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Question1: What functions are available in a compensation profile? Note: There are 3 correct answers to this question.
Question2: 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?
Question3: Your customer has implemented SAP SuccessFactors Employee Central (EC) now wishes to implement a single global compensation template. However, only part of the organization is in Employee Central. Some countries are still using SAP ERP, but there are plans to move to SAP SuccessFactors Employee Central over the next two years. The customer wants to use the Compensation module to plan for all employees, regardless of where their employee data sits.What is the recommended approach to this scenario?
Question4: Your customer uses SAP SuccessFactors Employee Central 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 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?
Question5: Your customer is going through a divestiture would like to extract all of the historical data from compensation planning for the divested entity prior to purging the data from SAP SuccessFactors. How can you capture the compensation data from your compensation plans? Note: There are 2 correct answers to this question.
Question6: Which of the following scenarios involving a Lookup table are valid solutions to a customer requirement?Note: There are 2 correct answers to this question.
Question7: While validating the current cycle's compensation statements, you want to prevent them from being visible on employee profile while still allowing access to past compensation statements.How can you accomplish this?
Question8: You set up a merit guideline rule based on the performance rating country. You configure guideline formulas as shown in the screenshot.An employee in the US has a rating of 3. What will be their default merit increase?
Question9: Which statements accurately describe Rollup Reports? Note: There are 3 correct answers to this question.
Question10: Which of the following permissions are required to be able to use Executive Review offline edit to download, modify, upload bulk changes? Note: There are 3 correct answers to this question.
Question11: Which information is included in the rollup report? Note: There are 2 correct answers to this question.
Question12: How many custom columns may be used as Formula Criteria for Guidelines?
Question13: Which of the following updates require worksheets to be relaunched? Note: There are 2 correct answers to this question.
Question14: Your client wants to display a paragraph in the body of the Compensation Statement that is displayed only to employees who are on a Performance Improvement Plan (PIP). An employee is on a PIP if they have a rating of 1 or 2. The standard Rating column is available on the worksheet.However, the client does not want the rating itself to ever be displayed on the Statement. How can you satisfy this requirement?
Question15: You have configured a worksheet for a client that uses the following formula in a custom column of type Money: (curSalary lookup("budget_table",customCountry,1))/100.The lookup table "budget_table" is configured with one input one output. There are three rows in the table:*USA = 5*GBR = 3**=2When the worksheet loads, the column displays correctly, but when a merit value is changed, it switches to N/A for the employee. What could be done to fix this behavior?
Question16: Your customer has the following requirements for their compensation plan:1.Allow planners to make recommendations outside of the high/low values. 2. Display only the max min values in the compensation worksheet. Which guideline rule settings must you set to fulfill these requirements?
Question17: 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?
Question18: Your customer has the requirement that employees with low performance ratings have a different text in their statement than those with high performance ratings.How can you accomplish this?
Question19: Your client wants to restrict entry into the Lump Sum field to only members of the reward team. How can you achieve this?
Question20: 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 the checkbox "Update worksheet to reflect any employee's eligibility changes" selected.What happens on the worksheet for this employee?
Question21: As part of the approval process, your client wants to make sure that the planners have a full view of how their direct indirect reports have adhered to their allocated budgets before their worksheets can be approved.How can you best show this information?
Question22: Your EC-integrated 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?
Question23: 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?
Question24: 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.
Question25: Your client, who uses SAP SuccessFactors Employee Central, wants to make sure that only employees who have been with the company more than 2 years are eligible for a Lump Sum.How do you build the eligibility rule to make this happen?
Question26: 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?
Question27: When generating compensation statements you notice that only the number is appearing for the rating, not the text. How can you correct this?
Question28: What are some SAP recommended guiding principles to achieve clean core operations? Note: There are 3 correct answers to this question.
Question29: How can the compRating field be used to enhance the compensation worksheet? Note: There are 2 correct answers to this question.
Question30: Your customer has an Employee Central integrated template with an effective date of March 1, 2023. The template has a reloadable field that is mapped to the Pay Grade field in SAP SuccessFactors Employee Central. The forms are launched on February 1, 2023, with a start date of March 1, 2023. An employee gets promoted on March 5, 2023, which includes a pay grade change.What is the effect on the value that is displayed when the planner opens the worksheet on March 6, 2023?
Question31: What are the valid hierarchy types available when selecting the Method of Planner in Compensation? Note:There are 3 correct answers to this question.
Question32: What happens to compensation forms when the currency conversion table is updated during the planning period?
Question33: Your customer requires a field on the worksheet where planners can select from a list to categorize the reason for the employee receiving a lump sum. How can you achieve this?
Question34: You configure the following salary rule in the compensation plan template:How does the system behave?
Question35: 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?
Question36: Your non-EC customer wants only users in Pay Grade 1 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.
Question37: Which of the following Permissions is NOT recommended to be given to all HRBPs who are supporting a Salary Review Process?
Question38: For which customer requirement do you need to develop a custom statement?