Study with C_THR86_2305 Actual Test Questions

Your client wants managers to see a graph of the average salary increase percentage for each performance rating for their entire reporting hierarchy. How can you achieve this?Note. There are 3 correct answers to this question.

• A. Add the standard YouCalc widget to the worksheet template and have planners access it whie they do their planning
• B. Create a Tile report and add it to a dashboard for view in the Salary worksheet's Insights icon
• C. Create a Tile report and add it to a dashboard for view on the planner s homepage
• D. Create an Ad Hoc report and share it with all planners
• E. Grant all planners access to the Executive Review and use the standard YouCalc widget

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

Your non-EC customer v/ants only users in Pay Grade 1 and 2 to be ineligible for Lump Sum. Pay Grades 3 through 9 are eligible.What can you do to fulfill this requirement?Note. There are 3 correct answers to this question.

• A. Start with all employees are eligible Using the legacy eligibility rules engine create a rule condition that makes the Pay Grades 3 through 9 eligible for the Lump Sum field
• B. Start with all employees are eligible Using the legacy eligibility rules engine create a rule condition that makes the Pay Grades 1 and 2 ineligible for the Lump Sum field
• C. Start with all employees are eligible In the UDF set the LUMPSUM_ELIGIBLE field to FALSE for Grades 1 and 2. and TRUE for Grades 3 through 9
• D. Start with all employees are ineligible Using the legacy eligibility rules engine, create a rule condition that goes through the eligible Pay Grades and makes them eligible for the Lump Sum field
• E. Start with all employees are ineligible using the legacy eligibility rules engine, create a rule condition that makes the Pay Grades 1 and 2 ineligible for the Lump Sum field

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 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*Publish the finSalary value back to the pay component group in EC and 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 fin Salary field and some custom columns to calculate the components and publish those back to EC

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

• A. Different statements per employee group
• B. Pie graph showing compensation element attribution
• C. Mix of data from compensation and variable pay
• D. Field visibility is conditional on amount