C_THR87_2411 SAP Certified Associate - Implementation Consultant - SAP SuccessFactors Variable Pay Free Practice Exam Questions (2025 Updated)

Summary level custom reportable fields

Bonus plan weights

Summary level standard fields

Employee history fields

Export the rating from the US performance forms then load ratings for all eligible employees into the Overall Performance background element of the Employee Profile.

Import the German ratings into the Overall Performance background element of the Employee Profile. The US ratings remain in the performance forms.

Export the rating from the US performance forms then load ratings for all eligible employees into a lookup table.

Create a specific performance form template for the German employees and have the customer load their ratings into it.

Update Goal Result and Update worksheets.

Delete the user from their worksheet and add them back into the worksheet.

Delete the existing worksheet and then launch a new set.

Calculate Bonus and Update worksheets.

Employee History Overlaps report

Employee History Gaps report

Employee History report

Bonus Payout Details report

Enter values in the minimum/maximum columns on the business goals file.

Configure minimum/maximum guidelines in the plan setup.

Create gates using performanceMin and performanceMax.

Set min-max to display as guideline pattern.

The bonuses of different groups of employees are affected by different business goals.

There is a single business goal applied to Manufacturing and Engineering, but HR is excluded from the bonus process.

There are only two business goals, but the weighting of the goals varies by employee grade.

In some countries, the bonus is multiplicative, while in others it is additive.

Use the correct performance management form template.

Use the user ID of each employee in the business goals file.

Use the Manage Employee grouping.

Use a common field value for all employees in the employee history file.

To determine if goal weights are equal to 100%

To determine if employees are assigned to an appropriate bonus plan

To determine if custom fields are reloadable

To determine inactive planners in the hierarchy

Bonus plan file

Business goals file

Business goal weights file

Design Worksheet

75% and 6,000 respectively

25% and 2,000 respectively

75% and 2,000 respectively

25% and 6,000 respectively

Bonus Plan Name

Team Section Weight

Bonus Cap Percentage

Individual Section Weight

Relevant goal performance is imported into each employee's Assignment History.

Goals that are relevant to the employee's bonus need to have a different type, set when creating the goal.

Goals that are relevant to the employee's bonus need to be in a separate section in the performance form.

Goals that are relevant to the employee's bonus need to be exported from Goal Management and imported into Business Goals.

Use the custom manager option for assigning employees in the user data file and in the route map.

Create a Second Manager hierarchy and set the template to use this hierarchy instead of the Standard hierarchy.

Create the worksheets the same as in compensation planning and move employees to other managers through Employee Membership.

Assign the employees to matrix managers and use matrix managers in the route map.

Change in business goal name

Change in eligibility rule criteria

Update in an employee’s assignment date

Update in bonus cap

Step scale

Multiplicative

Interpolation

Additive

Direct payout

All bonus plans must have equally weighted business goals.

Business goal weights must be created first, before bonus plans are created.

Goals are uniquely weighted based on the bonus plan they are assigned to.

Goal weights are required to equal 100% for each bonus plan.

directPayout

payoutPercentTarget

payoutFunctionType

notes

There are three business goals: Revenue, EBITDA, and Customer Satisfaction. The Individual section is capped to 100% unless the combined payout of the business goals exceeds 75%.

There are three business goals: Revenue, EBITDA, and Customer Satisfaction. The entire business goal section will pay out at 50% unless Customer Satisfaction is above target.

There are three business goals: Revenue, EBITDA, and Customer Satisfaction. The EBITDA goal CANNOT pay more than 100% unless Revenue achieves above target.

There are three business goals: Revenue, EBITDA, and Customer Satisfaction. The EBITDA goal will payout at 0% unless the Individual performance rating is "Good" or better.

The fields use a lookup table to derive the data based on conditional logic and are read-only.

The fields use a custom calculation and are read-only.

The fields are mapped to import keys uploaded within the UDF and are read-only.

The fields are mapped to import keys uploaded within the UDF and are editable.