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C_THR86_2505 SAP Certified Associate - Implementation Consultant - SAP SuccessFactors Compensation Free Practice Exam Questions (2025 Updated)

Prepare effectively for your SAP C_THR86_2505 SAP Certified Associate - Implementation Consultant - SAP SuccessFactors Compensation certification with our extensive collection of free, high-quality practice questions. Each question is designed to mirror the actual exam format and objectives, complete with comprehensive answers and detailed explanations. Our materials are regularly updated for 2025, ensuring you have the most current resources to build confidence and succeed on your first attempt.

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Total 80 questions

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 have an RSU grant get a statement, but those without an RSU grant do NOT get a statement.

B.

Employees who were hired after a certain date do NOT get a statement.

C.

Employees in one country get a statement at a different time from those in other countries.

D.

Employees who are on a performance improvement plan get a different statement from those who are not.

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.

USERID

B.

USERNAME

C.

MANAGER

D.

STATUS

You configure the following salary rule in the compensation plan template:

How does the system behave?

A.

The rule prevents the planner from saving the merit increase.

•The planner must go back change their merit recommendation.

B.

A pop-up message asks the planner if the exceeded amount should be assigned to Lump Sum.

•The planner can save the merit recommendation by selecting Cancel in the pop-up message.

C.

The rule alerts the planner that the range penetration threshold has been exceeded the merit field text turns red.

•The planner can save the merit recommendation.

D.

A pop-up message asks the planner if the exceeded amount should be assigned to Lump Sum.

•The planner CANNOT save the merit increase by selecting Cancel in the pop-up message.

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?

A.

Change the labels in the rating scale to include both the number text.

B.

Create a new custom field with a formula under Column Designer.

C.

Create a lookup table with the number text.

D.

Update the Rating Label Format to Number-Text under Display Settings.

Which of the following can you use to explore released APIs?

A.

SAP Application Interface Framework

B.

SAP Integration Suite

C.

SAP Business Accelerator Hub

Your client requests that no employee be eligible for a merit increase greater than 10%. Which configuration steps must you perform?

A.

Enable a hard limit stop for the merit guideline in Admin Center.

•Set the maximum value to 10 for all guideline formulas.

B.

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.

C.

Enable a hard limit stop for the merit guideline in Admin Center.

•Set the maximum value to 0.10 for all guideline formulas.

D.

Set the guideline pattern to be low-high.

•Set the high value for all guidelines to be 10.

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.

Updates to salary ranges after forms are launched are dynamic; any changes in the table will impact completed forms.

B.

If the Template is integrated with Employee Central, Pay Range information MUST come from the EC Pay Range object.

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.

Which of the following requires the use of custom validations? Note: There are 2 correct answers to this question.

A.

An error message when planners enter a promotion without changing pay grade

B.

A warning message when the budget is exceeded

C.

An error message when adjustments are entered in two different fields

D.

An error message when the maximum guideline is exceeded

What functions are available in a compensation profile? Note: There are 3 correct answers to this question.

A.

Promote an employee.

B.

Enter recommendations.

C.

Import salary history into the profile.

D.

Display salary history.

E.

View budgets.

What checks can you make with the Check tool? Note: There are 2 correct answers to this question.

A.

Reportable fields correctly configured

B.

Circular hierarchies for form creation

C.

Custom validations correctly configured

D.

Accuracy of formula calculations

You configured merit guidelines as shown in the screenshot.

If an employee has a range penetration of 24% what would be the low to high guideline that would appear in the merit guideline column in the compensation worksheet?

A.

2%-4%

B.

3%-5%

C.

1%-2%

D.

0%-0%

For which customer requirement do you need to develop a custom statement?

A.

Mix of data from compensation variable pay

B.

Pie graph showing compensation element distribution

C.

Different statements per employee group

D.

Field visibility is conditional on amount

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?

A.

Create a read-only string field make it reportable.

B.

Create an editable string field make it reportable.

C.

Create an editable string field with enumerated values.

D.

Create a read-only string field make it reloadable.

Your customer has two pay components, with IDS SALARY_US SALARY_UK, that are used for employees' base salary in their respective countries. They want to plan for all employees on a single worksheet using the employees' periodic salary, NOT the annual value.

What is the best way to accomplish this?

A.

Create two different templates use eligibility rules to ensure employees appear on the correct one.

B.

Ensure the Used for Comp Planning flag of the pay components is set to Comp do NOT map to a specific pay component ID in the worksheet.

C.

Create two custom columns map each to the pay components. Use a third custom column to display whichever is non-zero.

D.

Create a pay component group that includes both pay components use that for the planning.

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?

A.

In Display Settings use min-max

•Hard Limit: No

•High/Low Action: Allow

B.

In Display Settings use min-max

•Hard Limit: Yes

•High/Low Action: Allow

C.

In Display Settings use min-max

•Hard Limit: No

•High/Low Action: Warn

D.

In Display Settings use low-high

•Hard Limit: Yes

•High/Low Action: Allow

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.

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

Your customer has the requirement where both sales non-sales employees are included on a single compensation template. However, only sales employees are eligible for a lump sum award.

How can you configure a single standard compensation statement template to ensure that just sales employees have a Lump Sum item displayed on their letter?

A.

You can hide the Lump Sum column on the compensation worksheet using Field-Based Permissions. If the column is hidden on the worksheet, it won't appear on the statement.

B.

You cannot do this with a single statement template; a second template must be created to include this item statement groups used to assign the templates appropriately.

C.

You can include the Lump Sum item in the statement template put a disclaimer in the signature section alerting non-sales employees that that item pertains only to sales employees.

D.

You can include the Lump Sum item in the statement template set a condition on its display so that it will only be shown if it is greater than 0.

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.

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

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Total 80 questions
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