Learn, Practice, and Improve with SAP C_THR86_2505 Practice Test Questions

For which customer requirement do you need to develop a custom statement?

A. Mix of data from compensation variable pay

B. Pie graph showing compensation element distribution

C. Different statements per employee group

D. Field visibility is conditional on amount

Your client wants to ensure that planners justify their decision to NOT give an employee a merit increase. What is the best way to accomplish this?

A. Under Define Standard Validation Rules, add a Force Comment Rule with the mode set to "no-raise."

B. Use custom validations with the formula 'if(merit>0,"FALSE","TRUE")".

C. Edit the XML add a comp-force-comment-config tag with the mode attribute set to "guideline."

D. Under Define Standard Validation Rules, add a Force Comment Rule with the mode set to "raise."

When generating compensation statements you notice that only the number is appearing for the rating, not the text. How can you correct this?

A. Update the field-based permissions for the PM Rating field.

B. Add help text to the PM Rating field.

C. Create a custom column referencing a lookup table to pull in the text.

D. Change the rating scale in Performance Management.

What are some general principles for creating Route Maps for client projects? Note: There are 2 correct answers to this question.

A. Use reporting Executive Review for reviewing trends aggregate budgets.

B. Only include those that would alter a decision, not simply review.

C. Use a Signature step so the employee is aware of the decisions once the form is marked as "Complete".

D. Use the "Get Feedback" function to allow people outside the hierarchy to comment on the decisions.

Your EC-integrated client wishes to plan on monthly salaries for employees in the UK, but on annual salaries for employee in the US. All employees have their salaries stored in EC with a single pay component with a frequency of "monthly" because of payroll integration constraints.
Which of the following options is a solution for this requirement?

A. Include the unitsPerYear standard column set it to 12.

B. Use two different pay components for salary with the US one having the "Use for Comp Planning" set to "None" the UK one set to "Comp."

C. Use two templates with one having curSalary mapped to the pay component the other on the pay component group.

D. Use meritTarget set to the pay component value divided by 12

You configure the following salary rule in the compensation plan template:
How does the system behave?

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

B. A pop-up 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.

C. The rule alerts the planner that the range penetration threshold has been exceeded the merit field text turns red.
•The planner can save the merit recommendation.

D. A pop-up 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.

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. 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. Enable a hard limit stop for the merit guideline in Admin Center.
•Set the maximum value to 0.10 for all guideline formulas.

D. Set the guideline pattern to be low-high.
•Set the high value for all guidelines to be 10.