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Your customer is based in the UK has a functional currency of GBP. However, they also have offices in the US (USD), France (EUR), Germany (EUR). They would like the budget displayed in local currency for all planners - for example, German planners see the budget in EUR, not GBP.

How can you best accomplish this?

Note: There are 2 correct answers to this question.

A.

Use budget grouping group on the local currency code.

B.

Enable Planner Currency mode.

C.

Disable Functional Currency mode.

D.

Have four separate templates, one for each country.

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?

A.

Include the unitsPerYear standard column set it to 12.

B.

Use two different pay components for salary with the US one having the "Use for Comp Planning" set to "None" the UK one set to "Comp."

C.

Use two templates with one having curSalary mapped to the pay component the other on the pay component group.

D.

Use meritTarget set to the pay component value divided by 12.

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?

A.

Map TC to the standard Current Salary field.

•Use the Merit column for the TC update.

•Use the finSalary field some custom columns to calculate the components publish those back to EC.

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 have business rules split the sum into the components.

C.

Map TC to the standard Current Salary field.

•Use the Merit column for the TC update.

•Extract the new TC with a report manually create import files to update EC.

D.

Map SALARY to the standard Current Salary field TC to meritTarget.

•Use merit to update the TC use custom fields to allow planners to update the allowances.

•Publish each component back separately.

Which statements accurately describe Rollup Reports? Note: There are 3 correct answers to this question.

A.

The Rollup Report provides a summary of compensation entries budget information.

B.

The Standard, Compensation, Rollup Hierarchies are all supported.

C.

Custom Columns with the "Show Totals" attribute selected are shown.

D.

The Rollup Report is based on the current hierarchy not that at form creation.

E.

Enabling the Rollup Report for End-Users requires a specific tag in the XML.

How can you check for breaks in the Planning Manager Hierarchy? Note: There are 2 correct answers to this question.

A.

By exporting troubleshooting information found on the Define Planners screen

B.

By using the Check Tool

C.

By changing the Method of Planner to Compensation Manager Hierarchy

D.

By using the Rollup Hierarchy report

What is the recommended leading practice workflow for a compensation template?

A.

Process Setup → Manager Planning → Next Level Manager Review → Final Review → Complete

B.

Manager Planning → Next Level Manager Review → Compensation Admin Review → HR Manager Planning → Complete

C.

Process Setup Manager Planning → Next Level Manager Review → Third Level Manager Review → Complete

D.

Manager Planning → Next Level Manager Review → HR Manager Planning → Complete

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 mass actions through the Executive Review.

B.

Update guidelines to put a hard stop on the Lump Sum field set all of the guideline values to 0.

C.

Use field-based permissions on the Lump Sum field a permission group of named individuals.

D.

Set the Lump Sum field to read-only to prevent planners from using it.

Your customer uses a look-up table to calculate custom budgets, as shown in the screenshot. The budget is based on an employee's country status. In the template, the country is defined with field ID customCountry the status is defined with field ID customStatus.

What is the correct syntax to calculate the adjustment budget?

A.

toNumber(lookup("2018_BudgetPool", custom Country,customStatus,1))"'curSalary

B.

toNumber(lookup("2018_BudgetPool,custom Country, customStatus, Adjustment))*curSalary

C.

toNumber(lookup("2018_BudgetPool", custom Country.customStatus,2))"'curSalary

D.

toNumber(lookup("2018_BudgetPool", custom Country,customStatus,adjustment))"curSalary

What are some SAP recommended guiding principles to achieve clean core operations? Note: There are 3 correct answers to this question.

A.

Integrate clean core practices in the end-to-end value process chain.

B.

Establish an organizational structure, technical foundation, transformation methodology for clean core.

C.

Establish release management.

D.

Establish regular housekeeping tasks procedures.

E.

Define roles responsibilities as part of a process transformation office.

Which of the following fields can be used to group budgets? Note: There are 2 correct answers to this question.

A.

Currency Code (localCurrencyCode)

B.

Pay Grade (payGrade)

C.

Any custom, reportable, read-only String field

D.

Performance Rating (pmRating)