(2026) C-THR86-2505 Exam Dumps, Practice Test Questions BUNDLE PACK
SAP Certified Associate Certification C-THR86-2505 Sample Questions Reliable
NEW QUESTION # 39
What are some SAP recommended guiding principles to achieve clean core operations? Note: There are 3 correct answers to this question.
- A. Establish regular housekeeping tasks procedures.
- B. Establish an organizational structure, technical foundation, transformation methodology for clean core.
- C. Integrate clean core practices in the end-to-end value process chain.
- D. Define roles responsibilities as part of a process transformation office.
- E. Establish release management.
Answer: B,D,E
NEW QUESTION # 40
Your client wants to restrict entry into the Lump Sum field to only members of the reward team. How can you achieve this?
- A. Use field-based permissions on the Lump Sum field a permission group of named individuals.
- B. Update guidelines to put a hard stop on the Lump Sum field set all of the guideline values to 0.
- C. Use mass actions through the Executive Review.
- D. Set the Lump Sum field to read-only to prevent planners from using it.
Answer: A
Explanation:
Field-based permissions allow specific control over who can view or edit fields in the compensation worksheet.
* Restricting Access to Lump Sum Field with Field-Based Permissions
* Option C: In SAP SuccessFactors Compensation, you can configure field-based permissions so only selected users (e.g., members of the reward team) can access and edit the Lump Sum field.
* This approach uses a permission group to grant edit permissions only to specific individuals, ensuring that only authorized personnel can make entries in the Lump Sum field.
* Why Other Options Are Incorrect
* Option A (mass actions via Executive Review) does not restrict individual access to fields.
* Option B (setting guidelines to zero) does not provide role-based access restriction and may cause confusion in the compensation planning process.
* Option D (setting the field to read-only) would prevent all planners from editing, not just those outside the reward team.
* Reference Documentation
* SAP SuccessFactors Compensation Guide on Field-Based Permissions and Permission Groups.
NEW QUESTION # 41
In Admin Center, you load a pay matrix table as shown in the screenshot. You map Attribute 1 to Geo Zone, Attribute 2 to Legal Entity, Attribute 3 to Pay Frequency.
On the compensation worksheet, an employee is in the UK LONDON Geo Zone, the ABC Legal Entity, Pay Frequency of BWK, Pay Grade GR-08. The employee's current range penetration is calculated as exactly 0%.
What is their current salary?
- A. 3147.0
- B. 3140.0
- C. 2852.0
- D. 3458.0
Answer: C
NEW QUESTION # 42
A customer is using the following number format: ###0 Mode: Round down Multiple: 100. How will a value of 9575.50 be displayed?
- A. 0
- B. 1
- C. 2
- D. 3
Answer: C
NEW QUESTION # 43
Which of the following tasks require that worksheets are moved to Complete before they can be performed?
Note: There are 2 correct answers to this question.
- A. Generating Compensation Statements
- B. Compensation Plan Activity Audit
- C. Exporting data from Executive Review
- D. Publishing Compensation Results in Employee Central
Answer: A,D
NEW QUESTION # 44
How can you check for breaks in the Planning Manager Hierarchy? Note: There are 2 correct answers to this question.
- A. By using the Check Tool
- B. By changing the Method of Planner to Compensation Manager Hierarchy
- C. By using the Rollup Hierarchy report
- D. By exporting troubleshooting information found on the Define Planners screen
Answer: A,D
NEW QUESTION # 45
Your client is using Salary Proration importing the Proration percentage rather than using Start End Dates. An employee is imported with a 50% proration. The merit guideline table for this employee would normally be 4-6%.
The planner enters a $1,000 merit increase, which is within the displayed guidelines. Which of the following scenarios is accurate?
- A. Guideline is displayed as 4-6%
* Total Increase is $1,000 - B. Guideline is displayed as 4-6%
* Total Increase is $500 - C. Guideline is displayed as 2-3%
* Total Increase is $1,000 - D. Guideline is displayed as 2-3%
* Total Increase is $500
Answer: D
NEW QUESTION # 46
Which of the following Permissions is NOT recommended to be given to all HRBPs who are supporting a Salary Review Process?
- A. Compensation Management Permissions
- B. Executive Review Export Permissions
- C. Report Permissions
- D. Executive Review Edit Permissions
Answer: D
NEW QUESTION # 47
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. STATUS
- B. USERID
- C. MANAGER
- D. USERNAME
Answer: A,B
NEW QUESTION # 48
When generating compensation statements you notice that only the number is appearing for the rating, not the text. How can you correct this?
- A. Change the rating scale in Performance Management.
- B. Update the field-based permissions for the PM Rating field.
- C. Add help text to the PM Rating field.
- D. Create a custom column referencing a lookup table to pull in the text.
Answer: B
NEW QUESTION # 49
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. If the Template is integrated with Employee Central, Pay Range information MUST come from the EC Pay Range object.
- B. Updates to salary ranges after forms are launched are dynamic; any changes in the table will impact completed forms.
- C. Salary range tables should always be provided in the client's Functional Currency.
- D. Do not update salary range tables that were referenced in forms that have been launched for a prior cycle.
Answer: B,D
NEW QUESTION # 50
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 who were hired after a certain date do NOT get a statement.
- B. Employees who are on a performance improvement plan get a different statement from those who are not.
- C. Employees who have an RSU grant get a statement, but those without an RSU grant do NOT get a statement.
- D. Employees in one country get a statement at a different time from those in other countries.
Answer: A,C
Explanation:
The Suppress Statement function 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.
: SAP SuccessFactors Compensation Guide > Statement Management > Suppressing Statements Based on Eligibility Criteria.
Option B: "Employees who were hired after a certain date do NOT get a statement." Employees hired after a specific date, often set as a cutoff for eligibility in a compensation cycle, can be excluded from statement generation using the Suppress Statement function. This prevents issuing statements to employees who were not part of the compensation cycle or plan.
Reference: SAP SuccessFactors Compensation Guide > Statement Management > Using Suppress Statement Function for Hire Date Criteria.
Explanation for Incorrect Options:
Option C (Employees in one country get a statement at a different time) does not directly relate to suppression; it is better managed by scheduling or workflow controls.
Option D (Employees on a performance improvement plan receive a different statement) would be handled by creating a separate template rather than using the Suppress Statement function.
NEW QUESTION # 51
Your client requests that no employee be eligible for a merit increase greater than 10%. Which configuration steps must you perform?
- A. Set the guideline pattern to be low-high.
* Set the high value for all guidelines to be 10. - B. Enable a hard limit stop for the merit guideline in Admin Center.
* Set the maximum value to 10 for all guideline formulas. - C. 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. - D. Enable a hard limit stop for the merit guideline in Admin Center.
* Set the maximum value to 0.10 for all guideline formulas.
Answer: B
NEW QUESTION # 52
How many custom columns may be used as Formula Criteria for Guidelines?
- A. There is no limit on custom columns
- B. 0
- C. 1
- D. 2
Answer: B
NEW QUESTION # 53
Which of the following API types does SAP recommend to use to achieve clean core integrations? Note: There are 2 correct answers to this question.
- A. SOAP
- B. RFC
- C. OData
- D. IDoc
Answer: A,C
NEW QUESTION # 54
You create a test user data file (UDF) for use with a compensation template. The template uses the Second Manager hierarchy. The CEO is head of both hierarchies.
In the user record of the CEO, what values would you use for the MANAGER SECOND_MANAGER columns?
- A. MANAGER: NO_MANAGER
*SECOND MANAGER: blank - B. MANAGER: NO_MANAGER
*SECOND_MANAGER: NO_MANAGER - C. MANAGER: blank
*SECOND MANAGER: NO_MANAGER - D. MANAGER: blank
*SECOND MANAGER: blank
Answer: B
NEW QUESTION # 55
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