" action "exceed" with the Threshold at 125.

正解：A、B

質問 # 51
Your client uses a Salary Pay Matrix table for Pay Ranges. What are some Leading Practices Considerations around the maintenance use of these tables? Note: There are 2 correct answers to this question.

• A. Salary range tables should always be provided in the client's Functional Currency.
• B. If the Template is integrated with Employee Central, Pay Range information MUST come from the EC Pay Range object.
• C. Updates to salary ranges after forms are launched are dynamic; any changes in the table will impact completed forms.
• D. Do not update salary range tables that were referenced in forms that have been launched for a prior cycle.

正解：C、D

質問 # 52
In an EC-integrated compensation worksheet, what are some of 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. Determining appropriate car allowance by grade
• C. Converting a code into its text equivalent for display
• D. Converting money values from functional to local currency
• E. Holding previous year's salary by Employee ID

正解：A、B、E

質問 # 53
Your customer has the requirement that employees with low performance ratings have a different text in their statement than those with high performance ratings.
How can you accomplish this?

• A. Create multiple statement templates use groups.
• B. Use the suppress statement function.
• C. Use two compensation worksheet templates.
• D. Use conditional text sections in the statement editor.

正解：D

解説：
In SAP SuccessFactors Compensation, you can use conditional text sections to display different content based on performance ratings or other criteria.
* Using Conditional Text Sections
* Option C: Conditional text sections allow the statement editor to show specific text for employees based on defined conditions, such as performance ratings. This way, employees with low ratings can see one version of text, while those with high ratings see another.
* Why Other Options Are Incorrect
* Option A (multiple templates) is more complex and unnecessary when conditional text is sufficient.
* Option B (two worksheet templates) adds administrative complexity.
* Option D (suppress statement function) is used to hide statements, not to vary the content based on conditions.
* Reference Documentation
* SAP SuccessFactors Compensation Guide on Statement Editor and Conditional Text Setup.

質問 # 54
At the start of the calendar year, all employees are assigned a Performance form. At the end of the year, Salary forms are launched the performance ratings for most employees are displayed correctly, but all new hires are displayed as "N/A". Administrators realize that any employee that joined during the year is missing a Performance form, so they launch a PM form for each new hire.
All new hires are assigned a rating of "Good".
How will these ratings appear on the Salary worksheet?

• A. N/A
• B. Too new to rate
• C. Unrated
• D. Good

正解：C

質問 # 55
Which of the following fields can be used to group budgets? Note: There are 2 correct answers to this question.

• A. Performance Rating (pmRating)
• B. Currency Code (localCurrencyCode)
• C. Any custom, reportable, read-only String field
• D. Pay Grade (payGrade)

正解：B、C

質問 # 56
What is the recommended leading practice workflow for a compensation template?

• A. Manager Planning → Next Level Manager Review → Compensation Admin Review → HR Manager Planning → Complete
• B. Manager Planning → Next Level Manager Review → HR Manager Planning → Complete
• C. Process Setup Manager Planning → Next Level Manager Review → Third Level Manager Review → Complete
• D. Process Setup → Manager Planning → Next Level Manager Review → Final Review → Complete

正解：D

質問 # 57
How can you check for breaks in the Planning Manager Hierarchy?
Note: There are 2 correct answers to this question.

• A. By changing the Method of Planner to Compensation Manager Hierarchy
• B. By using the Rollup Hierarchy report
• C. By exporting troubleshooting information found on the Define Planners screen
• D. By using the Check Tool

正解：C、D

質問 # 58
What are the valid hierarchy types available when selecting the Method of Planner in Compensation? Note:
There are 3 correct answers to this question.

• A. Standard Suite hierarchy (including Inactives)
• B. Rollup hierarchy (including Inactives)
• C. HR Manager hierarchy
• D. Standard Suite hierarchy
• E. Compensation hierarchy (Second Manager)

正解：B、D、E

質問 # 59
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