Free Practice Questions for SAP C_THR86_2405 Exam

To use theExecutive Review Offline Editfeature in SAP SuccessFactors Compensation, certain permissions are required for downloading data, making bulk changes offline, and re-uploading those changes.

Executive Review - Export Permission

Option A: This permission allows users to export the compensation data from the Executive Review page to a downloadable format (such as Excel). This is essential for performing offline edits.

Executive Review - Import Permission

Option B: This permission enables users to import or re-upload the edited data back into the system after making bulk changes offline. It’s critical to ensure these changes are successfully integrated into the worksheet.

Executive Review - Edit Permission

Option D: This permission allows users to edit entries within the Executive Review interface. It is necessary for making adjustments to compensation data.

Why Other Options Are Incorrect

Option C (Executive Review - Mass Action permission) is unrelated to offline editing; it pertains to actions like applying mass updates within the online Executive Review.

Option E (Ad Hoc Reports for the Compensation Planning domain) is for reporting rather than permissions directly related to offline editing capabilities.

Reference Documentation

SAP SuccessFactors Compensation Guide onExecutive Review PermissionsandOffline Edit Requirement

When a customer uses SAP SuccessFactors Employee Central with specific pay components and a Pay Component Group (PCG) designated for total cash (TC), integration configurations can help manage the pay components based on the planner’s adjustments in the compensation module. Here’s how the setup can be achieved to maximize integration and minimize manual updates:

Option B: "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."

By mapping the total cash (TC) to the Current Salary field and using the Merit column for any updates, planners can adjust TC directly. ThefinSalaryfield can be configured to reflect the adjusted TC, which can then be published back to Employee Central. Business rules in Employee Central will then split the updated TC value among the components (SALARY, CARALLOWANCE, HOUSEALLOWANCE) based on predefined rules, ensuring that allowances remain consistent with the employee’s grade.

In SAP SuccessFactors Compensation, comments can be required to provide context or justification for certain compensation decisions, without the need for custom validations.

Force Comments Based on Actions Taken or Not Taken

Option A: When an employee is awarded a raise, stock, or options, SuccessFactors can be configured to prompt a mandatory comment. This is managed through standard settings without custom validation.

Option C: Conversely, if an employee does not receive a raise, stock, or options, a forced comment rule can ensure planners justify this decision.

Why Other Options Are Incorrect

Options B and D are not standard triggers for forced comments in SAP SuccessFactors Compensation. These types of validations would typically require custom validation logic.

Reference Documentation

SAP SuccessFactors Compensation Guide onStandard Comment RulesandForce Comment Settings.

The “Update All Worksheets” function in SuccessFactors Compensation is essential for synchronizing employee data changes across worksheets. It’s used in specific scenarios:

Update to a Lookup Table (Option A):

Lookup tables are used for values such as exchange rates, merit guidelines, or budget percentages. If these values are updated, running “Update All Worksheets” ensures that the revised values apply across all worksheets.

Performance Rating Update (Option B):

If an employee’s performance rating is modified in Employee Central or Performance Management, the update function ensures that the latest rating is reflected on the Compensation worksheet, which could affect merit or bonus calculations.

Eligibility Rule Change (Option E):

Changes in eligibility criteria, such as grade level or employment status, necessitate running “Update All Worksheets” to ensure only eligible employees remain active on the worksheet, with any ineligible ones becoming grayed out or removed based on rule settings.

Excluded Options:

Layout Change in Template (Option C): Changes to layout don’t require an update to all worksheets as this doesn’t affect employee data or calculations.

Field Based Permissions (Option D): Field-based permission changes are applied immediately and don’t require an update to worksheets.

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 onField-Based PermissionsandPermission Groups.