C_THR86_2405 SAP Certified Associate - Implementation Consultant - SAP SuccessFactors Compensation Free Practice Exam Questions (2025 Updated)

When importing a compensation-specific User Data File (UDF) in SAP SuccessFactors Compensation, selecting "Assign default required field values for new users if none specified" in provisioning helps auto-fill necessary fields. However, certain fields must still be present for the import to function correctly:

USERID:This column uniquely identifies each employee and is mandatory as it links users to their respective records.

STATUS:This field indicates whether the user is active, inactive, or terminated, which is essential for proper processing in the compensation module. These fields are foundationalto user records and are required for accurate data synchronization.References: SAP SuccessFactors Compensation Implementation Guide – Required Fields for User Data File Import.

To include a specific population of inactive employees in the worksheet, select settings that specify inclusion criteria for inactive users and adjust eligibility accordingly.

Option C: "Select 'Including Inactive Users' when defining the Method of Planner, select 'All employees are eligible' under Eligibility Settings, update eligibility rules to INCLUDE the desired inactive employees."

By enabling the"Including Inactive Users"option, planners can ensure that inactive employees are part of the worksheet. Setting "All employees are eligible" provides a base eligibility, while the eligibility rules can then specificallyinclude only the desired inactive employeesbased on criteria set in the rule.

SAP recommends usingODataandSOAPAPIs to achieve clean core integrations with SAP SuccessFactors. These API types are designed to work within the SAP ecosystem and support integration scenarios without impacting the core system structure.

OData API

ODatais a REST-based API standard and is SAP’s preferred choice for modern, scalable, and lightweight integrations, especially within SuccessFactors. It is ideal for clean core integrations that interact with business data.

SOAP API

SOAPis a widely used API protocol in SAP integrations and is highly structured, making it suitable for clean and stable integrations. Many SuccessFactors services support SOAP, especially for HR and payroll-related integrations.

Why Other Options Are Incorrect

Option B (IDoc)andOption C (RFC)are older SAP interface protocols typically used for SAP ECC or SAP S/4HANA on-premise integrations, but they are not generally recommended for SuccessFactors clean core cloud integrations.

Reference Documentation

SAP SuccessFactors Integration Guide onOData and SOAP API Usage.

In SAP SuccessFactors Compensation, theForce Default On Custom Column Changeoption in guidelines ensures that when specific custom fields change (such as Country), the merit increase is reset to its default. This meets the requirement of resetting the merit increase only when Country changes, not when Job Family changes.

Configuring Force Default on Custom Column Change

Option D: By settingForce Default On Custom Column Changeto "Yes," the system will reset the merit increase to default values whenever a change occurs in a reloadable custom field marked as critical.

Reloadable Columns: Making only the Country column reloadable ensures that changes in Country will trigger the reset, while Job Family changes will not affect the merit guideline.

Why Other Options Are Incorrect

Option AinvolvesForce Default On Rating Change, which is irrelevant for custom columns like Country or Job Family.

Option BandOption Cinvolve making both Country and Job Family reloadable, which does not meet the requirement to ignore Job Family changes.

Reference Documentation

SAP SuccessFactors Compensation Guide onGuidelines and Force Default Settings.

To allow planners to make recommendations outside of the high/low values but only display max and min values on the worksheet:

Option A: "In Display Settings use min-max, Hard Limit: No, High/Low Action: Allow"

Min-maxdisplay shows only the minimum and maximum guideline values. SettingHard Limitto "No" allows planners to make recommendations outside these values, andHigh/Low Action: Allowenables the flexibility needed by the client.

In SAP SuccessFactors Compensation, you can use conditional text sections to display different content based on performance ratings or other criteria.

Using Conditional Text Sections

Option C: Conditional text sections allow the statement editor to show specific text for employees based on defined conditions, such as performance ratings. This way, employees with low ratings can see one version of text, while those with high ratings see another.

Why Other Options Are Incorrect

Option A(multiple templates) is more complex and unnecessary when conditional text is sufficient.

Option B(two worksheet templates) adds administrative complexity.

Option D(suppress statement function) is used to hide statements, not to vary the content based on conditions.

Reference Documentation

SAP SuccessFactors Compensation Guide onStatement Editor and Conditional Text Setup.

WhenSalary Prorationis used with a proration percentage (50% in this case) rather than dates, it affects both the guideline range and the total increase.

Proration Impact on Guideline Range and Total Increase

Guideline Adjustment: Since the proration is set to 50%, the guideline range (normally 4-6%) is adjusted by 50%, resulting in a prorated guideline of 2-3%.

Total Increase Calculation: When the planner enters a $1,000 merit increase, the proration factor is applied, resulting in a final increase of $500 (50% of $1,000).

Why Other Options Are Incorrect

Options A and Bshow the original guideline (4-6%), which does not reflect the proration adjustment.

Option Dincorrectly calculates the total increase without applying the 50% proration.

Reference Documentation

SAP SuccessFactors Compensation Guide onSalary Proration and Merit Guidelines.

When an employee's merit increase is determined by a guideline formula based on performance rating and country:

Option C: "2%"

For an employee in the US with a performance rating of 3, the configured guideline specifies a 2% merit increase. This default increase applies according to the rule setup in the guideline formulas.

When the currency conversion table is updated during a planning period, in-progress forms reflect these changes dynamically.

Option C: "Change is dynamic to in-progress forms."

In SAP SuccessFactors Compensation, currency conversion updates affect in-progress worksheets immediately and dynamically without the need for manual updates. This feature ensures accurate currency data throughout the planning period.

In SAP SuccessFactors Compensation, granting the appropriate permissions to HR Business Partners (HRBPs) is crucial to supporting the salary review process effectively while maintaining data security and integrity. The following permissions are typically managed with caution:

Executive Review Edit Permissions (Option C):

It is not recommended to grant all HRBPs “Executive Review Edit Permissions” as this allows for extensive changes across compensation plans, which may be inappropriate for all HRBP roles. This permission should generally be reserved for high-level administrators or managers who need to make adjustments at the executive review level.

Other Permissions:

Executive Review Export Permissions (Option A)andReport Permissions (Option B)are commonly provided to HRBPs for data analysis.

Compensation Management Permissions (Option D)is often necessary for HRBPs to carry out their roles effectively, enabling them to manage employee compensation-related tasks.

When planners need to provide a reason for not awarding a merit increase, this can be enforced through standard validation rules.

Setting a Force Comment Rule with "No-Raise" Mode

In SuccessFactors Compensation, under theDefine Standard Validation Rulessection, you can set aForce Comment Rulewith the mode set to “no-raise.” This triggers a required comment whenever a planner decides not to give a merit increase.

This is a straightforward way to enforce explanations for no-raise situations, leveraging standard settings.

Why Other Options Are Incorrect

Option B is incorrect because custom validation formulas are not necessary for this type of forced comment.

Option C (comp-force-comment-config tag with mode “guideline”) is unrelated to no-raise situations.

Option D (setting mode to "raise") is incorrect as this would trigger comments for raises, not for when no raise is given.

Reference Documentation

SAP SuccessFactors Compensation Guide onForce Comment Rules.

To meet the requirement of publishing different effective dates for each country in an SAP SuccessFactors Compensation worksheet:

First, create a lookup table that specifies the effective date for each country.

Then, set up a custom date column in the compensation template that retrieves the effective date from this lookup table based on the employee's country.

Finally, map this custom date column in the XML template to thestart-dateof the pay component, ensuring each country has the correct effective date when the compensation data is sent back to Employee Central. This method allows for automation of country-specific effective dates, avoiding manual adjustments and ensuring consistency.References: SAP SuccessFactors Compensation Integration with Employee Central Guide – Lookup Tables and Effective Date Configuration.

In SAP SuccessFactors Compensation, when a field requires planners to select from a pre-defined list of reasons (enumerated values) for categorizing lump sum reasons, it’s essential to set up an editable string field with enumerated values.

Configuring an Editable Field with Enumerated Values

Enumerated values allow you to create a drop-down list of predefined options that planners can select from, ensuring standardized data entry.

The field should be configured as editable so that planners can choose from the list on the worksheet, providing clear reasoning for each lump sum entry.

Why Option C is CorrectThis option provides a list (enumeration) that is required to capture structured data for reporting and analysis purposes. It also enables consistent categorization by offering selectable reasons, reducing manual data entry errors.

Why Other Options Are Incorrect

Option AandD(read-only fields) do not allow planner input and therefore cannot be used for selections.

Option B(editable string without enumerated values) would allow free text, which doesn’t ensure consistent categorization.

Reference Documentation

SAP SuccessFactors Compensation Configuration Guide:Configuring Editable Fields and Enumerated Values.

SAP Help Portal:Field and Custom Column Setup in Compensation.