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  • [Q42-Q62] C_THR86_2405リアル試験問題解答は更新された[2025年04月19日]

[Q42-Q62] C_THR86_2405リアル試験問題解答は更新された[2025年04月19日]

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C_THR86_2405リアル試験問題解答は更新された[2025年04月19日]

お手軽に合格させる 最新SAP C_THR86_2405問題集には82問があります

質問 # 42
What can be configured under Define Standard Validation Rules?Note There are 2 correct answers to this question.

  • A. Disallow save when budget is exceeded
  • B. Force comment when recommendation is outside guidelines
  • C. Update guideline hard limit
  • D. Spirt to Lump Sum when exceeding salary range

正解：B、D


質問 # 43
What are some SAP recommended guiding principles to achieve clean core operations? Note: There are 3 correct answers to this question.

  • A. Establish release management.
  • B. Establish regular housekeeping tasks procedures.
  • C. Define roles responsibilities as part of a process transformation office.
  • D. Integrate clean core practices in the end-to-end value process chain.
  • E. Establish an organizational structure, technical foundation, transformation methodology for clean core.

正解：A、C、E


質問 # 44
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. Good
  • D. Unrated

正解：D


質問 # 45
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. Do not update salary range tables that were referenced in forms that have been launched for a prior cycle.
  • D. Updates to salary ranges after forms are launched are dynamic; any changes in the table will impact completed forms.

正解：C、D


質問 # 46
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 vaBdation of type 'splitOrDisallov/' and 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 'disallow and action 'exceed with the Threshold at 125.

正解：B、D


質問 # 47
What types of custom fields can you use as formula criteria within the guidelines.Note There are 2 correct answers to this question.

  • A. Money fields based on a custom formula calculation
  • B. Date fields uploaded from the User Data File
  • C. String fields based on a custom formula calculation
  • D. Percent fields input on the worksheet

正解：B、D


質問 # 48
Which actions are controlled by role-based permissions? Note There are 2 correct answers to this question.

  • A. Opening compensation worksheets
  • B. Making changes through Executive Review
  • C. Updating a Compensation Statement
  • D. Editing columns on a worksheet

正解：B、C


質問 # 49
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 10 for all guideline formulas
  • B. Enable a hard limit stop for the merit guideline in Admin Center*Set the maximum value to 0 10 for all guideline formulas
  • C. Set the guideline pattern to be low-high*Set the high value for all guidelines to be 10.
  • D. 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

正解：A


質問 # 50
Your EC-intagrated client has employees in several countries While all the countries are planned on the same worksheet at the same time there are slight differences in the Effective Dates of the new salaries when they are published back to EC.How can this requirement be met through configuration?

  • A. Enter the effective date for the largest country in the Employee Central Settings screen*Publish the results of the planning for all countries*Manually modify the effective dates of the resulting EC data for the smaller countries
  • B. Create a lookup table that contains the different dates that uses country as an input.*Create a custom date column that reads from the lookup table based on employee country*Map the column ID of the custom date column to the 'start-date' of the pay component in the XML
  • C. Create a lookup table that contains the different dates that uses country as an input*Map the lookup table name to the start-date' of the pay component in the XML
  • D. On the Employee Central Settings screen in Compensation Home set the Effective Date to be that of the largest country.*Use the Publish Selected Employees in Employee Central to publ<sh the data for this country*Manually modify the effective date to be that of the next country and publish the data for them Repeat for all countries

正解：B


質問 # 51
Which report can aggregate compensation details from multiple plans?Note There are 2 correct answers to this question

  • A. Aggregate export
  • B. Executive Review
  • C. Ad Hoc report
  • D. Online Report Designer

正解：A、B


質問 # 52
What happens when a mass change violates the guideline hard stops?

  • A. Employees are brought to max of range
  • B. Guideline hard stops will be skipped
  • C. Employees' recommendations will be skipped
  • D. Guideline will adjust on a pro rata basis

正解：A


質問 # 53
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.*Extract the new TC with a report and manually create import files to update EC.
  • B. 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
  • C. 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.
  • D. 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.

正解：D


質問 # 54
Your customer has a compensation plan template with the functional currency USD. The manager's own currency is EUR. The manager's compensation worksheet contains employees who are paid in thefollowing currencies: EUR, USD, CHF, GBP. Which view must you enable to make sure the manager can display the salary of all of their employees in GBP?

  • A. The includeLocalCurrency view
  • B. The includeAnyCurrency view
  • C. The includePlannerCurrency view
  • D. The includeFunctionalCurrency view

正解：A


質問 # 55
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 Check Tool
  • C. By using the Rollup Hierarchy report
  • D. By exporting troubleshooting information found on the Define Planners screen

正解：B、D

解説：
To check for breaks in the Planning Manager Hierarchy in SAP SuccessFactors Compensation, you can use the following methods:
* Export troubleshooting information from the Define Planners screen:This option allows you to download a file that shows detailed planner hierarchy information, enabling you to identify gaps or breaks in the structure.
* Use the Check Tool:The Check Tool provides a systematic review of the manager hierarchy, highlighting inconsistencies that may cause issues in planning workflows. These tools help ensure a seamless and complete hierarchy, preventing disruptions in the compensation planning process.
References: SAP SuccessFactors Compensation User Guide - Troubleshooting and Hierarchy Management.


質問 # 56
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. Set the XML attribute isActualSalary Imported to False in the compensation plan template ensure standard FTE field is used.
  • B. Create a custom Amount column to store FTE rather than using the standard FTE column.
  • C. Add values in the EC Pay Range object to align with each FTE.
  • D. Set the XML attribute isActualSalaryImported to True in the compensation plan template ensure standard FTE field is used.

正解：A


質問 # 57
Your EC-integrated template has an Effective Date of April 1 under Worksheet Settings. Your eligibility rule states that only grade 1 employees are eligible for compensation. On March 1 an employee is grade 1. but on April 15 they are promoted to grade 2 On April 16 you run Update all worksheets with thecheckbox 'Update worksheet to reflect any employee s eligibility changes selected.What happens on the worksheet for this employee?

  • A. The employee remains eligible for planning with no changes.
  • B. The employee remains on the worksheet but their planning fields reset to default values
  • C. The employee Is removed from the worksheet
  • D. The employee remains on the worksheet but becomes grayed out.

正解：A


質問 # 58
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 # 59
You want to rename the Salary tab of the compensation plan template.Which field section must you configure?

  • A. Rollup Report Fields
  • B. Custom Views
  • C. Navigation Fields
  • D. Form Fields

正解：C


質問 # 60
Which of the following customer scenarios is a good use of the Suppress Statement function? Note: There are
2 correct answers to this question.

  • A. Employees in one country get a statement at a different time from those in other countries.
  • B. Employees who have an RSU grant get a statement, but those without an RSU grant do NOT get a statement.
  • C. Employees who were hired after a certain date do NOT get a statement.
  • D. Employees who are on a performance improvement plan get a different statement from those who are not.

正解：B、C

解説：
TheSuppress Statementfunction in SAP SuccessFactors Compensation is used to selectively prevent statement generation for specific employee groups based on predefined criteria.
* Option A: "Employees who have an RSU grant get a statement, but those without an RSU grant do NOT get a statement."
* This scenario is a suitable use of the Suppress Statement function. Only employees who receive RSU (Restricted Stock Units) grants will have a statement generated, while those without RSUs will not. This selective suppression prevents irrelevant statements from being issued.


質問 # 61
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 set the field to be reportable
  • B. Configure a custom field and use field-based permissions to set the field to be hidden from planners
  • C. Configure a custom field and set the field to read-only
  • D. Configure a custom field and use field based permissions to set the field to be non-editable to planners

正解：B


質問 # 62
......

最新のC_THR86_2405学習ガイド2025年最新の- 提供するのはテストエンジンとPDF：https://www.passtest.jp/SAP/C_THR86_2405-shiken.html

最新版を今すぐ試そうC_THR86_2405練習テスト問題解答：https://drive.google.com/open?id=1x91rq6ppnIdSfG-3i1yyuBg4-oyAjb7t

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