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C_THR86_2505최신버전시험대비공부문제인기시험기출문제모음

그리고 Itcertkr C_THR86_2505 시험 문제집의 전체 버전을 클라우드 저장소에서 다운로드할 수 있습니다: https://drive.google.com/open?id=13U_avXQunI5dlMnS6Of5Ib9gfDeXM3CN

Itcertkr의 SAP인증 C_THR86_2505덤프를 구매하여 공부한지 일주일만에 바로 시험을 보았는데 고득점으로 시험을 패스했습니다.이는Itcertkr의 SAP인증 C_THR86_2505덤프를 구매한 분이 전해온 희소식입니다. 다른 자료 필요없이 단지 저희SAP인증 C_THR86_2505덤프로 이렇게 어려운 시험을 일주일만에 패스하고 자격증을 취득할수 있습니다.덤프가격도 다른 사이트보다 만만하여 부담없이 덤프마련이 가능합니다.구매전 무료샘플을 다운받아 보시면 믿음을 느낄것입니다.

SAP C_THR86_2505 시험요강:

주제
소개

주제 1

Compensation Worksheets: This section of the exam evaluates the knowledge of Compensation Analysts in managing compensation worksheets. It involves planning templates, columns, formulas, and worksheet behavior needed to support merit, bonus, and stock processes.

주제 2

Compensation Statements: This section of the exam assesses the ability of SAP Consultants to configure and generate employee-facing compensation statements. It includes statement templates, design options, and output settings to ensure clear communication of compensation results.

주제 3

Compensation Plan Guidelines: This section of the exam measures skills of Compensation Analysts and covers the configuration of compensation plan guidelines, including eligibility and budgeting parameters that guide manager decisions during compensation cycles.

주제 4

Set Up Import Tables:This section of the exam assesses the ability of Compensation Analysts to configure and import required compensation-related tables. It includes loading lookup tables and data required for business rules and logic.

주제 5

Plan Settings: This section of the exam measures the skills of SAP Consultants in defining plan-level configurations. It includes cycle setup, planner eligibility, planner hierarchy, and general settings required to operationalize compensation plans.

주제 6

Implementation Test: This section of the exam evaluates the understanding of Compensation Analysts in verifying system configuration using implementation test tools. It includes basic validation and troubleshooting before plan launch.

주제 7

Managing Employee Specific Data:This section of the exam assesses the skills of SAP Consultants in handling employee-specific data used in compensation planning. It includes importing and mapping fields like pay, performance, and custom metrics.

>> C_THR86_2505최신버전 시험대비 공부문제 <<

시험패스에 유효한 C_THR86_2505최신버전 시험대비 공부문제 인증시험덤프데모

우리Itcertkr 에서 여러분은 아주 간단히SAP C_THR86_2505시험을 패스할 수 있습니다. 만약 처음SAP C_THR86_2505시험에 도전한다면 우리의SAP C_THR86_2505시험자료를 선택하여 다운받고 고부를 한다면 생가보다는 아주 쉽게SAP C_THR86_2505시험을 통과할 수 있으며 무엇보다도 시험시의 자신감 충만에 많은 도움이 됩니다. 다른 자료판매사이트도 많겠지만 저희는 저희 자료에 자신이 있습니다. 우리의 시험자료는 모두 하이퀼러티한 문제와 답으로 구성되었습니다, 그리고 우리는 업데트를 아주 중요시 생각하기에 어느 사이트보다 더 최신버전을 보실 수 잇을것입니다. 우리의SAP C_THR86_2505자료로 자신만만한 시험 준비하시기를 바랍니다. 우리를 선택함으로 자신의 시간을 아끼는 셈이라고 생각하시면 됩니다.SAP C_THR86_2505로 빠른시일내에 자격증 취득하시고SAPIT업계중에 엘리트한 전문가되시기를 바랍니다.

최신 SAP Certified Associate C_THR86_2505 무료샘플문제 (Q49-Q54):

질문 # 49
Your client wants to restrict entry into the Lump Sum field to only members of the reward team. How can you achieve this?

A. Set the Lump Sum field to read-only to prevent planners from using it.
B. Use mass actions through the Executive Review.
C. Use field-based permissions on the Lump Sum field a permission group of named individuals.
D. Update guidelines to put a hard stop on the Lump Sum field set all of the guideline values to 0.

정답：C

설명：
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 on Field-Based Permissions and Permission Groups.

질문 # 50
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. STATUS
B. MANAGER
C. USERID
D. USERNAME

정답：A,C

설명：
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.
References: SAP SuccessFactors Compensation Implementation Guide - Required Fields for User Data File Import.

질문 # 51
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.
*Publish the finSalary value back to the pay component group in EC have business rules split the sum into the components.
B. 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.
C. 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.
D. 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.

정답：A

설명：
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. The finSalary field 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.
: SAP SuccessFactors Compensation and EC Integration Guide > Configuring Pay Component Groups > Publishing Total Compensation Components.
Explanation for Incorrect Options:
Option A involves extra custom columns and manual calculations, which increases complexity.
Option C suggests a manual import process, which is labor-intensive and contrary to integration best practices.
Option D proposes a setup where SALARY is mapped to Current Salary and TC to meritTarget, which complicates the TC update process and is less optimal for integrated workflows.

질문 # 52
You configure the following salary rule in the compensation plan template:
How does the system behave?

A. 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.
B. The rule prevents the planner from saving the merit increase.
*The planner must go back change their merit recommendation.
C. 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.
D. 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.

정답：D

질문 # 53
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,2))"'curSalary
B. toNumber(lookup("2018_BudgetPool", custom Country,customStatus,adjustment))"curSalary
C. toNumber(lookup("2018_BudgetPool", custom Country,customStatus,1))"'curSalary
D. toNumber(lookup("2018_BudgetPool,custom Country, customStatus, Adjustment))*curSalary

정답：C

설명：
In SAP SuccessFactors Compensation, using look-up tables in formulas is a common method to calculate budget adjustments based on multiple criteria like an employee's country and status. This question is about selecting the correct syntax for using a look-up table to calculate a custom budget based on these criteria. Let's break down the logic and syntax for why option A is correct.
* Look-up Table Functionality in Compensation TemplatesIn SuccessFactors Compensation, look-up tables are used to fetch values dynamically based on specific conditions. The lookup function in SAP allows fetching data from a pre-defined table by matching values from specified columns.
* Syntax and Parameters in the Lookup FunctionThe lookup function syntax in SAP SuccessFactors Compensation is generally:
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lookup("<lookupTableName>", <lookupKey1>, <lookupKey2>, <columnIndex>)
* <lookupTableName>: Name of the look-up table (in this case, "2018_BudgetPool").
* <lookupKey1> and <lookupKey2>: The fields in the form template used to search in the look-up table. Here, the customCountry and customStatus fields are used to locate the relevant budget value.
* <columnIndex>: Specifies the index of the column to retrieve. In this scenario, "1" refers to the budget adjustment percentage in the look-up table.
* Correct Formula Explanation
* Option A: toNumber(lookup("2018_BudgetPool", customCountry, customStatus, 1)) * curSalary
* This option correctly uses the lookup function to locate the appropriate adjustment factor (e.
g., 1%) from the 2018_BudgetPool table based on the employee's country
(customCountry) and status (customStatus).
* The toNumber() function is applied to ensure the fetched value is numeric, allowing it to be used in multiplication.
* The formula then multiplies the adjustment factor by the current salary (curSalary) to calculate the adjustment budget.
* Why Other Options Are Incorrect
* Option B: toNumber(lookup("2018_BudgetPool, customCountry, customStatus, Adjustment)) * curSalary
* This option contains syntax errors, such as missing quotation marks around the table name, and "Adjustment" is not a parameter in this lookup. The syntax is incorrect for SuccessFactors' formula setup.
* Option C: toNumber(lookup("2018_BudgetPool", customCountry.customStatus, 2)) * curSalary
* Incorrect because customCountry.customStatus is treated as a single parameter, which is invalid. Each key (customCountry and customStatus) should be separated by a comma, not a period.
* Option D: toNumber(lookup("2018_BudgetPool", customCountry, customStatus, adjustment)) * curSalary
* This option misuses "adjustment" as a parameter in the lookup, which is not defined within the context of the table structure.
* Additional SAP SuccessFactors Compensation References
* SAP SuccessFactors Compensation Guide: Refer to SAP Help Portal's SuccessFactors Compensation Guide for syntax rules of lookup tables.
* Lookup Table Configuration: In the configuration, ensure that the look-up table (2018_BudgetPool) is correctly defined with customCountry and customStatus as keys, and that the adjustment percentage is in the correct column (column index 1 in this example).
The correct formula, Option A, follows SAP's syntax requirements and functional logic to retrieve the adjustment budget accurately.

질문 # 54
......

Itcertkr는 고객님께서SAP C_THR86_2505첫번째 시험에서 패스할수 있도록 최선을 다하고 있습니다. 만일 어떤 이유로 인해 고객님이SAP C_THR86_2505시험에서 실패를 한다면 Itcertkr는SAP C_THR86_2505덤프비용 전액을 환불 해드립니다. 시중에서 가장 최신버전인SAP C_THR86_2505덤프로 시험패스 예약하세요.

C_THR86_2505퍼펙트 최신 덤프자료: https://www.itcertkr.com/C_THR86_2505_exam.html

그 외, Itcertkr C_THR86_2505 시험 문제집 일부가 지금은 무료입니다: https://drive.google.com/open?id=13U_avXQunI5dlMnS6Of5Ib9gfDeXM3CN

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