SAP C_THR86_2405 Real Exam Questions Guaranteed Updated Dump from ExamBoosts [Q16-Q36]

ExamBoosts September 17, 2025 C_THR86_2405 > SAP 0

Rate this post

SAP C_THR86_2405 Real Exam Questions Guaranteed Updated Dump from ExamBoosts

Verified Pass C_THR86_2405 Exam in First Attempt Guaranteed

NO.16 What action is required to enable Employee Central integration for a template?

Enable field-based permissions.

Reload guidelines.

Update pay guide format.

Provide an effective date

In SAP SuccessFactors Compensation, enabling integration with Employee Central requires specifying an effective date. This date is essential because Employee Central (EC) integration pulls data that is time- dependent, such as employee job information, pay components, and other relevant details.
* Providing an Effective Date for Integration
* Effective Date: Setting an effective date in the compensation template is necessary to synchronize data accurately from Employee Central. The system uses this date to retrieve the correct employee data as of that specific point in time.
* Why Other Options Are Incorrect
* Option A (field-based permissions) relates to access control but is not specifically required for enabling EC integration.
* Option B (reload guidelines) is used when updating or reloading guideline data but does not affect EC integration.
* Option C (update pay guide format) is unrelated to Employee Central integration.
* Reference Documentation
* SAP SuccessFactors Compensation Guide onEmployee Central Integration SetupandEffective Date Configuration.

NO.17 You set up a merit guideline rule based on the performance rating and country. You configure guideline formulas as shown in the screenshot. See image below.

An employee in the USA has a rating of 4. What would be their default merit increase?

0.01

0.02

0.04

NO.18 In an EC-integrated compensation worksheet what are some ol the reasons you might include a lookup table in your configuration.Note There are 3 correct answers to this question.

Providing budget percentage by country

Holding previous year’s salary by Employee ID

Determining appropriate car allowance by grade

Converting a code into its text equivalent for display

Converting money values from functional to local currency

NO.19 A customer’s performance process has a Final Review step at the end of the route map during which the reward team reviews the recommendations that have been made to ensure budget spend meets limits.The merit guideline is based upon performance rating, compa ratio, and two custom fields. Country and Job Family The customer wishes that the merit increase is reset to the default when theCountry changes for an employee, but NOT when the Job Family changes.How can this requirement be met?

Ensure the default value for all merit guidelines is non zero*Make sure the Country and Job Famity columns are both reloadable

Set the Force Default On Custom Column Change option within guidelines to Yes*Make sure the Country and Job Famity columns are both reloadable

Set the Force Default On Rating Change option within guidelines to Yes*Make sure the Country column is reloadable and Job Family is not.

Set the Force Default On Custom Column Change option within guidelines to Yes*Make sure the Country column is reloadable and Job Family is not

NO.20 You create a test user data file (UDF) for use with a compensation template. The template uses the Second Manager hierarchy. The CEO is head of both hierarchies.
In the user record of the CEO, what values would you use for the MANAGER SECOND_MANAGER columns?

MANAGER: NO_MANAGER
*SECOND_MANAGER: NO_MANAGER

MANAGER: blank
*SECOND MANAGER: blank

MANAGER: NO_MANAGER
*SECOND MANAGER: blank

MANAGER: blank
*SECOND MANAGER: NO_MANAGER

NO.21 When generating compensation statements you notice that only the number is appearing for the rating, not the text. How can you correct this?

Update the field-based permissions for the PM Rating field.

Add help text to the PM Rating field.

Create a custom column referencing a lookup table to pull in the text.

Change the rating scale in Performance Management.

NO.22 Your client has two salary plans – one for Executives another for non-Executives. Which tool can be used to combine the results from both templates in a single output document?
Note: There are 2 correct answers to this question.

Ad Hoc report

Executive Review

Story reports

Aggregate export

NO.23 You configure the following salary rule in the compensation plan template,see Image.

How does the system behave?

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

The rule alerts the planner that the range penetration threshold has been exceeded and the merit field text turns red*The planner can save the merit recommendation.

The rule prevents the planner from saving the merit increase*The planner must go back and change their merit recommendation.

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

NO.24 How many custom columns may be used as Formula Criteria for Guidelines?

There is no limit on custom columns

NO.25 Your customer has a compensation plan template with the functional currency USD. The manager s own currency is EUR. The manager’s compensation worksheet contains employees who are paid in the following currencies EUR. USD. CHF. and GBP.Which view must you enable to make sure the manager can display the salary of all of their employees in GBP?

The IncludeFunclIonalCurrency view

The includePlannerCurrency view

The include Any Currency view

The includeLocalCurrency view

NO.26 What types of custom fields can you use as formula criteria within the guidelines.Note There are 2 correct answers to this question.

Percent fields input on the worksheet

Date fields uploaded from the User Data File

Money fields based on a custom formula calculation

String fields based on a custom formula calculation

NO.27 Your customer has employees in five different countries In those countries, a total of three different languages are used English. German and French. The end-of-cycle compensation statement needs to be in each of those three languages.How can you accomplish this using the standard compensation statement template?

Create one version of the statement Clone the statement and translate the text into the two other languages.Use statement groups based on the employee preferred language to appropriately assign the template.

Create one version of the statement Clone the statement and translate the text into the two other languages.Use statement groups based on the employee country to appropriately assign the template.

You need to use a custom statement.Use statement groups based on the employee country to appropriately assign the template.

Create one version of the statement that has all three languages sequentially.Assign this template to all employees.

NO.28 How can you check for breaks in the Planning Manager Hierarchy? Note: There are 2 correct answers to this question.

By exporting troubleshooting information found on the Define Planners screen

By using the Check Tool

By changing the Method of Planner to Compensation Manager Hierarchy

By using the Rollup Hierarchy report

To check for breaks in the Planning Manager Hierarchy in SAP SuccessFactors Compensation, you can use the following methods:
* Export troubleshooting information from the Define Planners screen:This option allows you to download a file that shows detailed planner hierarchy information, enabling you to identify gaps or breaks in the structure.
* Use the Check Tool:The Check Tool provides a systematic review of the manager hierarchy, highlighting inconsistencies that may cause issues in planning workflows. These tools help ensure a seamless and complete hierarchy, preventing disruptions in the compensation planning process.
References: SAP SuccessFactors Compensation User Guide – Troubleshooting and Hierarchy Management.

NO.29 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?

Include the unitsPerYear standard column set it to 12.

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.”

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

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

NO.30 Which information is included in the rollup report?Note There are 2 correct answers to this question

The average bonus payout amount

The sum of budget and total spend for each division department or location

The sum of budget and total spend for each planner in the hierarchy

The detail of planning decisions for each employee in the hierarchy

NO.31 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, and Attribute 3 to Pay Frequency.See image below.

On the compensation worksheet an employee is in the UK LONDON Geo Zone the ABC Legal Entity, Pay Frequency of BWK, and Pay Grade GR-08 The employee’s current range penetration is calculated as exactly
0%. What is their current salary?

2852.0

3458.0

3147.0

3140.0

NO.32 Your client wants to ensure that planners justify their decision to NOT give an employee a merit increase.
What is the best way to accomplish this?

Under Define Standard Validation Rules, add a Force Comment Rule with the mode set to “no-raise.”

Use custom validations with the formula ‘if(merit>0,”FALSE”,”TRUE”)”.

Edit the XML add a comp-force-comment-config tag with the mode attribute set to “guideline.”

Under Define Standard Validation Rules, add a Force Comment Rule with the mode set to “raise.”

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.

NO.33 A customer is using the Standard Manager hierarchy and would like the following approval process:/
1.Planning Manager/
2.Next Level Manager/
3.Reward Team member who launched the forms. How will you set this up in the Route Map?

Employee – Manager – User

Manager – Manager s Manager – Originator

Employee – Manager – Originator

Manager – Manager s Manager – User

NO.34 A customer is using the following number format Mode Round down Multiple 100 How will a value of 9575
50 be displayed?

9000

9600

9500

9570

NO.35 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?

3147.0

3140.0

2852.0

3458.0

NO.36 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?

In Display Settings use min-max
*Hard Limit: No
*High/Low Action: Allow

In Display Settings use min-max
*Hard Limit: Yes
*High/Low Action: Allow

In Display Settings use min-max
*Hard Limit: No
*High/Low Action: Warn

In Display Settings use low-high
*Hard Limit: Yes
*High/Low Action: Allow

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.

Loading …