SAP Certified Associate - Implementation Consultant - SAP SuccessFactors Variable Pay Study Training Dumps Grasped the Core Knowledge of C_THR87_2405 Exam

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SAP C_THR87_2405 Exam Syllabus Topics:

Topic	Details
Topic 1	Variable Pay Program Settings: In this exam section, the Compensation Analyst or Specialist will be tested on the skills regarding configuring variable pay program settings, including hierarchy methods, goal gates, accelerators, flexible payout curves, proration, and decentralized administration.
Topic 2	Employee History Data and Background Element: The Compensation Analyst or Specialist will be assessed on their knowledge of configuring the Variable Pay background element and Employee History data file, establishing relationships between them, and utilizing assignment dates effectively.
Topic 3	Reports and Reward Statements: The Compensation Analyst or Specialist will be evaluated on their capability to produce and analyze various reports related to bonus payouts, details, validation, and audits, as well as generating employee reward statements.
Topic 4	Managing Clean Core: The Compensation Analyst or Specialist will be assessed on their understanding of streamlining variable pay processes through the application of clean core principles to improve efficiency and innovation within the ERP system.
Topic 5	Variable Pay Form: This section examines the Compensation Analyst or Specialist's skills in designing and configuring variable pay forms, including customizing appearance, data input, and calculations.
Topic 6	Integration Scenarios: This section assesses the Compensation Analyst or Specialist's ability to connect Variable Pay with Employee Central, focusing on the setup and execution of integration projects.
Topic 7	Eligibility: This section evaluates the Compensation Analyst or Specialist's ability to determine employee eligibility for variable pay programs, considering factors like employment status and historical data.
Topic 8	Bonus Calculation Methods: The Compensation Analyst or Specialist will be assessed on their knowledge of various bonus calculation methods, particularly assignment-based rating, and the differentiation between additive and multiplicative formulas. They will also be evaluated on their ability to calculate final payout.
Topic 9	Business Goals and Goal Weights: This section targets Compensation Analysts or Specialists and tests their understanding of defining and weighting business goals, configuring goal plan templates, and creating corresponding files.

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SAP Certified Associate - Implementation Consultant - SAP SuccessFactors Variable Pay Sample Questions (Q60-Q65):

NEW QUESTION # 60
Company ABC rewards its employees using an additive plan based on company (50% weight) and individual (50% weight) performance. An employee's target bonus is 4,000 (100% payout). The company performance is based on two objectives, each weighted at 50% - revenue and operating Income. The revenue objective achievement is 80% and the operating income objective achievement is 90%. If the Individual achievement is 150%, which expression best represents how the bonus is calculated?

A. 4000 x 150% + 4000 x (80% x 50% + 90% x 50%)
B. 150% x (4000 x 50% x (80% + 4000 x 50% x 90%
C. 4000 x 50% x (80% x 50% + 90% x 50%) + 4000 x 50% x 150%
D. 4000 x 150% x (80% x 50% + 90% x 50%)

Answer: C

NEW QUESTION # 61
How can you create worksheets where employees have planners outside their line manager hierarchy?

A. Create a Second Manager hierarchy and set the template to use this hierarchy instead of the Standard hierarchy.
B. Create the worksheets the same as in compensation planning and move employees to other managers through Employee Membership.
C. Assign the employees to matrix managers and use matrix managers in the route map.
D. Use the custom manager option for assigning employees in the user data file and in the route map.

Answer: A

NEW QUESTION # 62
What is included in the Bonus Payout Details report? Note: There are 3 correct answers to this question.

A. Multiple rows of payout for each employee
B. Bonus calculation for each employee
C. Total pay items for each employee
D. Eligibility criteria for each employee
E. Payout guidelines for each employee

Answer: A,B,D

NEW QUESTION # 63
A public sector company would like to pay one business goal according to the following guidelines: If the company makes profits, employees get 100% of their target payout. If the company loses
$50,000, employees get 50% of their target payout. If the company loses $100,000 or more, nobody receives a payout. Finance provides administrators with the final amount on February 1 every year. How should your customer create this interpolated business goal?

A. Load metrics as: performanceMin= 0, performanceTarget= 50, performanceMax= 100
B. Load metrics as: performanceMin=-100,000, performanceTarget=-50,000, performanceMax=0
C. Use the Direct Payout function type and load 40,000 as achievement.
D. Use the Direct Payout function type and load 100,000 as achievement.

Answer: A

NEW QUESTION # 64
In which customer scenario do you need to create more than one bonus plan in the same program?

A. The customer has multiple plan period date ranges.
B. The customer has multiple sets of business goals.
C. The customer has multiple route maps.
D. The customer is using multiple bonus calculation formulas.

Answer: B

NEW QUESTION # 65
......

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SAP Certified Associate - Implementation Consultant - SAP SuccessFactors Variable Pay Study Training Dumps Grasped the Core Knowledge of C_THR87_2405 Exam

SAP C_THR87_2405 Exam Syllabus Topics:

Associate C_THR87_2405 Level Exam, Downloadable C_THR87_2405 PDF

SAP Certified Associate - Implementation Consultant - SAP SuccessFactors Variable Pay Sample Questions (Q60-Q65):

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